The Key to a Successful Millennial-Focused International Relocation Program

Posted by Ryne Inman on Jan 24, 2017 9:17:25 AM

international relocation program for millennials

It’s part of the conventional wisdom that Millennials are the most diverse and globally-oriented generation in American history.

They were raised to seek out international opportunities, like study abroad or simply traveling. A global economy has been the status quo for their entire lives, and the importance of approaching their education and careers have left a lasting impression.

While it is true that this rising generation is more open to, and often seeks out, international placements, there is one harsh speedbump that could upend things: They are still young and inexperienced in the workforce, and pinning your hopes on them as the foundation of any initiative is flirting with failure.

The perk to having an enthusiastic, Millennial-driven culture is that you are getting driven, growth-oriented professionals. A jolt of energy can shake your company from inertia and push things in a new direction.

In what seems like a contradiction, Millennials are also poised to absorb cultural and professional lessons. Their lack of experience means that they don’t have the means to create and enact any changes on their own.

With that in mind, it’s key to foster a culture of mentorship and learning, especially in the international realm. These assignments can be a boon to both employer and employee, but only if everyone involved is set up for success. New professionals will need guidance professionally, culturally, and even emotionally to successfully meet and exceed the expectations they set.

Most Millennials are looking for personal and professional growth when they go overseas. The cultural and occupational curiosity displayed by these workers is unique and a force that your company must harness.

The talent shortages we see today, and the high-stakes competition to nab the most qualified, mean that the recruiting and mobility sectors need to have comprehensive, mentor-driven development programs in place in order to attract, recruit, and keep the best and brightest.

building the ideal expat journey

 

Topics: International Relocations, January Blog

Motivating Millennials to Move: 6 Strategies for Selling Relocation to the Current Generation

Posted by Tiffany Rowe on Jan 23, 2017 10:09:50 AM

relocating millennials

Millennials aren’t like other generations—and they’re proud of that.

As this generation continues to make waves in our workforce, claiming more than 36% of jobs by 2020, Millennials are transforming how businesses function— from the way offices look all the way to the benefits employers choose to provide.

More and more companies are moving to more favorable locations, and most want their bright, young, Millennial workers to assist operations in the far-flung office. However, because Millennial decision-making can be somewhat erratic from time to time, companies should consider weighting the choice with tactics known to effectively motivate the younger working generation.

Here are 6 strategies for encouraging Millennial employees to relocate.

Just Ask Them

Unlike employees of previous generations, who were often rooted to their location by a mortgage and a family, Millennials have little tying them down. It is well-known that Millennials change jobs more frequently than other generations, but it is also true that most Millennials are prepared to move across the country for a better position. In fact, one study found that as much as 84 percent of Millennials are willing to relocate if it's necessary to climb the career ladders.

That said, this doesn't necessarily mean you can command your Millennial employees to relocate. Millennials prefer cooperation to domination, which means you should strategeically propose and discuss the idea of relocating, and ultimately allow them to make the decision. If you phrase the prospect properly, it is likely that few young workers will even hesitate before accepting the opportunity.

Treat Them Appropriately

Millennials lose motivation when they feel undervalued, bored, or unmotivated. Therefore, employers should strive to understand what motivates this generation and earn Millennials’ trust by being authentic and vocally appreciate of the work they do.

Even if a company lacks the goals or values of the Millennial generation, it can earn loyalty and obedience from its Millennial workers when their leaders act genuinely and offer opportunities for Millennials to express their creativity. In environments like this, you increase the likelihood of Millennials agreeing to take a step such as relocation on behalf of a company they feel a connection to and wholeheartedly support.

Offer Their Unique (But Coveted) Benefits

High salary and good health insurance are things most Millennials expect from a job, but to keep them committed, you must offer unconventional benefits, as well. For example, few Millennials are eager to conform to the traditional nine-to-five work schedule; flexible time, which allows them to clock in and out as they please, is a coveted perk for younger workers.

Similarly, most Millennials are confident and capable telecommuters, so allowing them to work from home on select days will win your Millennial workers’ good faith. Professional development programs are also enticing to Millennials, and packaging these benefits with a relocation request is an almost foolproof plan to motivate this generation to move.

Hire Persuasive Speakers

Most Millennials are passionate about continued learning and take advantage of supplemental educational resources, like podcasts, online courses, and more. Inviting experienced and noteworthy motivational speakers into your office might help you inspire your Millennial workers and feel motivated to take on tasks and experiences such as relocation. Millennials revere the work and words of experts, and when experts can back up your desires with data and anecdotes, you can convince your young employees to do almost anything.

Target Mentorship Programs

If your business doesn’t have an established mentorship program, you should start one immediately. Millennials crave the personalized attention and guidance of mentors, and connecting business leaders with promising young workers is a recipe for long-term employee dedication.

Additionally, you can have some control over the mentors’ messages - perhaps encouraging them to emphasize the importance of relocating at the start of a young worker’s career. It is not guaranteed that Millennials will blindly follow their mentors’ advice, but mentorship programs are strong tools for motivation.

Promote Them First

Millennials crave validation, and there is no better evidence of support than a boost in title. Your organization’s career ladder doesn’t need to be strict and stable; you can create positions as necessary to please your staff while simultaneously ensuring productivity.

In-between steps and titles are excellent tools to motivate your Millennial workforce; terms like “senior” and “team lead” do little to impact the daily flow of the office, but they do much to boost an individual worker’s morale and investment in the business. Armed with the pride of a recent promotion, a Millennial will usually gladly move to further boost his or her career status.

communication with millennials webinar

Topics: Millennials & Gen Z, Relocation, January Blog

How High-Tech and High-Touch Can Work Together to Improve Relocation

Posted by Lauren Decker on Jan 19, 2017 11:14:31 AM

6-chris-sardegna-566457-edited-602185-edited-643501-edited.jpgTechnology creates efficiency by automating manual processes. As a result, technology has become associated with displacing the human element—when we add technology, we reduce the number of times a human has to be involved in the process. This results in processes that can be executed faster and at a lower cost.  

That said, technology doesn’t always get the best reputation, and some people view the changes it creates in a negative light.

The perception is that technology makes processes cold and impersonal. After all, technology can’t read emotions or understand the context of a situation. In the case of relocation, some people believe that introducing too much technology will lead to an experience that lacks empathy and compassion.

However, this doesn’t have to be the case.

Technology does create efficiency, but that doesn’t mean it subsequently removes humanization. In fact, implementing technology can actually make your relocation process even more personal.

Consider the amount of tasks that need to be completed throughout a move. Just to get started, the relocating employee has to reach out to suppliers, provide details about their needs, manage incoming estimates and quotes...and that’s just one part of the process. This doesn’t include learning about the destination city, preparing for their first day on the job, or actually traveling from Point A to Point B.

If your company works with a relocation company, a relocation consultant will typically assist with these tasks by reaching out to suppliers and facilitating communication between multiple parties. While this takes the work off the relocating employees plate, it also means the person helping your employee is juggling multiple tasks, in addition to providing guidance about the move—and they’re probably doing this for multiple transferees.  

Here’s where technology can reduce the workload for your relocating employee, the person assisting them, and, of course, your HR and Mobility teams.

Managing these seemingly small, yet critical, tasks is time consuming. Automating this work and serving up the information to all parties in a single, online location helps keep everyone organized and aligned throughout the relocation. When all of the critical information of a relocation is pulled together in one place (and in an automated way), it saves time for everyone.

For instance, storing company documents online reduces the time spent by your HR team emailing back and forth with new hires. Your relocating employee can review all aspects of their move easily, which in turn reduces stress and helps them quickly review and make decisions for their move.

Last, but certainly not least, the relocation consultant helping your employee can spend more time focused on the human element (versus facilitating tasks that can easily be replicated through software). This enables them to strategically guide your employee through the number of decisions they’ll need to make because there’s less time spent on managing administrative tasks and paperwork.

As a result, your relocating employee receives the personal attention they deserve through the most critical points of their relocation. With technology, all parties involved in the move are empowered to be more proactive and get ahead of some of the most stressful parts of a move.

The perception is that technology removes all traces of humanity in the relocation process. The reality is that technology removes repetitive, time consuming work and creates an opportunity to bring the human element into critical parts of the relocation process.

relocation technology

Topics: Technology, Relocation, January Blog

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