I’m going to use The Low Stress Relocation Process™, Capital’s unique process for managing relocation as the prism.  So, let’s start with one of my days from last week – Thursday.

Step One:  The Relocation, Recruitment and Retention Review.

It probably won’t surprise you that we focus on relocation, recruitment and retention of our own staff,.  A delightful part of my day involved approving the promotion of a Capital employee  and discussing his future development with his leadership team .  You likely wouldn’t trust us with your employees if we can’t ‘get it right’ with our own!

Step Two:  The Policy Developer

Part of my day was spent reviewing the relocation program for a prospective client.  We created a spread sheet comparing their program against “best practices”, including recommendations.  The results – $112,000 in annual savings.  Now that deserves a WOW!!!

Step Three:  The Productivity Multiplier

A new technology client is in the final stages of implementing their new program.  Part of Thursday was spent finalizing a Master Service Agreement (contract) with specific Service Level Agreements important to both Capital and the client.  We are now ready to begin assisting their transferring employees.  

Step Four:  Low Stress Logistics

All too often, I spend time discussing strategies with clients on today’s abysmal real estate market.  Today was no exception.  The challenge was an executive relocating for a second time in  less than a year.  She still owns two properties from these prior moves, and the client needs a solution that will fall outside their current policy.  We find one and begin executing the strategy.

Step Five:  Knowledge and Wisdom Capture

You may know that this part of our process with our clients involves reporting.  Thursday, a Capital ‘key’ supplier met with us for the annual review.  We had a lively discussion on process, reporting and business results.  We agreed to several refinements and additions to the reporting package so that we both come away with a clearer understanding of the real results. In addition,  the supplier provided an excellent training session for our team members.  Capital does this exercise with our suppliers – our clients do it with us.
¦lt;br /> Step Six:  The Results Refinement Process

My day started here.  A colleague and I met with representatives of a long term client in the morning for two hours to review the results or their program.  We participated in a group setting of brainstorming yet another real estate challenge relating to a new employee is having in their old location by personally interviewing the employee.  The meeting introduced new services that will save the client $75,000 a year through policy changes, and address the needs of the individual transferee and his family.

Whew – it was a busy day.  I did all the things I love to do.   Interaction with clients, customers, suppliers and our own employees in positive, solution oriented ways.  I hope you enjoyed this view into my work life.   Look for future posts about other Capital employees who play important roles in the providing a low stress experience to our clients relocating employees.