[et_pb_section fb_built=”1″ _builder_version=”4.16″ da_disable_devices=”off|off|off” global_colors_info=”{}” theme_builder_area=”post_content” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.6″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
Businesses may choose company relocation to help reduce operating costs, improve efficiency, expand into new markets, or gain access to a stronger talent pool. But this type of change can be damaging to <\/span>employee engagement<\/span><\/a>, morale, productivity, and employer brand if not handled properly.<\/span><\/p>\n A successful company relocation strategy balances business objectives with the needs of the workforce. It requires thoughtful planning, transparent communication, relocation assistance, and career transition support for employees whose roles may be eliminated. Organizations that prioritize the employee experience throughout the relocation process are better positioned to retain talent, protect their employer brand, and minimize disruption.<\/span><\/p>\n This guide explains what company relocation is, why organizations choose it, how it impacts employees, and best practices for supporting your workforce before, during, and after a move.<\/span><\/p>\n [\/et_pb_text][et_pb_button button_text=”What you need to know when relocating due to M&A” _builder_version=”4.27.6″ _module_preset=”default” theme_builder_area=”post_content” button_url=”https:\/\/resources.intoo.com\/guides-2-page\/col\/guides-2\/intoo-guide-mergers-and-acquisions-success-starts-and-fails-with-hr?utm_source=website-blog&utm_medium=direct&utm_campaign=company relocation” url_new_window=”on” hover_enabled=”0″ sticky_enabled=”0″ custom_margin=”35px||||false|false”][\/et_pb_button][et_pb_text _builder_version=”4.27.6″ _module_preset=”default” background_color=”#CFE7FF” custom_padding=”10px|20px|10px|20px|false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Company relocation is the process of moving a business, office, department, or headquarters from one location to another. Organizations may relocate to a region that has lower operating expenses. They may also consolidate offices or move to an area that has a larger talent pool. These types of relocations can improve collaboration and\/or or support long-term growth initiatives.<\/span><\/p>\n Organizations relocate for many reasons, including:<\/span><\/p>\n While the benefits of relocation can strengthen the organization, such a major change can affect employee retention, morale, productivity, and recruitment.\u00a0<\/span><\/p>\n Company relocation often requires employees to make significant personal and professional decisions. Employees may need to decide whether relocating is the right choice for themselves and their families. Even when relocation assistance is offered, moving may not be practical because of family responsibilities, children’s education, housing affordability, a spouse or partner’s career, or other personal commitments.<\/span><\/p>\n Those who cannot relocate may face layoffs or choose to resign, while employees who remain may experience uncertainty about the future of the organization. In fact, a company move can also lead to the elimination of positions if the company plans to instead hire locally or if the move is due to a <\/span>merger or acquisition<\/span><\/a>.<\/span><\/p>\n A successful relocation strategy supports both business goals and employee well-being. These best practices can help organizations navigate relocation while protecting their employer brand.<\/span><\/p>\n Employees are more likely to trust leadership when they understand why a relocation is happening, how it will affect them, and what to expect. Communicate relocation plans as early as possible, ideally before employees learn about them through the media or outside sources.<\/span><\/p>\n Begin at the outset and provide regular updates throughout the process, explaining:<\/span><\/p>\n Managers should also be equipped to answer employee questions consistently and compassionately. Clear, honest communication helps reduce anxiety while reinforcing trust throughout the organization.<\/span><\/p>\n Relocation benefits can have a big impact on whether employees choose to move with the company. Beyond reimbursing moving expenses, organizations should consider offering benefits that reduce the stress associated with relocation.<\/span><\/p>\n A comprehensive relocation package may include:<\/span><\/p>\n Whatever benefits are offered, they should be administered consistently using clearly defined eligibility criteria to promote fairness and reduce perceptions of bias.<\/span><\/p>\n Not every employee will move with the organization. Some positions may be eliminated, while other employees may decide relocation is not feasible because of family obligations, financial considerations, personal preference, or career goals.<\/span><\/p>\n Supporting these employees is just as important as supporting those who relocate.<\/span><\/p>\n Providing career transition assistance demonstrates that your organization values employees throughout every stage of the employment lifecycle. Outplacement services\u2014including career coaching, resume writing, interview preparation, LinkedIn optimization, networking guidance, and job search support\u2014help displaced employees secure new opportunities more quickly.<\/span><\/p>\n This type of assistance also helps to maintain a company\u2019s reputation and mitigate risk during what can be a challenging period that may spark online discussions.<\/span><\/p>\n Before relocating an entire workforce, organizations should evaluate whether some positions can remain or become remote or hybrid.\u00a0<\/span><\/p>\n Many employers have discovered that flexible work arrangements can improve employee retention while reducing real estate and operating costs. Even if certain roles require employees onsite, allowing other positions to remain or become remote may help retain institutional knowledge and reduce voluntary turnover during the transition.<\/span><\/p>\n Before implementing your relocation strategy, ask yourself whether your organization has:<\/span><\/p>\n Company relocation is about more than moving offices\u2014it’s about helping people navigate change. Organizations that communicate transparently, provide meaningful relocation assistance, and support employees whose roles are affected are more likely to retain trust, preserve productivity, and strengthen their employer brand throughout the transition.<\/span><\/p>\n Whether your relocation involves a single office, a regional consolidation, or a large-scale workforce restructuring, providing career transition support can make a meaningful difference for those whose roles are eliminated or who decide not to move. INTOO’s <\/span>outplacement<\/span><\/a> programs will help these individuals with personalized career coaching, resume optimization, interview preparation, and job search support, helping them land their next opportunity faster while reinforcing your commitment to employee well-being. <\/span>Contact us<\/span><\/a> to learn more about how we can help.<\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Businesses may choose company relocation to help reduce operating costs, improve efficiency, expand into new markets, or gain access to a stronger talent pool. But this type of change can be damaging to employee engagement, morale, productivity, and employer brand if not handled properly. A successful company relocation strategy balances business objectives with the needs […]<\/p>\n","protected":false},"author":6,"featured_media":23240,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"Organizations may consider <\/span>company relocation<\/span> for a number of reasons: to reduce costs, to create efficiencies by bringing teams together, or to access more qualified talent.\u00a0<\/span>\n\nBut while making this change can advance business goals, a relocating company takes on risks that can bring long-term damage to its brand. Moving is a stressful endeavor for companies and their employees, and can involve reductions-in-force, restructuring, and relocating positions and\/or employees. In order to minimize this stress\u2014and preserve brand reputation\u2014it\u2019s important to communicate clearly and transparently and provide benefits to both those who are offered relocation opportunities and <\/span>to those whose positions are eliminated<\/span><\/a>.<\/span>\nKey Takeaways<\/span><\/h3>\n
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What Is Company Relocation?<\/span><\/h2>\n
Why Companies Relocate<\/span><\/h2>\n
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How Company Relocation Affects Employees<\/span><\/h2>\n
3 Best Practices for a Successful Company Relocation<\/span><\/h2>\n
1. Communicate early and transparently<\/span><\/h3>\n
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2. Provide meaningful relocation assistance<\/span><\/h3>\n
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3. Support employees who won’t be relocating<\/span><\/h3>\n
Should Your Business Consider Remote or Hybrid Work?<\/span><\/h2>\n
Company Relocation Checklist for Employers<\/span><\/h2>\n
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Supporting Employees Through Company Relocation<\/b><\/h1>\n
Considerations for your workforce<\/span><\/h2>\nWhether moving a department, regional office, or headquarters, the employees at the closing location may be faced with difficult choices. The decision of whether to accept relocation benefits and move with a company must take into consideration a multitude of factors, including proximity to family, spouse\/partner employment, children\u2019s schools, and more. And for some in less senior positions, those benefits may not be offered at all; instead, those employees may face layoffs should the company choose to fill those roles with local talent.\u00a0<\/span>\n\nEven for those being offered relocation, such an offer can feel equivalent to a layoff if moving is undesirable or impossible for them or their families. The 2020 Atlas corporate relocation survey reported that <\/span>more and more employees have declined relocation since 2018<\/span>, with the primary reasons being family ties and spouse\/partner employment.\u00a0<\/span>\n\nAnother option to consider is the potential for a remote workforce. The pandemic has proven to many employers that <\/span>remote work is not only possible<\/span><\/a>, but also can be beneficial in some circumstances. In fact, if you are relocating purely for cost-savings benefits, you may wish to consider whether a partial or totally remote workforce would serve your organization, as you may save even more by reducing or eliminating overhead costs such as real estate.\u00a0<\/span>\n\nIf yours is an organization that must have at least part of its workforce onsite and layoffs will be necessary, controlling the message about your move is vital to <\/span>reducing rumors, misinformation and stress among your employees, just as you would about any other major change, such as reorganization<\/span><\/a>. This is true whether or not an announcement about relocation would come as a surprise to your workforce.<\/span>\n\nOnce you\u2019ve determined who will get offers and when the relocation will take place, consider these three ways you can support your employees and protect your brand as you implement your <\/span>company relocation<\/span> plans.<\/span>\n
Three ways to protect your employer brand during <\/span>company relocation<\/span><\/h2>\n
Control your messaging<\/span><\/h3>\nYou want your employees to feel respected throughout the relocation process. That starts with the announcement and continues through follow-up communications that provide details about the move and how employment may be impacted.<\/span>\n\nThe messaging about the relocation must be controlled internally by <\/span>providing timely, clear, and transparent communication to your workforce<\/span>, optimally before the news reaches the press. Be ready to explain the reason for the move, and to answer a multitude of questions that are likely to be posed by your workforce about the new location, their jobs, the advantages of moving, and what will happen if they are not offered relocation. In a recent CareerArc + Intoo study on employer brand, <\/span>64% of respondents switched brands or stopped purchasing products from companies tarnished by news of poor employee treatment<\/span><\/a>. As transparency concerning all matters related to the move is key to building and retaining trust and loyalty among your employees, it can also benefit your bottom line.<\/span>\n
Help your relocating employees<\/span><\/h3>\nDepending on the size of your relocating workforce, dedicating an employee or even hiring a <\/span>company relocation<\/span> specialist to tackle employee concerns may make a significant difference in how these employees experience the move. Knowing that an expert is available to guide them through the decision-making process can take an enormous load off their shoulders, which will help them more easily transition and productively continue their work once they reach the new destination.<\/span>\n\nGenerous benefits can also encourage your employees to accept the relocation offer. Such benefits can include financial support not only for moving costs but also for an exploratory trip in advance of the relocation to look for housing. You should also consider partnering with local realtors to assist employees with selling and buying a home, and facilitating introductions to representatives from local schools for families with children. In some cases, it may also make sense to offer salary increases. The Interior Department made the choice to do so when it announced earlier this year that the headquarters of the Bureau of Land Management would be moving from DC to Grand Junction, Colorado. <\/span>The Department offered a 25% salary incentive <\/span><\/a>in addition to other relocation benefits.<\/span>\n\nNo matter which benefits you choose to include in your relocation package, ensure that they are administered based on defined criteria, so that you are able to easily <\/span>justify who is offered relocation<\/span><\/a> opportunities and benefits. This way, you can prevent any misconception of discrimination among employees who do not receive them.<\/span>\n
Provide assistance to your exiting employees<\/span><\/h3>\nThere are many considerations to take into account when deciding which employees will be offered relocation. For example, you may wish to offer to relocate only those employees who are most difficult to replace due to the complexity and specificity of their responsibilities and knowledge, such as those in senior level and management roles. Meanwhile, you may opt to rehire for junior staff positions at your new location.\u00a0<\/span>\n\nIn January, photography product and image sharing company Shutterfly announced plans to relocate its marketing positions from California to the Minneapolis area to consolidate teams. But instead of relocating its workforce, Shutterfly decided to take advantage of the talent local to Minneapolis and <\/span>reduced its headquarters staff by 25%<\/span><\/a>.\u00a0<\/span>\n\nWhatever the reason for the eliminated positions, ensuring your exiting employees are treated fairly and with the same respect as those who are remaining is vital to protecting your employer brand. Offering outplacement services to exiting employees\u2014such as career development coaching, job search assistance and resume writing\u2014as both Shutterfly and the Interior Department did for theirs, is an important step in this effort, as both those exiting and their remaining colleagues will know that care was taken to ease their transition by giving them an accelerated path forward to new employment. Just as a relocation specialist can help your moving employees feel guided in their process, so can outplacement coaches help guide exiting employees toward their next fulfilling roles.<\/span>\n
Moving locations; moving forward<\/span><\/h2>\nHaving a <\/span>positive company culture will make your employees more likely to accept a relocation offer<\/span>. The same factor can affect how your exiting employees respond to the news of their job eliminations.\u00a0<\/span>\n\nWhile<\/span> company relocation<\/span> is never easy, yours can be a successful one that respectfully considers the concerns of your entire workforce. And conducting a relocation in that manner will help your organization retain its brand reputation, with the public, your relocating employees, and those moving on to new endeavors.\u00a0\u00a0<\/span>\n\nIntoo<\/span><\/a> helps employers <\/span>protect their employer brand<\/span><\/a> and do right by their workforce by transitioning employees to land their next job nearly 2.5 times faster than the national average time it takes to find employment\u2014all without leaving their homes. Designed for employees of all levels, industries, and backgrounds, Intoo\u2019s coaching-first, award-winning online platform accelerates career transition by connecting candidates with career coaches faster and by providing personalized guidance for each individual.<\/span>","_et_gb_content_width":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[68,19,46],"tags":[198,84,83,34,76,199,63,200,88],"class_list":["post-23238","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employer-branding","category-outplacement","category-tips","tag-corporate-communication","tag-crisis-communication","tag-employer-brand","tag-employer-branding","tag-layoffs","tag-messaging","tag-outplacement","tag-relocation","tag-tips"],"yoast_head":"\n