Prudential Relocation’s Group Move Services
Employee Retention in a Group
Move
Often one of the first questions that our clients ask when planning for a group move
is: “How many of the current employee group can I expect to retain in the new
location?” Employee retention/attrition is typically one of the most critical factors in
determining the success of a group move, and can be measured against the
retention objectifies set by management at the onset of the group move planning
process.
Seeking an immediate, hard-and-fast answer to the question of how many
employees they can expect to retain, our clients are often disappointed to hear how
many factors and complexities impact the final outcome. Consider the following:
Employee Profile
Length of service with the company, position level, salary level, employee age,
gender and marital status all are mobility indicators which affect staff retention and
attrition. For example, length of service is an important indicator because
experiential data has shown that those who have recently joined a company are
more likely to leave it upon a relocation – they do not have the same “stake” in their
job that others with longer tenure have.
Relocation Invitation
Are all effected employees invited to follow their jobs to the new location? Will they
have to post and interview for their job? Or will eligibility be determined by grade
level, division/unit break-out, or “cherry-picking?” Will any positions become
redundant and thus be eliminated due to the relocation, at either the origin or
destination location? The invitation policy will have an employee relations impact
on the whole group, including those the company hopes to retain (e.g., survivor’s
guilt), and should be well thought out in terms of its impact on retention, business
continuity, and program costs.
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Prudential Relocation’s Group Move Services
Policy and Program
When employees weigh the decision of whether or not to follow their jobs to a
new location, the policy and program that is put