There are generally two types of employee relocation that managers are responsible for administering or outsourcing: importing talent from elsewhere or exporting the whole office to a new location. Either way, even if you’re not in the Human Resources (HR) department, as a manager, you’ll need to let your people know what’s going on and make sure that any transition is a smooth one.
In the case of incoming workers, when a new employee from another state or country is entering your department, you know you’ll get your best effort from them if there are no major stumbling blocks in the way. Having to deal with goons from Homeland Security definitely counts as a roadblock and a major distraction for everyone even peripherally involved. Making sure the folks in HR (or the subcontractor they’ve hired) have all the information and support they need from your department is essential for smooth employee relocations.
A manager who makes a point of introducing themselves and the new job to a prospective employee as soon as possible, even before the move, will have the advantage of starting with someone who is ready to hit the ground running. If some initial telecommunications work can be done beforehand, all the better. Nothing full time, of course – he or she still needs to move. Part time is plenty, especially for moving international employees.
Relocation of managers is fraught with its own dangers, though they don’t differ significantly from the hire of any new for a supervisory employee or relocation. Management has its work cut out for it in the case of moving an operation from one location to another.
For starters, no one is bound to tell you whether they’re staying or leaving and you are bound to loose some people to the move. This is especially bitter when you’re not making the move either. It can be next to impossible to keep up morale, especially in situations where you’re not able to promise any sort of assistance package for employee relocation. Managers and executives are most typically the recipients of relocation services – you may be offered services your charges are not. Check with HR to see if any within your group have been given differential relocation packages.
There is rarely a good way to make the transition to a new office, one that means the loss of several people’s jobs, and have employees who are leaving without prospects or severance packages help you put the move together. If it seems that very few people will make the move do what you can to speed up the process, so people aren’t left bitter and stewing.
When dealing with employee relocation, as a manager, you’re bound to consider the efficiency of your whole team. While others are taking care of the moving itself, you need to keep a business moving forward with the very best personnel, even if that means some changes.