亲爱的UIA：你提出这些问题的时机很有意思。据搬家公司Atlas Van Lines最近的一次调查显示，自2010年以来，员工异地调动的比例在持续上升。从1967开始，该公司每年都会进行这样一项调查。Atlas公司副总裁瑞安•麦克康奈尔称：“许多公司在努力将合适的人才安排到合适的地方。因为与招募新人相比，调任熟悉的人风险更低一些。但也有时候，公司无法调任现有员工——这也解释了为什么去年52%的异地调动都发生在新雇佣员工身上。”
Dear Annie: My boss just told me that my employer, a Fortune 500 company, wants me to take a new job in San Francisco, which is about 1,200 miles away from where I live now. The position would be a lateral move rather than a promotion but, the way it's been described to me, it does offer more opportunity for advancement than my current job, so it looks like a good career move.
I'm concerned, however, about the move itself, for three reasons. First, the housing market where I live is still so bad (my neighbor's home has been for sale for over two years with no takers), I doubt that I can sell my house except at a substantial loss. Second, the cost of living in northern California is much higher than where I live now, but is it customary to ask for a raise to cover that? And third, my partner has a thriving career here and would need some help finding a new job. I've heard that some companies offer "trailing spouse" job-search assistance, but is it realistic to expect that? Can I negotiate for it? — Up in the Air
Dear Up: You've picked an interesting moment to ask. Employee relocations have been on the rise since 2010, according to the latest results of a detailed survey that Atlas Van Lines has been conducting every year since 1967. "Lots of companies are struggling to put the right talent in the right places, and moving someone you know is often less risky than bringing in someone new," observes Ryan McConnell, an Atlas vice president. "But sometimes you just can't move an existing employee -- which explains why 52% of relocations last year were new hires."
Almost all big companies have formal relocation policies in place, so your first step should be to find out what your employer typically offers the people it transfers from one place to another. "Usually we see different relocation benefits packages at different levels," McConnell says. "A C-suite executive will get a different package from a middle manager, a skilled professional, or another category of employee."
In general, however, the Atlas study shows a marked increase in the amount of help that big companies are willing to give people who pull up stakes -- in large part because, as you note, the real estate market in so many places is still in a slump. For one thing, most (79%) companies with 5,000 or more employees have increased the amount of time they'll pay for temporary housing in your new location while you try to sell your house.
Not only that, but almost three-quarters (71%) offer "loss-on-sale protection," meaning they'll reimburse you if you end up selling your current home for less than you owe on it. "This is something new," says McConnell. "Until recently, you never saw that. It was unheard of. But then, as long as real estate values were constantly rising, it wasn't needed, either."
As for your other two concerns, 38% of large companies routinely pay cost-of-living adjustments to people moving to higher-priced locations. More than half (56%) will spring for job-search assistance from an outplacement firm or career counselor for your "trailing spouse."