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Move Talent. Deliver Experience.

As the world continues to evolve, organizations are exploring new ways of working to meet today’s growing business demands. This isn't easy to do when each business has its own agenda and objectives. That’s where Sirva comes in. We aim to help mobility leaders and talent managers navigate the complexity of relocation to meet and exceed company goals.

We have every resource to ensure your relocating employees are well taken care of as they prepare to embark on their relocation journey. With every interaction, we look to communicate in a way that is: Smart, Helpful, Human, and Responsible. These four pillars are indicative of the way we conduct ourselves and business in general.

What does this mean in practice and how do we use these pillars to help you?

 

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SMART

  • We use cutting-edge technology to collect, sort, and report data in ways that are most meaningful to you.
  • We work with our worldwide network of vetted service partners to share important information and critical updates in a timely fashion to support your mobile employee wherever they may be.
  • We’re constantly in a state of improvement and innovation to make sure you have the best tools available to support your mobility program.
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HELPFUL

  • We take a proactive approach to problem-solving by anticipating needs and requirements based on decades of experience.
  • We understand that every client is different and each customer is an individual and we’ll always ask about their specific mobility needs and requirements.
  • We think outside the box and offer creative solutions and well-researched recommendations to you and your mobile employees.

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  • We’re committed to cultivating a workplace and ecosystem that reflects the diversity of the global organizations we serve.
  • We believe the best results are realized when empathy, inclusion, kindness, and integrity serve as the basis for every interaction.
  • We’re a people-first company who prides ourselves on providing personal, high-touch support to you and your employees.
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  • We see ourselves as positive change agents for our clients and their mobile employees in every pocket of the world where you live and work.
  • We embody an inclusive, engaged company culture, resulting in empowered employees that reflect a wide range of approaches and perspectives, leading to new ideas, innovation, and excellence.
  • We seek sustainable solutions that lower carbon footprints, increase productivity, and reduce costs for our company, our customers, and the planet 

SMART. HELPFUL. HUMAN. RESPONSIBLE.

We’re here for you. Our dedication to global mobility and talent management is underpinned by a collective desire to deliver an exceptional move experience, from start to finish. We’re passionate about what we do, and deliberate about how we do it.

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When is a Lump Sum Program Not Right for Your Mobility Program?

  • by Daina Mueller
  • Monday, March 4, 2024 7:24:00 AM

When companies choose to move away from a Managed Support Program to a self-service Lump Sum Program, they are typically making a number of assumptions. They are assuming their employees have the financial savvy to be efficient purchasers of relocation services, and they have the expertise necessary to source, coordinate, book, and manage those needs and services as well. The reality is that moving in today’s ever-changing environment can be challenging, and there are circumstances beyond the employee’s control that reinforce the need for a Managed Support Program now more than ever before.

There are a number of reasons why a Lump Sum Program may not be right for your organization including, but not limited to:

  • International cross-border moves due to their complexity
  • Employees moving with families with school-aged children, special requirements, etc.
  • Challenging locations due to safety concerns, complex housing markets, not knowing the host language, etc.
  • Moves to locations where temporary housing is limited
  • Mid- to senior-level employees
  • Not being able to provide a highly supportive experience

Listed below are some of the high-level advantages and disadvantages, from the perspective of both your company and your relocating employees, of administering a lump sum policy. Please read our full paper to learn more. 

 

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Advantages of Lump Sum Policy

Disadvantages of Lump Sum Policy

Company

Perspective: 

  • Fixed costs
  • Streamlined administration
  • Improved budgeting
  • Reduced exceptions
  • Reduced productivity
  • Impact on the employee experience
  • Not supportive of sustainability and DEI initiatives
  • Perception of being unsupportive or non-competitive
  • Potential to overpay employees
  • Difficulty establishing payment amount
  • Possible tax disadvantages
  • Misalignment with duty of care philosophies
  • Inability to leverage travel costs savings
  • Loss of data

Employee

Perspective:

  • Perceived flexibility
  • Ease of administration
  • Financial incentive if funds are left over 
  • Employee perception of benefits
  • Lack of support
  • Potential for employees to select lower quality suppliers
  • Cash flow challenges 
 

DOWNLOAD PAPER

For more information on whether or not a lump sum program is right for you and your relocating employees, and how we can help you make an informed decision, please contact Sirva Global Advisory Services at globaladvisoryservices@sirva.com or reach out to your Sirva representative.