If your company hasn’t examined its corporate relocation policies recently, the Fall is the perfect time to do so. The workforce culture has shifted dramatically in recent years. With abundant work-from-home opportunities and a global labor shortage, many employers are finding it difficult to recruit and maintain talent. This becomes even more difficult when an employer needs in-person positions filled. After steadily declining for several years, 2021 showed a dramatic decrease in individuals relocating for work. What do companies need to do in order to find and keep the best employees? Ensuring your company has a competitive corporate relocation package available can be a great incentive when trying to recruit new employees or transfer current staff.
“Employers these days are not just competing for talent, they’re competing with a growing work-from-home market,” said Christine Sidari, Vice President of Business Development for Corrigan Moving Systems. “People just aren’t moving for jobs nearly as much as they used to. If companies want to recruit or maintain the best people, they need to be competitive with not only pay, but benefits and corporate relocation packages. Having a customized relocation package available will set them apart with recruits, as well as keeping their top employees happy and incentivized to stay with the company long-term.”
“The importance of companies offering a quality corporate relocation package cannot be understated,” adds Marabeth Galardi, Vice President of Sales with Corrigan Moving Systems. “There are many policies that worked 5-10 years ago, that are not as attractive or competitive anymore. Lump sum policies were, and are still, very common, but I have been encouraging employers to really examine those policies. For example, a family of four moving from California to Philadelphia will have significantly higher costs and different needs than a single person moving from Chicago to Philadelphia. Their new positions may provide them with the same lump sum moving budget, but that’s just not going to work for everyone. Employers are more likely to miss out on the top talent they’re looking for, because these outdated policies are no longer competitive. Not to mention that puts a lot of added stress on that relocating employee. They’re spending a lot of time and energy trying to stretch their budget to cover moving expenses, travel, lodging, etc. throughout the transition process. That doesn’t send a new employee off to a great start with your company.”
“The state of the housing market right now should certainly be considered when reviewing relocation policies,” explains Christine. “The home market is so in-flux right now, that covering storage expenses should be a benefit that employers strongly consider. Companies that offer additional benefits, such as covering home purchase closing costs, offering short-term storage solutions, and partnering with quality movers who are backed by reputable van lines are going to make the decision to relocate easier and more attractive for employees.”
“I agree with the approach that some companies are becoming more comprehensive with what they cover and what they will not,” shares Marabeth. “Eliminating or revising a lump sum policy is a great start, but that doesn’t mean a company has to offer carte-blanche to new or transferring employees. Budgetary concerns are still a very important factor to keep in mind. Let’s use my example of comparing a family moving across the country to a single person moving a shorter distance. Instead of offering a lump-sum, companies can choose certain services to either offer or not cover. Perhaps a full-service move would be covered, but not full carrier packing services. Alternatively, companies can cover the cost of packing services for breakable items only. The same could be said for establishing limitations for covering additional services such as moving extensive art collections, wine collections, recreational vehicles, non-standard household goods or limiting third-party services such as mounting televisions, hanging window treatments, disassembling wooden play systems, or extraordinary crating services. These are professional services Corrigan can still arrange for the employee, but the employee can decide to pay for these services out of their own pocket, or handle some of these services on their own. Also, including optional add-ons for the employees, such as a discard and donate service, is a nice inclusion. This allows the transferee to easily eliminate what they no longer need, and therefore saves the employer the cost of moving those items. The more detailed and comprehensive the corporate relocation package is, the more attractive that will be to future recruits.”
“I agree, lump sum policies are becoming outdated,” adds Christine. “If the company culture is to offer a lump sum, that’s fine. But, that employer should at the very least have quality relocation partners that they can refer to their transferees. Asking your employees to find their own mover or submit multiple bids is a huge task and time commitment for that employee and their family. Providing a lump sum and offering two or three quality moving companies to reach out to will be a tremendous time and stress saver for that employee.”
Corrigan Moving Systems can help you craft a custom corporate relocation package that fits both your company and employees. By offering individualized packages instead of a “one size fits all” approach, your company can be confident that you’re attracting and retaining the best employees. Not only a local, long-distance and international moving company, Corrigan is your global mobility partner. Beyond moving, Corrigan specializes in assisting companies of all sizes with corporate relocations. Our expert account managers can ensure your policies are followed and executed, providing top level service to those relocating.
Christine Sidari, Vice President of Business Development
Christine has been in the industry for 23 years and has worked in many facets of the relocation industry. Prior to joining Corrigan Moving Systems, Christine acted in a vice president’s role for business development with another large van line, was VP of business development for a large relocation company, was the director of business development for CMS, a third party crating company and sold National Account business for several van lines. Locally, Christine is on the board of the Great Lakes Relocation Council, membership chair for NEORR, a member of ERC and volunteers for Cornerstone of Hope.
(248) 615-7935 | csidari@corrigan.com
Marabeth Galardi, Vice President of Sales for Corrigan Moving Systems
Marabeth brings 35 years of industry experience to her role as Vice President of Sales at Corrigan Moving Systems. Previously serving in Agency Management and as General Manager for the Rochester, NY office, Marabeth focuses on quality and a commitment to customer service. Her team has been recognized as a Customer Choice Award recipient, as well as winning the Performance Excellence, and President’s Quality Awards. She is a member of the Corrigan President’s Diamond Team, United Van Lines Master’s Club and recipient of the Signature Relocation Partnership award. Marabeth is devoted to creating and fostering long term partnerships with her corporate clients by identifying a solution to meet their employee relocation needs. She is also a passionate supporter of local charities, such as the National Center for Missing and Exploited Children, and a Board Member with the Pirate Toy Fund.
(585) 295-2245 | mgalardi@corrigan.com
