Like many organizations, our multi-national financial services client was under pressure to reduce costs. With new leadership brought in from outside the company, the existing full-service relocation program was flagged as overly generous. A shift to a lump sum-only model was proposed—not only for its perceived cost savings, but because it seemed to align with what other financial services companies were offering (or so they thought). The thinking was: why provide more if we don’t have to?

But the mobility team wasn’t convinced.

They were committed to preserving the full-service program as a tool to attract and retain top talent and ensure relocating employees received the support and guidance needed for a positive experience during a high-stakes life transition. Sure, they agreed that for some of their employee tiers, like early career new hires, a lump sum could be a practical solution. But for mid- to senior-level talent, who often relocate with families and face more complex transitions, the risks of a limited-support model were too great. These employees needed more than just a check—they needed guidance, structure, and high-touch support to ensure a smooth move and a strong start in their new role.

Enter the Weichert Advisory Services Studio®

To assess the competitiveness of their relocation packages, our client engaged us to conduct a targeted survey within the financial services industry, focusing specifically on the benefits offered to relocating employees. Combined with prior benchmarking, the results confirmed what the client suspected: 66% of early career or entry-level employees receive lump sum packages, but the majority of mid-level (66%) and executive-level (75%) employees are offered full-service or core/flex relocation support.

Let’s Talk About It

To understand the story behind the data and reveal how financial services companies are managing mobility today, Weichert hosted two roundtables with global mobility professionals overseeing U.S. domestic, Canadian domestic, and international relocations.

Each participant shared an overview of how they manage their relocation programs. While three companies use lump sums for a specific employee population, all agreed that entry-level or early-career employees are the most appropriate recipients. For the rest of their mobile workforce, participants rely on either traditional full-service relocation programs (50%) or core/flex models (50%).

When it came to lump sum-only approaches, the sentiment was clear… and consistently hesitant:

“I’m not a fan. Nor are our employees who are receiving them. I feel like they’re lacking and they could be better.“

“Thankfully, we don’t do lump sums, although for the last three years we were constantly asked about that. We too don’t like them and we don’t believe in them.”

“We do also do some lump sums typically like for development program folks. We don’t do them for executive moves.”

These candid perspectives confirmed our client’s instincts: shifting to a lump sum-only program would risk undermining their ability to attract and retain the talent needed to stay competitive.

What Now?

Weichert Sumplicity transforms the lump sum experience by giving employees the best of both worlds: a user-friendly, self-service app and access to real human support when needed. It empowers talent with choice and flexibility while delivering a more personalized move experience at a predictable, lower cost. Now that’s smarter lump summing!  

The stories captured through the survey and roundtable discussions validated the gut feeling that had kept our client from embracing a lump sum-only model. Now, with data in hand and real-world insights from industry peers, they had the tools to build a strong case to leadership, reinforcing the value of their current approach while identifying opportunities to enhance their program with cost-conscious, competitive upgrades. Like these:

  • Implementing Sumplicity: While familiar with Weichert’s lump sum app, our client lacked the internal traction to implement it. Discussions with other Weichert clients (and Sumplicity adopters) gave them the confidence — and buy-in — they needed to move forward, supercharging the move experience for their lump sum employees.
  • Decentralizing Budgets: Roundtable peers revealed that our client was the only participant using a centralized relocation budget. Others with decentralized models reported greater flexibility in tailoring packages to meet business unit needs and clearer insight into actual costs.
  • Standardized Lump Sums: Previously, lump sum amounts were calculated case by case, creating unnecessary manual effort for a very lean global mobility team of two! Weichert recommended standardized ranges based on employee level, streamlining the process while maintaining fairness and consistency.

As the findings and recommendations were presented, our client nodded in agreement, reassured that their instincts aligned with industry best practices. They left the engagement with a strong business case and renewed confidence, knowing that delivering a thoughtful, well-supported employee experience is what truly drives competitive advantage.

The Weichert Advisory Studio® helped this client reinvigorate their approach to lump sum mobility, ensuring their program remained competitive, supportive, and cost-effective! To learn how we can transform your program, go here.