WDGC recognizes sensitive and complex nature of relocating a corporate headquarters. We view this process as, not only a data-driven science, but also an art fine-tuned over four decades of working with the largest and most successful companies in the world.
expertise in managing HQ Relocation
The first step in the HQ relocation decision-making process is the establishment of a comprehensive project framework tailored to each client’s individual objectives and constraints. WDGC will integrate existing corporate strategies into our process, or if requested will assist in the development of HR and location strategy from the top down. WDGC facilitates this process through a streamlined questionnaire which defines knowns while provoking thought regarding the unknowns. Sample RFI questions include:
Human Resource Impacts
WDGC’s Employee Action Model predicts each employee’s decision to (a) Relocate, (b) Commute - if local, or (c) Attrit/Retire, when faced with a relocation offer. If a local move is considered, WDGC’s Commute Impact Model predicts multi-modal door-to-door travel times under multiple location scenarios. Exposure to extreme traffic delays also assessed.
WDGC estimates all hard costs associated with a corporate HQ relocation including: One-Time Costs, Recurring Costs, and Economic Incentives Offsets. The resulting 10-year cash flow table can be used for board/committee approvals, project budgeting, and leverage during the incentives negotiation process. Cost savings/penalties are often measured against the Business-as-Usual case.
WDGC relies on decades of experience to effectively analyze priority qualitative factors including: Customer Proximity, Industry Growth, R&D Interface, and Affecting Internal Change.
Should a ‘go’ decision be made, the next challenge involves where?
Among the factors that most influence location selection for corporate headquarters are:
We're Here to Help
WDGC stands ready to guide you through the alignment process to ensure that the overall site selection process advances your business objectives. Our role is flexible, we can either lead to the study team or provide selected expertise (e.g., labor market metrics) as a dedicated team member.