Aleasa Wells, Corporate Relocation Coordinator, has been the main point of contact for up to 90 transferees at a time for Fortune 500 companies and the US Department of Defense. She’s a policy expert and a wealth of knowledge for all-things relocation.
Additionally, Aleasa knows all about relocation firsthand… she’s been the accompanying spouse of a transferee twice. From the shipping of their household goods and navigating temp living to being states away from her husband with toddlers at her knees, she gets it. And that’s why she’s so passionate about helping others in their process.
Q. How long have you been a Relocation Coordinator?
A. I have been in the industry in various capacities for 18 years.
Q. What size companies did you work with in relocation?
A. I have had anywhere from small companies under 50 employees all the way up to Fortune 500 companies.
Q. What would you say are the 3 top provisions (or lack thereof) that make or break a relocation? Why?
A. In my opinion, at the very least, relocation benefits would include temp housing, household goods, and travel. These are needed by almost everyone, and, if not covered, can create out-of-pocket expenses right at the beginning. Additionally, looking broader, I would say:
- Having a relocation expert assisting the relocating employee is highly recommended. Relocation is one of the top stressors that a person/family can experience, and they’re experiencing it all while trying to start a new job (often, times two, because the spouse/partner is also changing jobs) and a new life. Having an expert to show them how best to use their benefits, to advise on how to be proactive, and to help avoid pitfalls can make all the difference.
- Advance notice really matters. Clients that send authorizations within days of a start date (or sometimes after a start date) puts us and the employee in a rush from the very beginning, which can result in loss of options for housing, unavailability of preferred moving dates, or create out-of-pocket expenses while we get the relocation process up and running. They could also lose benefits if they are doing things on their own due to a lack of time.
- It’s important to offer benefits in line with industry standards. The level of benefits can vary by industry and type of client. Employees tend to change locations and companies regularly, and they compare notes with other employees, as well as comparing this relocation with their previous personal experience.
Q. In your opinion, where do many companies tend to “get it wrong”?
A. By not looking at and/or aligning with their industry standards.
Q. Did you ever run into some policies that felt impossible to manage successfully? Why?
A. Well, that’s a loaded question! 😊I have had policies where we had to manage tax gross-up within a budget to the penny. Taxes have so many variables, which made it almost impossible, and then also having to explain the taxes to the employees, which just created another point of stress for them. Another example would be not having flexibility. We want consistency, but every person’s needs are different, so there should be some room to allow for those individual needs.
Q. What relocation benefit was the easiest one to implement successfully (to where it almost always felt like a “win”)?
A. The basics (temp living, household goods, etc.) are always pretty easy. One that is less common that I really like is a discard/donate program where we basically have someone come in and help the employee declutter prior to the pack and load of goods. The charge is typically lower per pound than the shipment rates so, overall, it saves cost for the client – especially if those goods will be in storage for any amount of time, because the storage weight will be less. It also is good for the employee as they have less to move, unpack, and maintain. And the items that are donated go to people that can use them.
Q. In your opinion, what makes a relocation successful?
A. Communication! With the employee, client, vendors — everyone. The more everyone is on the same page, the better.
Q. Any other comments or recommendations to companies on how to avoid a complicated relocation situation?
A. Make sure you don’t have outdated policies, which kind of goes hand in hand with looking at industry standards. A policy that was written in 2007 is not going to be as effective today. Policies need to be reviewed at least every couple of years.