What's on your "menu" of relocation benefit options?

People like to have options. Here's an interesting recent example.

McDonald's is rolling out a new chicken version of the Big Mac. It sold out in the U.K. within 10 days. Now they are launching it in the U.S. on Oct 10. Here's how the new menu option is described, in the Need2Know newsletter from Cheddar:

The sandwich replaces the traditional beef patties with two tempura-battered chicken patties while retaining the “iconic” Big Mac elements like the signature sauce, sense of guilt, pickles, shredded lettuce, American cheese, and three sesame buns. 

Is it innovative? Not particularly. But despite being unoriginal, just having the option of chicken over the classic beef offering has been extremely popular. 

So what does this tell us about our global mobility programs? 

The power to choose is often the most empowering gift you can give. It lets people pick what's best for their own needs and wants, letting them shape their own experience of something. Not everyone wants a chicken Big Mac, but some do! Not everyone wants a furniture allowance over a household goods shipment, but some do! 

When relocating employees get the ability to make their own decisions, they feel in control and engaged. Giving them options that are appealing lets them take control over their own move and creates a sense of agency. That connects them with their work and with you as their employer, while empowering them with what they need for their individual situations. 

Moving, like other parts of life, has several truths that mobility programs need to consider:

1. Things are always changing.
2. No two people are the same and have different interests, desires, tastes and preferences.
3. People like having options so they can make good decisions.

If you put a number of different options on the menu of relocation benefits, you appeal to a wider range of employees. If you allow people to pick what they need and want, giving them control and trusting their decision-making, your employees feel taken care of and valued. That's how you create loyalty! 

We have actual data to back up this claim. When Plus coordinated user testing for our Point C benefit selection technology, we listened to the “voice of the customer”. Compared to both traditional relocation policies and even core-flex programs, Point C moves led to better experiences. When relocating employees reviewed the wide variety of benefit options available and made their own choices (which they were allowed to change at any time in the moving process), their feedback included quotes like:

“I loved having all the options, lots of small little things you don't necessarily think about when planning a move.”

“There was such a flexibility and variety in what I needed instead of just a lump sum where I'd have to do it on my own.”

“In my previous move experience, there was definitely not as much choice. Only a few options OR pick a lump sum. I chose lump sum because I didn't like the options available. Point C had so many options I could customize it to what I needed.”

“I liked having the control and being able to say here's where I want to use my points, and here's where I do not want to. I loved that I had the option to choose what was right for us. My previous moves didn't give me that type of control or flexibility.”

“When I was first getting familiar with the credits and all these things I could get, I pinged my manager and said “Is there a catch to this?  It seems too good to be true.”

Some people want to stay traditional in their food choices and relocation benefits. That's great. Other people want something a little different, and that's where a mobility program can make all the difference in landing and keeping top talent. Employees are hungry for choice, and the data we have from Point C proves it. And the "secret sauce" on top is the time and money you can save by adding that flexibility.