10 Ways to Keep Your Staff Intact When Relocating Your Office

Relocation presents logistical and financial challenges for companies, regardless of how far away the new office is. The transition may require a few months or years, depending on the company’s size and desired changes.

How can industry professionals maintain their staff and minimize turnover? Here are 10 ways to satisfy employees during the move.

1. Prioritizing Transparency

First, the company must be fully transparent about the relocation. Business leaders should keep their employees in the loop and explain why the move is happening. Staff members will likely have questions about the decisions, so leadership teams can hold town halls and Q&A sessions to address all concerns.

Rumors may spread around the workplace if relocation is under consideration, so rapidly addressing speculation is critical. Once the move is official, executives should highlight the good news and inspire positivity in their colleagues. Employee support is a priority during this transition and could spur turnover if they don’t get on board.

2. Including Staff in Decisions

Informing the team about relocation is an excellent first step to gaining support. Then, leadership can involve their employees and let them contribute ideas.

For instance, businesses could conduct surveys to gauge preferences about office design. What amenities do they want in the new location? Adhering to employee preferences is vital when gathering approval for the move. Staff can publicly voice their opinions for the next office or anonymously share ideas in a suggestion box.

3. Making Work Flexible

The new building might not be ready, whereas the old facility has become more chaotic due to the move. How can employees focus and remain productive? Remote work may be necessary during relocation to promote focus and minimize interruptions. If staff members aren’t at the office during the move, the company can more efficiently set up the new layout.

Remote work significantly increased in 2020 and has remained important to company operations. A 2024 report said 26% of American households had one or more people working remotely at least one day a week. Employees could benefit from remote work if they live farther from the new office and need time to plan their transportation options.

4. Offering Relocation Assistance

Switching to a new building could be more than a move across town. If the company is moving across the country or internationally, business leaders must account for employees and their families coming with them. Relocation assistance is essential to keeping the most talented workers and preventing them from leaving for competitors.

Industry professionals may award stipends and reimbursements to staff who arrive at the new location. Experts say a long-distance move costs $4,890 on average if it’s 1,000 miles. Companies should also consider spouses needing help finding jobs or schools for their children.

5. Awarding Pay Raises

Moving to a new location can be challenging for workers, regardless of their role. They may prefer staying in their current location. How can leaders keep their most talented staff members in the building? A pay raise could significantly influence whether they stay.

One study notes that 44% of employees valued pay and perks as the top factor in their decision to follow the company. Business leaders should find room in the budget to incentivize their personnel and make them more enthusiastic about the move. Leadership teams must also consider additional perks in compensation packages, such as paid time off or professional development opportunities.

6. Increasing Workplace Perks

The next office location offers opportunities for enticing workplace amenities. While some view these perks as trendy, they could be instrumental in getting employees to move to the new workplace. For example, an on-site fitness center may mitigate worries about the employer being too far from their favorite gyms, helping keep employees motivated and energized.

Smaller businesses can scale the perks to their size and make adjustments. For example, they could offer public transportation passes if the organization has moved to a larger city with more traffic. Child care assistance helps families worry less about the transition in long-distance moves.

7. Utilizing Stay Interviews

Employees want their business to care about them and make their voices heard. How can the employer accommodate feelings and increase retention odds? Stay interviews can uncover a staff member’s thoughts and understand what it will take to retain them. The interviewer may hear anxieties regarding job security, commute or the work environment.

Stay interviews should occur every 12-24 months, depending on the company’s size. However, they become critical when it has decided to relocate. These one-on-one meetings emphasize the worker’s role in the business and why they’re essential during the move. Once the discussions are over, the enterprise could identify the employees most likely to leave.

8. Providing Career Counseling

Staff members could get excited about the move, whereas others hesitate to get on board. If an organization has unsure employees, it should offer career counseling services to steady the ship. Like the stay interviews, these conversations can clarify career goals and provide a safe space for exploration.

If an employee is uncertain about the future, they can discuss transferable skills and find a new role in the company. A fresh start for the office could also benefit staff if they want different responsibilities. Regardless, the organization must consider professional development opportunities, as 58% of workers will likely leave if they don’t get them.

9. Phasing the Move

Personnel in each department could feel stress and anxiety during the relocation, so the business must divide it into phases. A gradual move lets employees adjust and incorporate the idea into their routines. Minimizing stressors helps the teams handle significant changes and more smoothly integrate processes.

Slower transitions let personnel provide more feedback and have their voices heard. If something isn’t working well, they can communicate their concerns to company leadership and ensure they get fixed. Businesses that swiftly address problems help their workers during the transition and encourage retention.

10. Celebrating the Move

Once the move is complete, company leadership and the employees can celebrate their accomplishments. Executives should congratulate the staff by throwing a party or finding other ways to commemorate the occasion. This ceremony could highlight recent achievements while looking forward to the organization’s future.

A positive workplace is essential to productivity, so a party could foster cheerful feelings. However, management teams should consider how their employees would react. Do they generally enjoy festivities in the office? One survey found that 60% of employees prefer bonuses over parties, so knowing the crowd is vital.

Transitioning the Team to the New Office

Relocating the office can be exciting and challenging for a company, regardless of size. While the logistics are important, leadership teams should prioritize employee retention. Supervisors must meet with staff members to hear their concerns and meet their needs for the next phase.