Group move planning and communications factsheet

A factsheet on the principles and processes that underpin group moves is now available as part of Relocate’s new Global Mobility Toolkit. Download your free copy.

Global Mobility Toolkit: Group move planning and communications
The first components in Relocate Global’s new online mobility toolkit, which provides information, practical advice and support for HR, global mobility managers and global teams operating overseas, are now available to download.
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The content of the Principles and Process – Planning and Communicating factsheet, which forms part of the Group Moves Toolkit, includes:
  • Why move?
  • Developing a mobility culture
  • Managing change
  • Planning the move
  • Communications and implementation
  • Useful contacts
  • Further reading
To keep up to date with best practice, and to gain strategic insight and operational know-how, download your free copy today.

SAMPLE CONTENT

Why move?

There are numerous reasons why businesses may wish to relocate premises or move groups of employees to a new location, whether in their home country or abroad.Currently, the interest in Brexit is a major driving force in organisational planning. Depending on the outcome of the UK’s negotiations with the European Union (EU), firms may, for example, decide to relocate groups of employees within the EU and/or relocate skilled workers from non-EU locations into the UK to address talent shortages and changes in trading practices.While the Brexit situation is not predictable at this stage, organisations may wish to plan ahead, so that they are able to enact a group move when they believe the time is right.With regard to domestic relocations of premises and people, business expansions can trigger the need to move to a new location. Revision of business strategy and organisational plans can also result in the requirement to move. Further reasons include cost reduction, and access to improved transport networks and wider labour pools/skills. Rationalisation, mergers and acquisitions can also act as triggers for a group move.The relocation of a business or a group of employees is expensive, so it is important to establish the rationale for the relocation exercise and whether a group move can genuinely address the problem that has triggered the relocation.For instance, a group move does not act as a panacea to solve ineffective human resources management policies and practices, declining markets, poor public relations, and so on.Once the reason for the move has been identified, objectives for the project need to be determined. These may include factors such as:
  • Acquiring suitable premises
  • Reducing costs
  • Accessing skilled labour pools, and addressing skills gaps
  • Improving communications with customers/suppliers/employees 
  • Changing organisational culture 

Communications and implementation

Confidentiality must be maintained until the details of the planned move are ready to be released. This is crucial to prevent rumour and discontent. It can be difficult to achieve, given that those involved in the planning process will have their own concerns.Once planning is complete, the next step is to announce the move. The announcement may be made as a management presentation and/or via audiovisual media. Groups of staff should all receive the announcement at the same time as far as is practicable, and a consistent message should be presented where the relocation involves personnel based across a number of sites.Opportunities for questions should be given, and answers to likely ‘frequently asked questions’ (FAQs) prepared. Written information, either in paper form or online, should be available to staff, so that they are able to share details with their families. This should include information on both relocation and redundancy. The timing of the announcement is very important. Allow enough time for follow-up meetings to take place during the day the announcement is made and in the weeks to come, so that questions can be answered. Before the move, information rooms with displays and presentations can be organised. Remember to address in your communications programme issues that face both movers and those who will not be relocating.Employee involvement and communication are key to the successful implementation of a group move. Communication should continue after the move, to maintain enthusiasm and engagement.
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For information on sponsorship opportunities, call Fiona Murchie, managing editor, on +44 (0)1892 891334, or email .

Coming soon in the Group Moves Toolkit

  • Policy Content
  • Employee Relations and Engagement
  • International Group Moves
  • Group Move Case Studies

Other Global Mobility Toolkit components available now

Diversity and Inclusion ToolkitEmployee and Family Support ToolkitRelocation Policy Design and Review Toolkit
Talent and Career Management ToolkitFor information on sponsorship opportunities, call Fiona Murchie, managing editor, on +44 (0)1892 891334, or email A range of aligned products and resources will be available from the new Relocate Global e-commerce store, coming later this year.

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