What Does it Cost to Relocate an Employee?

A typical relocation plan's cost varies depending on the staff member's current living situation and how recently the company hired them. For most companies, existing employee moves are more costly than those for brand-new hires. Relocating an employee can be a significant expense for most organizations. According to a 2016 report by Worldwide ERC, the average domestic US relocation package costs between $21,327 and $24,913 for renters. The costs for homeowners is more at $61,622 and $79,429 to relocate employees who need to sell a home. However, these average numbers will likely be higher because of the Tax Cuts, and Jobs Act passed and signed into law in 2017. This law lowered taxes for many Americans but changed how the IRS treated household goods moving expenses. Moving expenses are the second-largest expense behind homesale Assistance, so with an act of congress and a signature from the President, moving employees just got more expensive! More on this later. 

Why does it cost so much to move an employee? 

Keep reading to find out! Plus, you'll learn tips on developing the best employee relocation package that reduces costs while improving the employee experience, and you'll learn pitfalls to avoid at the same time. 

When do companies need to offer an employee a Relocation Package?

A company should utilize a relocation package is when a company wants to move an existing staff member more than 50 miles from the current office.

Why would the company offer an employee a relocation package only if they are moving more than 50 miles away? 

The short answer is taxes! The IRS provides businesses and their employee's certain tax benefits when they move from one location to another for work BUT, that is only the case if the employee is moving more than 50 miles away from their old office and home location for work. Relocation Experts generally refer to this as the "50-mile rule". 

What is a relocation plan or package? 

A Relocation plan or package generally covers the employee's reasonable moving and other relocation related expense. By providing transferees a relocation plan, employers provide comprehensive monetary and other relocation assistance to alleviate the staff member and their family of the anxiety related to the move's cost. A relocation plan developed on best practices provides comfort and incentive to accept the job offer for the transferring employee. Plus, it reflects positively on the business's credibility for drawing in top talent in competitive fields.

What is Relocation Assistance?

Relocation assistance happens when a company supports new hires or current staff members with relocating for work from one location to another, whether it's a brand-new city, state, or country. It is a benefit created to reduce the monetary concern of moving and get the employee to begin in their brand-new position as rapidly as possible. The relocation assistance plan might cover many aspects of the moving process, including packing and unpacking services, moving services, temporary lodging, selling a home, acquiring a new house, home mortgage assistance, cultural training, and language training. A relocation policy and program can provide peace of mind to a prospective employee who would otherwise have to pay the expenses of a move. Furthermore, investing in an employee's relocation will reap the company rewards long term by supporting the organizational strategic goals of employee recruitment and retention. 

How do I create an employee relocation policy?

 

Companies can customize their relocation plans based on their industry's competitiveness, budget, and employee need. Your relocation policy can include anything from a few resources you send to the employee to a white-glove concierge all-expenses-paid experience and everything in between.

Some questions and considerations to address when starting to draft your relocation plan, policy, and or program:

• Why is the organization drafting a relocation plan or program? 

• How does relocating employees support the business growth or revenue goals of the organization?

• How does relocation fit into the overall talent management strategy of the organization? 

• How many employees are we planning on moving?.

• What benefits should the employee expect to receive when being moved by the company?

• Are our relocation benefits competitive with other companies in my industry?

• What kind of budget is available to move an employee? 

• Is the relocation policy fair? Is the policy equitable to all employees of a similar level or salary to comply with HR policy and employment laws? 

• Is the policy tax compliant to avoid the risk of an IRS audit? 

• Is the relocation policy and program set up to take advantage of the tax benefits afforded by the IRS? 

How do I manage moving an employee? 

Numerous organizations either designate an in-house relocation manager to help oversee the move from beginning to end or turn this complicated job over to a professional relocation management company (RMC). The benefits of using an RMC are:

Frees up HR or Management to focus on strategic talent management goals

It saves the organization valuable time and money.

Reduces risk from an IRS audit or employment discrimination lawsuit

Most importantly, it improves the employee experience, which will pay dividends with retention of the moved employee.  

 

Successful employee relocations depend on competitive, thorough relocation plans. No matter the type and number of relocation plan elements, fulfilling both the employer and employee goals will always be the most critical relocation program achievement. Also, today's best-practice relocation policies allow for the flexibility to tailor them to the needs of either the company's budget or the employee's circumstances while being compliant with HR policy and applicable employment and tax laws. 

How much does it cost to use a Relocation Management Company? 

The short answer is (relatively) not much! Relocation Management Companies, like Paragon Relocation, specialize in reducing the organizational stress of moving employees while making the employee's move experience seamless so that they are happy and productive in the new job location. In addition to easing the relocation management stress, we also manage all aspects of the employee policy counseling, relocation supply chain, and employee expense reimbursements while keeping relocation costs as low as possible. That is not to mention staying on top of the latest tax and employment laws to ensure the program avoids costly mistakes. Managing a relocation program sounds like a lot - and it is! However, most RMCs can tap into their resources and experience to make the process easier on virtually any organization.

Furthermore, RMCs can spread the costs of administering an employee relocation program over many client's employee moves, leading to cost efficiencies using systems, technology, and supply chain management, actually making the relocation process cheaper for your organization overall. As part of that, RMCs get access to discounts from supply chain partners, of which we take a small percentage to cover our management fees. Also, if the employee move includes Homesale Assistance, for example, the upfront client fee to manage that move might even be $0. That's less than a cup of coffee at Starbucks! In this case, the client would only be responsible for paying for the direct relocation costs (after discounts). Beyond this, Relocation Management Company costs average about 2% of overall total costs to relocate an employee. Isn't that a great deal to make the employee relocation experience easier? We think so!  

What Does a Standard Relocation Plan Include?

A typical Employee Relocation Plan includes these core benefits:

Complete pack and unpack services through a qualified and insured household goods moving company. 

The staff member's household goods are loaded by a moving company, saving the employee time and stress. Quality RMCs only use moving company's with sensible insurance protection and 100% background checked employees. The difference in quality between trusted moving companies and those found scattered across the internet can be substantial. Keep in mind even the best moving experiences include some broken items from time-to-time. So it is essential to work with a partner who has a consistent claims management process and has a reputation for quickly making things right when things go wrong. When comparing moving quotes, keep in mind that moving charges are typically based on total weight, insurance for damaged or lost goods, the distance being moved, and the number of labor hours for moving company employees. When comparing household goods moving quotes for relocation, it is vital to get an apples-to-apples comparison. Today most RMCs use technology to provide clients with immediate access to quotes from high quality moving companies at the most competitive prices. 

Homesale Assistance for Homeowners

Offering employees homesale assistance can help in a variety of ways. From company-sponsored compensation for cash lost on quick home sales, professional marketing assistance accelerates sales to the employer purchasing the house. 

Rental Assistance for Renters

Renters can expect companies to pay charges for early lease termination. Other benefits for renters might also include support to help them find a new home in the new location. Guided Rental Tours is an option to consider for Renters to find a rental in the new area. Keep in mind, there is a client fee to pay the realtor who hosts the rental tour. As a bonus, most RMCs offer renters looking to buy a new home access to their preferred real estate broker network at no additional cost, or even with a cashback reward to the employee! 

House Hunting or Home Finding Assistance Trips

Relocation programs frequently include at least one, preferably 2, company-paid home hunting trips of short duration to give the transferee and family opportunities to discover new homes in the neighborhood of their choice. 

Home Purchase Assistance

Is your employee intending to buy a new home in the new location? Great! In this case, most companies offer some monetary support to defer the costs of buying a new home. This support comes in the form of handholding from start to finish with an introduction to local area expert real estate agents, starting the pre-qualification process with preferred mortgage lenders, and more.  Also, companies often reimburse the "normal and customary buyer's expenses" on the new home purchase in the destination location for executives of a certain level or tier. 

Temporary Living, Corporate Housing, or Extended Stay Reimbursement

Most standard relocation policies include 30 days of temporary housing for employees being moved by the company. Why do companies pay for Temporary Living when relocating employees? Companies pay for temporary housing when moving an employee so that the employee has time to search for a new home, get settled in the new location, and start work in the new location while other aspects of the move are taking place. Some organizations offer up to 60 days of Temporary Living (or more) to higher-level executives, thinking that it might take longer to find the right home in their budget. 

Household Goods Storage

If you are offering your employee 30 or 60 days of temporary housing, where will they store their household goods just moved by the moving company? Household goods storage, most often managed by the moving company, is typically offered in conjunction with the same amount of days as the temporary living benefit. By offering storage, it allows the family's stuff to arrive safely in the new location, ready immediately to be moved into the new home when it is time to move in. 

Final Move Benefits

The final move benefit relates to all expenses incurred due to the family's final move to the new location, such as travel, meals, and lodging along the way. 

Auto Shipment 

If the employee is flying to the new location, most companies will ship up to two cars to the new location. Suppose the distance of the move is relatively short. In that case, it is permissible to ship one vehicle and have the family drive the remaining distance, with mileage being reimbursed by the employer at the prevailing IRS mileage rate. Most relocation policies require that the mileage not include more than 10% of the direct route distance between the old location in the new. Why? The mileage reimbursement limit prevents the company from paying for the extra trip to Disneyworld or some other out-of-way location! 

Miscellaneous Allowance

The Miscellaneous Allowance benefit is intended to cover all the "incidental" expenses that the family incurs related to the move. When families pick up and move their lives to a new location, many nominal charges come up. Rather than waste company time and resources on approving and reimbursing each one, the miscellaneous allowance is a great catch all for all other employee expenses. Most companies offer the employee $1,000-8,000 for this benefit depending on the employee's level in the organization. Keep in mind, this money is considered taxable income to the employee. If you intend to offer the employee the full amount of the allowance, you would have to "gross-up" the amount to cover the employee's taxable responsibility. Discussing gross-up in detail is beyond this article's scope, but your RMC can provide best practice recommendations to consider. 

These are the most common benefits of typical relocation plans. Depending upon your industry and office locations, there might be other additional benefits to consider.

In addition to the above other relocation plan benefit options might also include:

• Spousal/Partner Assistance to help find work in the new area.

• Childcare expenses and Eldercare Assistance for transferees taking care of elderly parents.

• School Search helps school-age children to find the best-rated schools in the area.

• Loss-on-Sale allowance in the event your present house sells for less than its purchase cost (not unusual considering that the Great Recession).

• Home Visit Trips for executives who are spending an extended time away from family as part of the move. 

Your standard relocation package may or might not consist of some or all of the noted features. Nevertheless, in all cases, you need to compare your package with those of your competition regularly. If your relocation policy is significantly deficient in some areas, make senior management familiar with the discrepancy, recommending them to think about upgrades to keep your standard package equal to your competitor's packages.

Do Most Companies Offer Relocation Packages?

In years past, organizations provided relocation help practically solely to higher-level staff members or specialized professionals. Today, with a more international economy and a better-educated international workforce, the competitors for the very best skillset are more vital than ever; thus, innovative companies are using relocation assistance to draw in and keep their best employees.

A recent survey by Atlas Van Lines reported an increase of 13 percent over the three previous years among businesses providing relocation assistance. Companies are finally figuring out that having a robust and attractive relocation plan makes outstanding business and branding sense and has become a reality for those companies that want to remain competitive.

How Has Relocation Services Changed Over Time? 

What Kinds of Employee Relocation Plans are Available?

There are nearly as many types of employee relocation plans as employees who require relocation assistance and the companies that hire them. The business's financial resources, talent management strategy and the employees' needs play roles in identifying the size and support provided in a relocation package.

A core or standard employee relocation package generally covers the expenses of moving, help with selling an existing house and expenses incurred for home searching, temporary housing is essential, and all travel costs by the employee and household to the new location. In addition, today, companies are offering employees more freedom and flexibility than ever to choose the benefits that suit them within the employee's relocation budget. In conclusion, the best RMCs help organizations design custom-tailored, competitive, and compliant policies to meet today's talent management demands. 

Do you need help building a relocation plan? Do you need help designing or managing a Relocation Program? 

Paragon Relocation has been building and managing relocation programs for over 30+ years. We have worked with organizations of all sizes to help thousands of employees have stress-free moving experiences when being moved by the company while containing costs and risks for the organization. 

Contact us today to learn more!

Brexit and Covid – the perfect storm continuing to hit International relocation - Household goods moves via road

 

Today I will focus on the changes to documentation requirements as a result of Covid and Brexit to household goods being transported via road across Europe and UK.

Please note the documents referenced below are to give an insight into the administrative burden that has followed as a result of Brexit and Covid. The list is not a definitive list and should NOT be used as such. Expert advice should always be sought from the HHG’s provider.

In short, gone are the days whereby a realistic shipping schedule could be shared with the assignee. All transportation options, air, sea and road are affected, and the knock-on impact is the inability to plan accurately. Uncertainty surrounds the required length of temporary accommodation or hotel stay upon arrival, the start date of a lease, what HHG’s effects to hand carry, what to place in storage or what to send as excess baggage if the assignee and/or family are travelling by air to the host location etc. This causes additional stress at an already stressful and emotive time.

The core causes to the severe disruption to all shipping by road as a result of Brexit and Covid are·        changes to the import and export documentation required by hauliers for vehicles and drivers. The vehicle documentation required as a minimum but not limited to is:

·         the vehicle and trailer registration documents

·         certificates for any specialist approvals the might vehicle have

·         a goods vehicle operator license disc

·         licenses or permits needed for the journey

·         vehicle and trailer insurance documents

·         a country specific identification sticker

 The driver documentation required as a minimum but not limited to is:

·         a valid country specific driving license

·         an international driving permit (IDP) if you need one for the countries, you are travelling in

·         a valid Driver Certificate of Professional Competence (CPC) card

·         a valid passport

·         healthcare documents

Virtually all EU countries and UK require a negative Covid test certificate to be produced for the driver and any crew members. Duration of quarantine pre- and post-travel varies county by country.  

Post Brexit documentation includes the requirement for:

•  EORI number for the from and to country. For example, a UK HHG’s company transporting HHG’s to Italy would require a UK and EU number
• GVMS permit (Goods Vehicle Movement Service)
• ECMT permit (European Conference of Ministers of Transport). This must be applied for at least 5 days before the start of a journey with 1 permit required per vehicle at a cost of £18.00. this allows the vehicle to travel in Europe and return empty
• Port access permit

Collation of these documents adds a significant administrative burden and cost to the HHG’s partner. Some documents have a short validity. Others can be valid for a year, but the rules and regulations are constantly changing.  There is no one document fits all solution and certainly no one document fitting the requirements of all applicable countries. All documentation is required to be presented at time of shipment commencement with some required in advance, some during and some upon arrival.

In addition to the documental requirements, it must also be noted that major UK and European ports remain congested and current adverse weather impacts ferry sailing schedules. Road shipments between Europe and UK and vice versa are therefore caught in these delays.

Once again, the perfect storm continues….

YES, we are meant to move...

Whether it’s walking, riding a bike, or strength training, we were made to move.  With Covid, it seems now it’s even easier to become more sedentary than ever before.  The benefits of just getting up to walk around are essential to our overall health and wellness including lowering the risk of high blood pressure, heart disease, diabetes, just to name a few.   Walking in its simplest terms, to start or even just improve your fitness journey, is a great place to begin.

Studies also found those folks who regularly walk significantly gained less weight.  You don’t need any fancy clothes, just wear whatever is comfortable.  Comfort trumps everything else in your walking endeavor.  However the most important thing is to wear at least a good fitness type shoe to protect your joints and you’ll be further encouraged to walk stronger and longer.

Adding a walk into our daily routines can be as easy as looking for the parking spaces furthest from the grocery store or the mall.  For those of us that now work from home full time it’s even more important that you intentionally set a time, or several times throughout your day to get up and move.  Just a few minutes outside in the fresh air, a change of scenery, will have impactful benefits in so many ways!

I am certainly not an exercise guru, however, I know too from my experiences of full time WFH, I must be even more intentional to get up and move.  Start small and journal each day when and how long you were up and at it!  That helps to hold you accountable to your daily walking plan.   Maybe even start a challenge with your other co-workers that you all get up and move together…although apart.

Here are a few tips someone suggested recently to help put your movement into simple action steps:

1. Set a reminder to walk…spread them throughout your day
2.  Walk and talk…every time you take a phone call get up and walk
3. Walk and listen…download a podcast or audiobook
4. Suggest a walking meeting
5. Walk wherever you can…taking the kids to school, running errands, or in place at your home office desk
6. Partner up…sharing your steps with someone else, kids, spouse, friend, or a new neighbor
7. Walk during commercials…get up and walk around the room
8. Walk while you wait…standing in line at the grocery store, the dentist the post office
9. Make things less convenient…park farther away, take the stairs, return those shopping carts, skip the drive through
10. Cook and clean….yard work, storage areas, take the groceries in one bag at a time

YES, even during this Covid thing….keep moving and take a few things off of your to-do list!

I am reminded of a simple bible verse:  Ecclesiastes 3:1….For everything there is a season, a time for every activity under heaven.

HAPPY MOVING!

Have you refinanced?

 

As we all know, staying at home has changed much of what we do and how we act as consumers on a daily basis.  Most of the world is holding their breath to see what the long-term affects will be.  One market that we know is extremely hot right now is the US housing market.  But there is a shortage in many areas of new or existing homes on the market.  Yesterday’s market movement was influenced by housing starts (+4.5%) and building permits (+5.8%) reported in December.  In my own neighborhood, if a house goes on the market, it sells within three weeks.  To buy a home most of us need a mortgage. 

 If you have not done so, now is the time to refinance a higher rate mortgage.  Many homeowners are taking cash out for repairs or upgrades to their existing homes, taking advantage of the lower rates.  There is quite a debate as to whether sitting on equity is the wisest choice or to take advantage of paying a mortgage with very little interest is the way to go.  The mortgage industry is one in which there are rise-and-fall cycles.  However, current rates are expected to continue throughout 2021 with slight increases throughout the year.  Freddie Mac saw the 30-year and 15-year rates both move -2 basis points to 2.77 % and 2.21%, respectively.  According to Black Knight (an industry leader in mortgage technology, data, and analytics), there are still 16.7 million refinance candidates who meet broad-based eligibility criteria and could also cut their first mortgage rate by 0.75 % or more.  Have you been putting off refinancing your own home?  Now is the time.

The Benefits of Buying and Selling an Employee's Home through a Relocation Mangement Company

 

Relocation Policies and Tiers for Employees Transferring with Homes to Sell

Relocation policies and tiers feature different options that may incentivize employees to sell their homes more quickly to guarantee that they will not be stuck paying an old home mortgage long after they've moved to their new area. By handling your homesale program through a Relocation Management Company (RMC), your organization will benefit in the following ways:

• Trusted Advisor - You will have an experienced relocation advisor to help design and execute a homesale program that fits your organizational goals.
• Tax Benefits - By handling your homesale program through an RMC, you can provide homesale benefits in such a way that doesn't adversely impact the transferring staff member's taxes.
• Access to Best in Class Realtors - All excellent RMCs have a dedicated list of brokers from brand names such as ReMax, Century 21, Coldwell Banker, and others to take advantage of local Real Estate expertise from their finest agents.
• Full Coordination from Start to Finish - The best RMC's offer a virtual 1-to-1 coordination model. Each Executive (and or spouse/partner) will benefit from having one expert who manages all elements of the Executive's move, consisting of but not limited to moving support, temporary living while they search for a new home, expense reimbursement, and more.
• Benchmarking and Reporting - Understanding what competitive relocation benefits for other companies in your industry are is vital. Your RMC, because they have experience with many clients, has access to data to provide insights and tips. Plus, once your program has started being handled by a relocation partner, you can utilize the activity reporting they provide to see your results to compare against other similar organizational trends in your market.

Utilizing the Guaranteed Buyout Program to Sell a Home

Some real estate tiers might consist of executive level home sale assistance and a Guaranteed Buyout (GBO) program. The GBO relocation policy tier of home sale assistance is typically reserved for high-level executives. It includes providing a buyout offer after a home has been on the market for a particular length of time. The GBO assures your high-level executives that they can confidently purchase a new home without the consistent concern of whether their old home will ever sell.

Your company needs to be prepared to be responsible for the costs associated with carrying the home in inventory till resold when companies provide a buyout option. Covering the home's carrying costs isn't an ideal situation, but it could be well worth it if it helps increase a strategic staff member's productivity. The organization's concern is, what is it worth to the organization to get an executive settled and moved in quickly in the new area? If the value of moving the employee quickly when needing to sell a home is high, the GBO is the best way to roll out the red carpet for that Executive and their family.

Utilizing the Buyer Value Option Program to Sell a Home

Your organization might also consider offering a Buyer Value Option (BVO) program for households that need to sell a home to move to a new location for the company. The BVO offers comparable benefits to a GBO but less financial risk to the company because, with the BVO, the home does not sell until there is a willing and able buyer.

What are the benefits of a BVO with a Sunset Clause?

The benefit of the sunset clause is that it decreases your company's threat of being audited by the IRS. Companies with sunset clauses may offer a buyout after a specifically defined marketing time, such as after 180 days if the home is still unsold.

How can a relocation company's home marketing assistance program help avoid the sunset clause as well as other costs?

In conjunction with the staff member following the specifics of your company's relocation policy, professional home marketing assistance can reduce the sunset clause's use. For instance, it should be required that to receive homesale benefits that the employee list their home within a specific percent of the advised amount by the company-provided agents. Even if the sunset clause takes effect, the cost savings of eliminating an open-ended BVO can be substantial to the organization. A home marketed for an indefinite duration leads to a delayed relocation, lost productivity, and possible increased duplicate housing, as well as increased temporary living and storage costs.

Relocation Home Sale Bonus Incentive

Another homeowner benefit to consider is the home sale bonus incentive, which can likewise be added to relocation plans at any level. This benefit is a beneficial benefit to use in down real estate markets. When the employee sells their homes within a particular period of time, the homesale bonus includes providing an additional bonus for employees. These bonuses-- also known as quick sale bonuses-- encourage employees to sell their homes quicker, reducing stress on the employee and costs for the company.

Quick sale bonuses benefit employees because they deliver more generous incentives to sell their homes faster and transfer without having their attention, focus and efforts pulled away by their old pieces of property. They're likewise most likely to generate more offers on homes, which can help sell the home sooner. 

There are benefits for companies who motivate moving employees to sell their homes quickly, too. The earlier your employee sells, the shorter the general relocation process will be, which can save your company considerable costs on the relocation package. You'll also benefit from having your employees return to full productivity as soon as possible.

Are There Any No Cost Relocation Real Estate Benefits for Non-Homeowners?

Yes! Not all transferring staff members will be homeowners and might choose to lease in the new place too. However, offering any relocating staff member access to their RMC's preferred relocation broker network if they choose to buy a home by themselves is a fantastic way to increase your program benefits at no charge to the company. Some RMCs even offer employees a cashback reward as a way to say "thank you" for thinking of them when they performed their home search. Offering this to all employees can be specifically valuable to first-time homebuyers because the agents in the network are proven and can inform the staff member on the ins and outs of buying their first home.

How to Relocate an Executive Who Needs to Sell or Buy a Home

Executives can be reluctant to move because of real estate issues. To resolve these concerns and attract top-quality executives, employers need to offer real estate services that seamlessly help executives transition from one home to another. Replacing an executive's current home in an unfamiliar area is one part of the real estate formula.

The relocation real estate equation has two primary parts: First, selling the employee's existing home rapidly and without monetary hardship to the Executive. The second is buying a comparable home in the new place.

Real Estate Market Trends are often not an utmost concern of executives. In particular, the lack of time it takes to sell one high-end home and purchase another, in particular, tends to dominate their mindset. 

How can Companies Help Sell an Executive's Home?

Transferees fret about selling their home rapidly or leaving this challenging task to their spouse/partner and family.

Some of the benefits companies provide consist of:

• Providing referrals to a trusted real estate broker with a proven performance history of facilitating high-end home purchases
• Providing monetary compensation for a "loss on sale"
• Providing buyer incentives to encourage interested parties to act
• Structure in a bonus for a quick sale

How to Help an Executive Buy a New Home in a New City?

Executives faced with buying a new home in an unfamiliar location often feel hurried to choose before they have all the best details. The needs of work and home life leave little time to browse for a new home.

• Offering referrals to relocation savvy real estate brokers with experience in high-end properties often helps bridge this gap.
• Assistance in finding the best home loan providers and programs.

These real estate services conserve time while reducing prospective mistakes in home-buying choices triggered by an unfamiliarity with the new location. Having real estate professionals at the Executive's disposal makes him or her a lot more comfy in house hunting and purchase decisions.

Expert relocation firms usually have chosen real estate brokers and mortgage lenders who have proven experience in assisting executives in moving successfully over time. They help decrease transferee tension and uncertainty and allow the moved Executive to arrive at the new office energized, comfortable, and prepared to contribute to company operations.

The Executive's spouse/partner and family also appreciate this assistance. After finding the best home and neighborhood, family concerns decrease quickly.

Competitive executive relocation programs should consist of homesale and buying assistance. 

These real estate services, carried out by trusted specialists, substantially impact the Executive's satisfaction with the relocation. New hires are often especially pleased with their company's relocation program managed by their RMC, thus reducing "buyer's remorse" that might sneak into the Executive's consciousness. These services further cement the new Executive's decision to come on board with the company.

Like other specialized services consisted of in executive relocation policies, the short-term cost of offering this assistance is recouped over the long-term. Completely satisfied executives are high-performing executives and tend to stay invested in the organization's mission and goals.

Do you need help transferring staff members who have homes to sell?

Paragon Relocation has managed the homesale programs for many well-known companies for over 30+ years by assisting with life decisions one person at a time. We would love to explore doing the same for you. Contact us today to learn more!