We carry out relocation related research in the UK and overseas as well as feasibility studies to test the viability of a proposed project and cost benefit analyses to examine the financial pay back period and/or staff attrition forecasts. If your project is commercially sensitive and needs to be carried out confidentially we are well versed in allocating a code name to mask your identity (and our own) in order to carry out the necessary work. So if you are in any of these early stages of investigation we can help. And of course we do recognise that confidentiality may well be crucial to avoid staff or competitors becoming aware of your plans you are sure the time is right.

Feasibility Studies
Because we are independent consultants employers often call us in to help evaluate the merits of relocating to another location. By definition it follows that we don't automatically assume a move is the right commercial decision for them to take.

The UK and overseas feasibility studies we carry out vary in their range and scope, as dictated by the specific situation and needs of each employer. However the main business issues to be examined tend to centre around:-

• the HR related costs of staff relocation, recruitment and redundancy
• quality and availability of staff in alternative catchment areas
• availability of suitable commercial premises elsewhere
• occupation costs in other locations
• accessibility to key services and transportation links

Cost / Benefit Analyses
There is arguably little difference between feasibility studies and cost/benefit analyses. Indeed in many cases they are combined to produce an overall composite viability study.

However, feasibility studies tend to paint with a broader brush compared to a cost/benefit analysis which will usually be dictated by a fixed set of criteria on which the employer wants to focus. But in either event our independence and experience can be relied upon to produce meaningful results that will inform and aid your decision making process.

Agreeing Key Evaluation Criteria
We strongly recommend the decision making team of any organisation considering relocation should discuss and agree a set of key criteria in order to evaluate the commercial viability of moving – and if so where to. But naturally a number of disparate views often emerge, reflecting the personal and business related views of team members.

Having "been there and done that" on numerous occasions we can bring to the table an independent viewpoint and our involvement at this key stage can help steer your team and often refine their thinking and focus.

Research Services
Discussions about possible relocation projects often trigger the need for research into a wide variety of issues which may have a bearing on the viability of embarking on a move. We offer a wide spectrum of independent research services and have handled many such projects for public and blue chip and SME private sector employers.

Location Analysis and Evaluation
Organisations themselves often find it difficult to carry out detailed comparisons and commercial appraisals of alternative locations they may want to consider. And you probably won't want your identity disclosed at this stage either. As a result, we are often called in to help identify the key factors and issues to focus on as a precursor to then

carrying out confidential comparisons and appraisals to aid the decision making process.

Short-listing Location Options
Following on from our reports and discussions with an employer about location comparisons we then agree the basis for short-listing the most likely target options and produce tabular comparisons of the selected final target locations and (if required) carry out any further research.

Benchmarking
If a complete move away from an existing location is being considered we strongly recommend that alternative location options should be compared to the status quo of the existing facilities, thus creating a benchmark to evaluate a "better than or worse than" scenario.

Accessibility and Push-Versus-Pull
Concerns about the commercial cost and impact of traffic congestion on businesses at site, regional and even national levels has risen rapidly over the last few years – often creating so called "Push" and "Pull" effects which then trigger the need for relocation.

The push factors in heavily congested areas include higher wage rates, excessive staff turnover levels and the inability to recruit good quality staff. And pull factors of course point to less congested areas offering a better quality of life, better housing and lower business costs plus a good supply of more reliable and less expensive staff

We believe these issues should be included as part and parcel of any examination of suitable towns, cities or areas being considered as possible locations to move to. And we have experience dating back to 1970 in carrying out such reviews – as well as offering expertise and experience in the design and implementation of 'workplace travel plans' to help reduce the effects of congestion on businesses.

Attrition Forecasting
Most relocation projects result in at least some employees being unwilling or unable to move to the new location – and of course the more that fall into this category the more serious and costly it will be for the employer.

'Attrition analysis' is a methodology we use to assess the probable number of staff who will not relocate. A wide range of criteria are considered in determining the likely numbers. The results are then fed into a modelling process to estimate the number of staff who will need to be (a) relocated, (b) recruited or (c) made redundant.

The resulting estimates are then used to calculate the likely employee related costs the employer will need to consider should they decide to relocate. The data produced can also be used to help us design the most cost effective staff relocation policy to fulfil the changed needs of the employer at the new location.

Grants and Incentives
Much is made by those responsible for inward investment in the UK and elsewhere of the availability of grants and incentives. And it is true that this can be a factor in tempting a major employer to commit to a location offering generous grants.

However, on a day to day basis, our research shows that very few companies actually move because of the availability of grants or incentives – most being much more concerned with the suitability and fit of the location for their particular needs. But should you feel grants and/or incentives are potentially attractive to you we will be pleased to investigate the opportunities and, if required, negotiate on your behalf.

Stay or Go?
In conclusion then, the services described above are all on offer to help you to answer that crucial commercial question; "Should we go or should we stay?".