When companies relocate an executive, millions are at stake – in housing allowances, school fees, onboarding, and lost productivity. Yet, ask most HR and Global Mobility leaders for hard data on how well relocations perform, and you’ll often hear… silence.
According to the 2024 KPMG Global Mobility Benchmarking Survey, less than 40% of organizations track post-relocation satisfaction, retention, or ROI. In an era of data-driven HR, that’s not just an oversight – it’s a liability.
1. Why Standard Relocation KPIs Fall Short
Most companies still focus on:
- Time to relocation
- Cost of relocation
- Compliance and documentation
These are necessary – but insufficient. They measure whether the plane landed, not whether the executive stayed, performed, and thrived.
“You can measure how fast someone moved. But unless you know how well they settled, you’re flying blind.” – HR Director, Fortune 100 Tech Firm
2. What Should Be Measured – But Often Isn’t
Maison Ellara recommends expanding the KPI set to include:
These metrics allow HR leaders to treat relocation not as a cost center — but as a talent investment.
3. Why This Matters for Business Performance
Organizations that track broader mobility KPIs are significantly better at:
- Retaining relocated talent: Mercer (2024) reports a 24% higher retention rate when satisfaction is measured and acted on.
- Avoiding silent failures: Early exits or disengagement due to unmeasured family dissatisfaction or cultural friction.
- Improving future relocations: Data allows continuous refinement and stakeholder buy-in.
“When our relocation experience score dropped below 80%, we knew we were losing future leaders.”– Global Mobility Head, International Bank.
4. Building a Strategic Relocation Dashboard
Maison Ellara helps HR and Mobility teams build custom relocation dashboards with metrics that matter — not just compliance checkboxes. We integrate:
- Pulse surveys at 30/60/90 days
- Family well-being trackers
- Benchmarking by region, grade level, and family type
- Predictive analytics to flag risks before attrition occurs
5. From KPIs to Accountability
The best data is actionable. That means:
- Tying KPIs to relocation vendor SLAs
- Including relocation KPIs in HR performance dashboards
- Reviewing relocation outcomes in talent reviews
Measurement builds accountability – and accountability builds better relocation strategies.
Maison Ellara’s Perspective
In the words of our founder: “You wouldn’t run a product launch without post-performance data. Why run relocations that way? Tracking the human outcomes of mobility is what separates people strategy from people logistics.”
At Maison Ellara, we treat each executive relocation as a data-informed journey – one that blends strategy, experience, and long-term value. From custom dashboards to pulse check tools, we empower HR leaders to bring mobility into the metrics era.
Final Thought
If you don’t measure it, you can’t improve it. Executive relocation deserves better KPIs -because talent doesn’t just move. It needs to thrive.
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