Companies generally have relocation and assignment policies to govern what an employee will and will not receive during their assignment, amongst other aspects.
However, exceptions to policy happen inevitably when we are dealing with real people. For example, additional support may be needed for an employee struggling to get settled, unavoidable circumstances may arise triggering additional costs or an additional cash allowance may be all that’s standing in the way of a new top talent signing their name on the dotted line.
Exceptions to policy can be difficult to manage, requiring negotiations between the vendors, the employee and the business line for approval. They can also be costly, triggering unaccounted for spend and largely untracked ‘budget creep’, and the impact of which is not often reviewed and consolidated across the program.
Whilst exception management has traditionally been a negative experience for the employee and HR, which entailed scrutinizing every request and ‘tightening the purse-strings’, are we really missing the point and the benefits that can be derived from this process?
Today, with some simple tools and techniques, managers can better manage exceptions and leverage data and experience to improve their overall mobility program.