If you've spent a lot of time, money and resources developing a relocation program that has great benefits for your employees, you want to make sure that they all know about it. Particularly if your company sends a lot of employees on assignment, whether temporary or permanent, you want potential assignees to feel confident that they'll be receiving the best relocation benefits if tapped for a relocation.
But how do you communicate about such benefits today?
Do you wait until someone is relocating? Or is it buried in a big, confusing file about your company's benefits? If you're an international company, have you accounted for the different ways you need to communicate to employees in other countries? It may be time to be proactive and make a plan to get your message out.
The Forum for Expatriate Management recently posted an article titled "Top tips for communicating benefits strategies to overseas employees." In the article, they highlight four points to focus on when communicating company benefits across a broad international audience. While they aren't specifically talking about relocation benefits, we thought their article could be applied to this narrower subject. Or you could use their advice to spread the word about your entire benefits program, including global mobility.
The FOUR KEY TIPS the article recommends for effective communication of global benefits are:
1. Create a plan
2. Do your homework on legal considerations
3. Work with local teams
4. Consider the communication methods used
To learn more about each of these steps, check out the article now. And let us know - have you applied similar tactics to your communication plans? Or do you take a different approach?
At Lexicon, we team up with our clients to make sure their employees know what kind of relocation benefits are available to them. If you've outsourced your relocation program, your relocation management provider should be a valuable partner in many ways, including helping with or even taking over communication. Regardless of your approach, make sure your employees know what's available to them if or when they have the opportunity for a corporate relocation.