CapRelo Blog

Executive Relocation Packages - Household Goods Moving Services

Posted by Jim Retzer on Tue, Jul 01, 2014

The Challenge

C  Users selamawy Documents Photosthop Images globe boxesYou invest significant resources in recruiting and retaining top-level executives to guide your company toward growth and greater profitability. For those executives who accept a relocation assignment, transporting their household goods must be handled with the utmost care and much more detailed planning than would be required for a more typical relocation.

Learn more about how to develop an attractive executive relocation policy in our free article.

Providing top quality services that address their special needs can smooth the relocation process and bring your executive back to full productivity far more quickly than if he or she had to micro-manage the process; creating worry, stress and distractions from day to day business issues. Those unwanted outcomes lead to temporary losses of productivity and perhaps to job dissatisfaction. Unfortunately, most employers and their HR departments do not have significant experience in the special relocation needs of top executives. However, there are several key ingredients you should consider if you choose to take on the executive relocation yourself.

What to Do

Simply arranging for a moving company to transport your executive's household goods isn't sufficient. You need to understand how the company handles executive relocations, and then thoroughly vet the company to assure it's up to the job. For example:

  • Determine if the moving company has written policies and procedures for relocating top executives. Obtain a copy and review it to determine what services are included for executive moves that differ from more routine relocations.
  • Does the mover have a dedicated team of highly-rated employees specially trained to handle executive relocations? How did those top-rated people obtain their ratings? What measures were used to determine which employees are best suited to providing quality service for executive moves?
  • How does the moving company handle quality control issues? Do they have a 24x7 single point of contact for customer service?
  • Does the moving company offer a Service Level Agreement (SLA)? What components are included in the SLA? For example, do they have sufficient resources (trucks, people and scheduling systems) to assure the loading of household goods will be completed on the date and time promised, without compromise?
  • Is an On Site Manager (OSM) designated for the move? If so, does he or she oversee the entire household goods shipment? Is the OSM on-site at the destination to provide continuous supervision of the unloading process?

A Better Solution

Household goods shipment is one of the most important facets of an executive relocation. If your HR department doesn't have deep experience in such relocations, it is possible – perhaps likely – that you'll hit “speed bumps” along the way that can lead to loss of productivity, dissatisfaction with the entire relocation process and negative impact on your company. Instead, you may wish to consider outsourcing the household goods transportation process to a firm that specializes in working with top executive relocations. 

Executive Relocation Guide


Topics: Low-Stress Relocation, Household Goods, corporate relocation company, executive relocation package

Moving Tips to Help Assure a Stress-Free Relocation

Posted by Shirien Elamawy on Tue, Jun 10, 2014

If you're planning to relocate in the near future, we have some valuable moving tips to help makemoving tips cat in box the process as smooth and stress-free as possible.

For example, with summer being the busiest time of year for the relocation industry, scheduling your move during the last week of the summer months can prove challenging. Often, those weeks are overbooked and customers may not receive the highest quality of service during their move.

Also, you may be planning to move shipments into storage. If that is the case, it is important to give movers two weeks' notice to make sure they will be available during the dates you want to move. If possible, try to avoid deliveries to and from storage on Thursdays and Fridays as these are normally the two busiest days of the week.

While movers often schedule moves to be completed by 7:00 p.m., there will be cases in which the job takes slightly longer than expected. It is important that you don't book airline reservations for the same day you are loading your belongings. It is critical you are present at the end of the day to do a final walk through and ensure all your items have been accounted for.

Relocating Employees with Families

Topics: relocation tips, Low-Stress Relocation

Turn Poor Relocation Policies into Competitive Programs

Posted by Chris Finckel on Tue, Jul 02, 2013

policy-manual-pagesMost multi-location employers realize they need relocation policies to maintain their ability to attract and retain talented employees. Unfortunately, some relocation programs are incorrectly designed. This situation often causes two problems:

  1. The policy does not address the primary concerns of relocating employees and new hires.

  2. The employer incurs costs without getting full value for money spent.

However, there are ways you can modify ineffective relocation policies to make them more transferee and employer friendly. Fortunately, it is not too difficult to accomplish these vital goals. Using forethought, understanding and some logical thought, you can create a budget-friendly, competitive relocation policy that will give you the talent attraction and retention levels you want.

How to Modify Your Relocation Program:

  • Eliminate single-tier and combined-benefit policies.
    One-size-fits-all policies often result in cost control but transferee dissatisfaction. There is little point in having outstanding cost control with non-competitive policies. Combined-benefit policies, offering lump sums to cover numerous relocation expenses, are equally confusing to transferees and your HR department. Keep your eye on the prize: Attracting and retaining talented employees.

  • Carefully plan and budget for home finding trips.
    Should you not practice pre-planning for home finding trips, your transferees often waste valuable time and your company wastes money. However, careful planning of home finding trips maximizes transferee time, while minimizing your costs.

  • Clearly state and cap your temporary living allowances.
    Temporary living expenses are an important component of relocation policies, but can become a "runaway train" of cost when not managed properly. Open-ended policies are expensive and offer little incentive for the transferee to accelerate the availability of the permanent home. For example, 60 to 90 days should be sufficient for transferees and control your costs.

  • Control and manage the transferee's efforts.
    Transferees can sometimes be overly conscientious, trying to solve too many relocation issues, costing them and the company money without achieving desired results. Clearly state both transferee and company responsibilities to minimize confusion and waste.

  • Be consistent with written policy exceptions.
    Relocation policy exceptions are inevitable. However, inconsistencies can damage an otherwise solid program. Not only might you face bloated relocation expenses, but you might create employee relations issues. Being consistent, with reasonable exceptions to published policies, will earn the respect of future transferees and new hires.

  • Clearly define loss-on-sale benefits.
    Executing quick sales of personal residences can be difficult. Incorporating reasonable loss-on-sale allowances in relocation policies are important components. To avoid employee confusion and unmanageable employer cost, be clear and complete in defining your policy's loss-on-sale benefits. Design fair and equitable benefits, with appropriate caps, to make your relocation policy more competitive and budget-friendly.

  • Choose third-party relocation firms carefully.
    Professional relocation firms accomplish three goals. First, they reduce administrative responsibilities of your HR department personnel. Second, they create smooth employee relocations. Third, they help employers manage and control relocation costs. Select your firm carefully to ensure an efficient, budget-friendly experience. Your accounting department, HR staff and transferees will thank you.

Relocation policies can help or hurt your staff and company budget. Use these suggestions to eliminate potential downsides and risks to the employer and employee. These tips will turn a questionable policy from a less-than-optimal feature into a competitive, cost-controlled and attractive program.

Free Article:  A Guide to Developing  Relocation Policies

Topics: Low-Stress Relocation, Home Selling and Purchase Assistance, loss-on-sale relocation policy, House Hunting Trips

Understanding Federal Relocation Benefits

Posted by Chris Finckel on Wed, Jul 13, 2011

Unlike private and publicly-held companies, the federal government has specific regulations and standards when it comes to relocating employees. Exceptions to federal relocation policies are extremely rare and require going through lots of red tape. This makes relocating civil service employees more of a challenge.

Most federal employees are under a contract that may preclude them from refusing a move or leaving their job position after a move. This means that maintaining morale is a serious consideration; a low-stress relocation can help federal employees return to full productivity faster and feel good about the move.

Federal relocation benefits

As challenging as it may be, (and here at CapRelo, we love meeting the challenge!) federal relocation is very similar to corporate relocation in some ways. For instance, federal relocation benefits fall under one of five categories.

  • Relocation Incentives: Employees can receive relocation incentives equal to as much as 25% of their annual salary and, in some cases, an additional incentive of up to 50% of their salary.
  • Transportation of people, vehicles and household goods: This also includes a per diem for hotel stays and meals along the route.
  • Rental transportation: Employees are entitled to a small stipend for a rental car during a move
  • Real Estate Assistance: Through a GSA-approved relocation management company, the employee receives home sale and purchase assistance.
  • Pre-move counseling: This crucial aspect in a successful federal relocation includes scouting trips to the new location, assistance in getting children established in new schools, and introducing the federal employee and his family to the new community.

Federal and Corporate Relocations: You Can Trust CapRelo

As you can see, federal and corporate relocations are not that different when it comes to doing what it takes to make relocating employees happy.


The Low-Stress  Relocation Guide
CapRelo has the industry connections through our non-exclusive supply chain to provide these services within an organization's relocation budget. That's why several departments of the federal government rely on us to provide relocation services to its top employees. Just imagine what we can do for you to create a low-stress relocation process that keeps your company going through a move.

Topics: federal relocation, relocation benefits, Low-Stress Relocation, Corporate Relocation Costs, corporate relocation program, Relocation Services, relocating employees

Executive Relocation Made Easy for a Faster Return to Productivity

Posted by George Herriage on Wed, Jul 06, 2011

Executive relocationMany surveys rank moving on the list of the top five stressors in American life, right behind death of a loved one, divorce, and illness. Even for top-level executives, work may suffer in the time prior to, during, and immediately following a move.

When this occurs, the whole company may suffer loss of morale and loss of profits. A relocation management company can help make relocation a low-stress process for your top executives for a faster return-to-productivity.

What are some of the factors involved in executive relocation that make moving stressful?

  • Difficulties in selling existing home
  • Temporary housing while finding a home
  • Mortgage approval process for new home
  • Packing/Day-of-move stress

From start to finish—from home staging for a quick sale to the prompt and efficient movement of household goods—CapRelo's qualified account managers will make the relocation process low-stress.

In some cases, this means managing the crews on the day of the move. Or it could mean lining up top real estate agents for a quick home sale, or using a mortgage company that will bypass red tape to help the approval process go quickly.


Hands-On Executive Relocation

We can manage as much—or as little—of the relocation process as your HR staff requires. Our goal is to ensure a faster return-to-productivity for personnel while working within your corporation relocation budget.


Topics: relocation management company, Low-Stress Relocation, relocation process, executive relocation package, Corporate Relocation Costs

International Relocation Companies Help Employees Embrace Change

Posted by George Herriage on Fri, May 20, 2011

If you've been following our blog, you know one of our top goals is making relocation low-stress for relocating employees. We do this through a number of relocation management programs that can help keep the relocation process on-time, on-budget and stress-free.

V  CRS KristinS Blog Posts Blog Photos relaxed businessman resized 600

From the logistics of moving household goods (sometimes overseas), to selling a home and finding new living arrangements, it gives relocating employees peace-of-mind to know they have a reputable, experienced company behind their move, looking out for their interests, and supporting them every step of the way.

But we also acknowledge that a large part of low-stress move, especially in regard to international relocation services, is the employee's mindset. This blog post at “Winning Away: Expat Support” regarding changing your relationship with change, says it all.

But what can international relocation companies do to encourage this frame of mind? There are a number of international relocation services that international relocation companies can offer to help expatriate employees embrace change.

Language Learning Programs:

  • Some people are visual learners, others are better with an auditory approach, and still others need to learn by doing, in an immersive environment. By connecting employees with language learning programs that match their best way of learning, we can help employees integrate into their new space more quickly.

Cross-Cultural Training:

  • Becoming immersed in a different culture means more than just learning the language. It also means understanding local customs. Cross-cultural training should be part of a low-stress international relocation.

Orientation Trips and Tours:

  • The best way to learn local customs and the language is through immersion. With guided tours and orientation trips prior to the move, relocating employees will become more comfortable and begin looking forward to the change.

The Low-Stress  Relocation Guide
The article posted at Winning Away mentions that getting excited about change—rather than fearing it—can reduce stress levels. Each of these international relocation services is designed to help employees and their families get excited about their new living arrangements.

Topics: Low-Stress Relocation, international relocation services

What Do National Relocation Services Include?

Posted by Marianne Shields on Tue, Apr 19, 2011

Are you considering hiring an outside firm to handle your company's corporate relocation management? Whether you regularly transfer employees from one branch to another within the United States, or you're planning a full scale corporate relocation, CapRelo can help.

What exactly do our national relocation services include? 

Our national relocation services fall into several different categories, from home goods logistics to budgeting and finance. Take a look at some of the services we offer, either as full-scale, customized relocation packages or as individual services designed to complement your existing corporate relocation program. 

  • Assignment Services: Helping relocating employees find a good fit in their new community, from schools and activities for their children to joining local networking and business organizations.

  • Financial Services: Our extensive financial services include expense administration and reimbursement, budgeting, benchmarking, tax services, tax equalization, tax gross-up, negotiating relocation packages and more.

  • Movement of Household Goods: The logistics of moving your employees and corporate offices, including movement of household goods, people and pets.

  • Real Estate Related Services: These services include establishing temporary living arrangements, assisting with home sale and purchase, negotiating relocation packages associated with home sales, property management and more.

  • Low-Stress Relocation: This final category actually encompasses all the services we offer. Our goal as national relocation specialists is to make sure each move is low-stress, using our proprietary, proven Low-Stress Relocation Process (LSRP) as a guideline. This ensures on-time, on-budget moves and improves employee retention and satisfaction, with a faster return-to-productivity for all employees.

Topics: Low-Stress Relocation, relocation packages, relocating employees, national relocation management company, Temporary Housing

CapRelo CEO Mickey Williams on Executive Leaders Radio

Posted by Tamara Bianchi on Thu, Mar 31, 2011

Mickey Williams, President and CEO of CapRelo will be interviewed on Executive Leaders Radio on Sunday, April 3, 2011 from 9 to 10 a.m. Guided by William’s strong belief in a “culture of service,” his company provides turn-key relocation management to its clients. Maintaining this client-focused attention to detail, CapRelo is one of the nation’s leading relocation companies.

Low-Stress Relocation Process™ 

CapRelo’s seamless relocation transition grows out of what Williams calls the “Low-Stress Relocation Process™” which emphasizes getting a relocating company up and running in the least disruptive way possible. Williams says, “We drive the relocation process so the client doesn’t have to. Our job is to get the employee from point A to B, functioning at 100% productivity as quickly as possible.” 

 Executive Leaders Radio 

 Executive Leaders Radio invites Williams to share his core business principles, leadership model and company philosophy. The program showcases the nation’s leading CEOs in a relate-able format, allowing listeners a rare opportunity to hear top business leaders’ insights and secrets to their success. 

The interview will air Sunday, April 3, 9 to 10 a.m. on Federal News Radio, 1500AM, in the Washington D.C. Metro Area. 

Following Williams’ interview Sunday, the broadcast will be available in webcast and archived at and

Topics: Low-Stress Relocation, Relocation Services, corporate relocation company, CapRelo Employees

Make Your Relocation Low-Stress

Posted by Barbara Miller on Wed, Mar 23, 2011

What exactly can a national relocation management company do for you? At CapRelo, we don't want to take over your company and introduce a new corporate culture, or force your relocating employees to fit into a mold that may not fit them. 

Instead, we want to understand your company culture, take time to discover the needs of your relocating employees, and smooth the transition for them to a new state, a new region, and, most importantly, a new work and home environment. 

If desired, we can work closely with your HR staff to help design new relocation policies based on our culture of customer service. If you have benchmarks or policies in place, we'll work to measure and refine those policies so they are more effective. 

If you are working from “square one,” we can help there, too—establishing national relocation management policies that will save you time and money while improving employee retention and satisfaction. Of course, we can also do it all in regard to national relocation management, and your HR staff won't have to worry about a thing. 

CapRelo can be the primary connection between the transferring employee and you—our client. It's part of our culture of service to find a way to meet the needs of your employees while also looking out for your relocation budget. 

You can view the progress, budget, expenses and policies that are all part your corporate relocation at any time through our CapViews software. But you can also trust that your national relocation management is in good hands with us. That's what the right relocation management company can do for you and your relocating employees.

Topics: relocation management company, Low-Stress Relocation, national relocation management company, corporate relocation program

How to Write a Relocating Employee Transfer Letter

Posted by Rick Bruce on Mon, Mar 21, 2011

right_relocation_firm_with_personalized_customer_service.jpgYour human resources staff may have to fill out an employee transfer form or, in lieu of that, write an employee transfer letter. While the main goal of this letter is to inform a relocating employee of the terms of a transfer, it should never be the first communication about relocation. 

Find out more about writing an employee relocation offer letter in our free article. 

When to Send an Employee Transfer Letter

An employee transfer letter and any accompanying employee transfer forms should follow a face-to-face conversation about the relocation. The employee transfer letter may inform the employee of the terms of the transfer, any relocation reimbursement(s) they can expect, or any bonuses they might receive as a result of accepting the transfer. It may be a starting point for negotiating an equitable relocation package, or it could reiterate details already agreed upon between the employee and the HR staff or the relocation company handling such details. 

This important business correspondence should make a relocating employee feel good about the upcoming move and valued in the company. This can help get the relocation process off to a good start, contributing to a low-stress relocation. 

 An employee transfer letter should: 

  • Be straightforward 
  • Be easy-to-read and understand 
  • Outline all the details your employee will want to know, in plain English 
  • Be inspirational, to a degree, where it gets your employee excited by the prospects of the move 

In addition to including specific details about the relocation—the where and the when—it should also include:  

  • Job duties of the relocating employee, if they will differ in the new location 
  • Salary in the new location, along with any relocation incentives offered 
  • Information about home sale and purchase assistance 
  • Information about reimbursement packages and what moving costs will be covered by the company 

 When you enlist the help of a full-service corporate relocation company like CapRelo, we can assist your HR department with employee transfer forms, employee transfer letters, and other paperwork that is part of a smooth relocation process.

The Low-Stress  Relocation Guide

Topics: Low-Stress Relocation, corporate relocation company, relocating employees, relocation process, full-service corporate relocation company, employee transfer, relocation management company, relocation benefits, writing relocation offer letter

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