Note: This article is part of a thought leadership series by members of the Relocation Directors Council (RDC).
Disclaimer: The views and opinions expressed in this article are solely those of the author and do not necessarily reflect the official policy or position of WERC.
In Part 1 of this article, we broke down what destination services are and how they support relocating employees on a practical, emotional, and logistical level. From pre-move counseling to school searches and cultural integration, these services help transform a daunting move into a confident new beginning.
In Part 2, we turn our attention to the impact. How do these services affect productivity, retention, and cost? What are the current trends shaping their delivery? And how can employers evaluate and select the right providers to support their workforce? By looking at research findings, real-world examples, and expert insights, we’ll explore why destination services are a smart business investment.
Top Impact Activities that Destination Services Can Address
The Altair Momentum Study mentioned in Part 1 categorized relocation activities by their level of impact—high or low—depending on factors like whether the move was domestic or international, and whether the employee moved alone or with family. As expected, those navigating the journey with loved ones often faced more complex transitions. Part of the survey involved live telephone interviews with respondents. According to the report summary, “The destination assimilation and settling-in process was identified as a high productivity impact by the majority… a significant number responded with the need for more support from a destination services perspective.”
Much like Dorothy’s realization that the journey through Oz required more than just clicking her heels, respondents recognized that truly settling in takes more than just arrival—it takes real, guided support. And in her book “This is Where You Belong,” author Melody Warnick puts it bluntly: “Moving to a new place can make you feel as if you’ve lost your very self.” No one wants key talent that they’ve invested in through relocation to lose themselves in the nether reaches of Oz, so services are a necessity.
Investment in Destination Services Pays Off for Employers
Today’s top talent needs more than a paycheck to feel confident about a big move. Destination services offer strategic value to employers by smoothing the path for new hires—reducing friction, boosting engagement, and protecting investments in talent. Here’s how:
- Talent acquisition: In a tight labor market, benefits like destination services make job offers stand out as part of a comprehensive total rewards package. Knowing that relocation help is built in can ease candidate hesitation and keep offers from vanishing like a puff of smoke behind the curtain. It can also prevent onboarding delays due to relocation logistics.
- Improved retention: When transferees and their families feel supported, they’re more likely to stick around. Addressing potential pain points early—before they become full-blown flying monkey-level problems—helps build loyalty and ensures the investment in the employee pays off. Waiting until they’re already on-site can be too late to repair early missteps.
- Optimizes productivity and fosters positive team dynamics: Destination services help new hires integrate quickly into their roles, reducing the strain on both the transferee and their new team. It prevents situations where colleagues—already skipping down their own yellow brick road—grow resentful while waiting for a teammate who’s still stuck in relocation limbo.
- Cost efficiency: Avoiding relocation missteps isn’t just about comfort—it’s about dollars. Breaking a lease, extending temporary housing, or losing deposits on schools or childcare due to delays can drain budgets fast. Having professionals handle the logistics ensures fewer costly surprises and a smoother journey from Kansas to wherever “home” is now.
Current Trends in Destination Services: The Road Ahead
As the relocation landscape continues to evolve, destination services are expanding in scope and sophistication. While some elements may feel like a modern marvel of efficiency, it’s still the thoughtful balance between innovation and human touch that keeps relocations from going off the rails.
- Tech integration: Digital tools—from home search apps to localized area guides and cultural orientation platforms—are streamlining parts of the relocation process. But even with the most advanced tools at their fingertips, transferees still benefit from the human insight that no algorithm can replicate. After all, Dorothy needed more than just a map to get around in Oz.
- Personalization: Today’s destination services are increasingly tailored to the transferee’s individual needs, with thoughtful attention to family structure, cultural background, and generational expectations. The focus should be on meaningful support, prioritizing the “must-haves” over the “nice-to-haves” and eliminating irrelevant distractions. Proactive consultations at the outset can uncover hidden stressors and provide moments of valuable reassurance. Sometimes, it’s a simple, unexpected kindness that helps someone feel at home.
- Sustainability considerations: Eco-conscious relocations are on the rise, with growing interest in energy-efficient housing, green commuting options, community gardens, composting and recycling options, and walkable neighborhoods. Providers who can offer clear explanations about local environmental concerns, regulations, or infrastructure limitations give transferees the context they need to make informed decisions. Understanding the “why” can ease frustration and help set expectations, because not every road is paved with yellow bricks, but all roads can lead to a smoother and “greener” transition with the right guide.
Defying the Odds: Real Relocation Stories That Worked Like Magic
#1: Employer Perspective
One Fortune 500 company reported a 25% increase in retention among relocated employees after investing in a comprehensive DS program. A hiring manager shared, “It’s not just about getting someone here—it’s about making them want to stay. Our employees feel supported, and that translates into stronger teams.”
#2: Employee Perspective
Samantha, a transferee from Montana to downtown Atlanta, arrived with her husband, two children, and a Labrador. “I was overwhelmed—schools, commute, where to buy groceries—it was a lot. But our destination consultant handled everything. We felt at home in a matter of weeks.”
#3: DSP Perspective
Sherry Campbell, broker/owner of Energy Realty in Houston, leads a multilingual team specializing in services for a global clientele. With over a dozen languages spoken in-house, her firm helps transferees feel at home—no magic wand required.
Sherry believes seasoned real estate agents are uniquely positioned to support expats, offering guidance that extends far beyond real estate. One foreign national relocating to Houston exemplified this: When an airport pickup fell through, the transferee didn’t call his relocation counselor—he called Sherry. As their trusted connection, she helped smooth every step of the journey.
From replacing a discarded Social Security card to securing banking services and negotiating a $12,000/month lease outside flood zones, Sherry ensured every detail was handled with care. With one point of contact and a deep understanding of relocation needs, the family landed softly, ready to thrive in their new U.S. home.
Choosing the Right Destination Services Provider
Much like choosing the right travel companions for a journey through Oz, selecting the right destination services provider can make all the difference in how smoothly a transferee’s relocation unfolds. Corporate mobility professionals and RMCs have several options—each with its own strengths.
Stand-alone DSPs: These providers offer a strong foundation of expertise, consistency, and accountability. Often operating independently or in partnership with RMCs, stand-alone DSPs typically have robust local knowledge and a defined structure that ensures reliable service delivery. Some operate with a fixed menu of services, so it’s worth asking if they can veer off the standard path when a customized solution is needed.
Individual consultants: Often extremely knowledgeable, individual consultants can deliver highly personalized support. For employers relocating multiple employees, there may be limits in scalability, availability, and flexibility in matching transferees with the right local guide—something that matters when the road starts to twist and turn unexpectedly.
Real estate relocation departments: This model combines housing expertise with high-touch service. Agents are carefully selected and trained, with oversight from experienced relocation directors—many of whom hold certifications like the CRP® or GMS®/GMS-T®. Always striving for successful partnerships, these departments help transferees land on solid ground, not in the middle of Munchkinland. Their housing know-how, responsiveness, and structure offer a well-balanced, scalable option for companies who want both quality, consistency, and a single responsible point of contact in their relocation journey.
DSP Industry Certifications
- WERC Global Mobility Specialist (GMS®) and Global Mobility Specialist, Talent Management (GMS-T®): These two certifications from WERC recognize professionals with comprehensive knowledge in global talent mobility and intercultural management skills.
- Global Destination Services (GDS): Since 2015, the Relocation Director’s Council (RDC) also has their own global destination services certification, tailored to delivering top-notch services to transferees and clients entering the U.S. The curriculum delves into crucial areas such as services, cultural awareness, visa, and immigration and is available currently to RDC members only.
- Certified Destination Consultant Professional (CDCP): Offered by DSP firm Going-there, this location-specific program is offered to their firm’s own destination consultants.
- FIDI DSP Certification: Available as an option to FIDI-affiliated companies who offer destination services, as well as full DSP companies that meet minimum requirements and cover five key service areas of orientation, home search, school search, settling in, and departure. This certification requires an on-site visit by an independent auditor.
Key Considerations
Choosing the right destination services partner means weighing factors like reputation, local market expertise, service flexibility, cost-effectiveness, and overall availability. Whether it’s a stand-alone DSP, a real estate relocation department, a solo consultant, or a hybrid model, the goal is to find a provider who can offer both practical know-how and personal care—someone who won’t just hand over a map but will walk the yellow brick road beside the transferee.
As with any journey into the unknown, it’s wise to ask the right questions before choosing a guide. Key topics include the level of support offered, depth of local expertise, and how well the provider can adapt to your company’s policies and culture.
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- Experience and Local Familiarity: How long have they worked in the area, and how well do they know its quirks and hidden gems? A provider with true boots-on-the-ground experience can help transferees avoid detours down the wrong brick road.
- Language Capabilities: For international transferees, language fluency can make a world of difference. Look for providers who can bridge communication gaps and make the transition feel less like landing in a strange land and something a bit more familiar, like arriving home.
- Availability and Responsiveness: Relocations don’t stick to business hours, and neither should support. Ask about evening and weekend availability—because when a glitch pops up at 7 p.m. on a Saturday, having someone to call can feel like a little bit of magic.
Measuring Success
Like any strategic component of a relocation program, destination services should be evaluated for their effectiveness. After all, even the most promising journey can benefit from a well-timed course correction.
- Transferee Feedback: Mid- and post-relocation feedback is essential. A check-in halfway through can help identify if the journey is veering off course—before anyone ends up in the wrong part of Oz. Gathering honest insights allows for real-time adjustments that keep things on track.
- Provider perspective: Don’t overlook the value of learning from the guide. Ask providers what worked, what didn’t, and what might have made the experience smoother. Were there unnecessary steps that could’ve been skipped, or places where more time and attention would have made a difference? Sometimes, the smallest changes can turn a good experience into a great one.
The Road to Relocation Success
In today’s mobile workforce, destination services are more than a perk—they’re a strategic investment in your organization’s most valuable asset: its people. When handled with care, a relocation is a transformation. One that sets the stage for employee satisfaction, productivity, and long-term success.
Employers who prioritize the human side of mobility—supporting not just logistics, but lives—help transferees hit the ground not just running, but grounded and confident. Whether delivered by a stand-alone DSP, a seasoned consultant, or through a local relocation expert, the right support can make the difference between a bumpy ride and a smooth landing.
In the end, while relocation will always come with a few twists in the road, the right destination services can help ensure there are no flying monkeys—just clear skies and a steady path forward.
So go ahead: Follow the destination services road. It just might be the smartest move an employer can make.