A new group moves factsheet in Relocate’s Global Mobility Toolkit, which provides information, practical advice and support for HR, global mobility managers and global teams operating overseas, is now available to download.

The content of the Employment Relationships – Employee Relations, Engagement and Branding factsheet includes: 

• The impact of group moves on employment relationships
• Positive employee relations
• Employee engagement
• Employer and employee branding
• Useful contacts
• Further reading

SAMPLE CONTENT  

The impact of group moves on employment relationships

As Brexit negotiations get underway, organisations planning group moves in the European arena must ensure that their employment relationships are developed and maintained effectively. This is of particular relevance given the degree of uncertainty over the details of the UK’s future relationship with Europe and the consequences for business.Organisations planning group moves in the domestic context and/or internationally beyond the EU must also ensure that positive and harmonious employment relationships are in place, as these are crucial to business success, especially in times of change.Employment relationships encompass factors such as a positive employee relations climate, high levels of employee engagement, and ensuring that relocated employees remain as organisational ambassadors. All of these contribute to confident and optimistic organisational outcomes. The danger is that positive employment relationships may be lost if a group move is handled badly. …

Positive employee relations

The term ‘employee relations’ refers to formal and informal relationships in the workplace. Employees subordinate themselves to the demands of their organisations, exchanging their time, effort, experience and knowledge for rewards (monetary and non-monetary) within a regulated environment, interacting with one another and with the jobs that they undertake.Group moves represent major changes to established employee relations systems. Planned moves can create fear and suspicion, damaging these formal and informal working relationships and potentially leading to inter-group conflict.Conflict, for example between groups being relocated and those remaining behind, or between employees and management, is exceptionally damaging to business outcomes. When conflict occurs, one group typically becomes embattled against the other. There is usually a shift towards autocratic leadership and a reduction or suspension in participatory decision-making.These issues, in turn, have a negative effect on employee engagement and employee branding, and consequently performance outcomes. …

Also in the Group Moves Toolkit

Available now:

• Principles and Process – Planning and Communicating

Coming soon: 

• Policy Content
• International Group Moves
• Group Move Case Studies

For a full list of Global Mobility Toolkit components, and to download your free resources, visit our Global Mobility Toolkit Resource Centre page.

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