data also provide us with the means to use data analytics in order to understand actions taken, cost these out and determine efficient and effective approaches that might be used in future. While quantitative research is


no doubt useful, it does not provide the contextual human story and that is why smaller scale interview and/or focus group type research activity can be hugely beneficial to understand the backdrop framing any statistical results. Of course, it is important to be aware of some of the perils of generalisation from typically small-scale qualitative studies but, nonetheless, the human perspective provides us with relevant information to determine appropriate courses of action for the future.


RESEARCH COSTS AND BENEFITS All research comes at a price. This may be measured in terms of actual costs and time invested in preparing for and carrying out the research process itself as well as that spent disseminating the findings. It has become increasingly


common practice to find service organisations such as those within the relocation industry conducting research – both quantitative and qualitative – in order to assess current trends and predict


future


best practice. Organisations that engage in research need to weigh up the benefits of so doing. Undertaking research based upon client data (or more widely) is a time-consuming process that draws upon staff resources which, it could be argued, might better be used to service clients’ immediate needs directly. However, without up-to- date information on current practice and likely trends, information being provided to clients is only as relevant as what has gone before. Past (i.e. dated) practice may not necessarily be


the best predictor of future


actions. So keeping up-to-date and investing in blue sky thinking both have definite advantages. Disseminating research is


extremely important as if findings are simply restricted to client participants or held by the researching organisation


21


and not shared, any learning gained does not reach a wider audience and so industry generally does not move forward. Only by sharing widely will leadership practice improve globally. Of course, there is a competition element here and organisations conducting research might argue that sharing it freely undermines their unique sales proposition. This is true if the research is being conducted purely for marketing gain but this argument is undermined if there is the prospect that all organisations could benefit and standards improve across the board to the benefit of all. Tony Antonelli made the point


that when there is financial gain to be achieved there is the incentive to develop and take forward research propositions. Organisations conducting research therefore need to assess the extent to which they are prepared to invest time and money in their research effort if this is not going to produce a specific payback balanced against time that could be spent on client operations. This can be a difficult judgement call and when money is tight, investment in learning and development does


tend to drop off. While this is understandable, it can be argued as being rather short-sighted because continual improvement through the benefit of the learning and knowledge that flow from research efforts helps to give organisations a competitive edge and generates the impetus to strive continually for better and better service. Recognition as a market leader


in research also generates its own rewards – being recognised for research excellence highlights the capability of the firm investing in the research effort – thereby setting it apart from its competitors as an up-to-date and knowledgeable organisation. Being widely known and recognised for research capability also attracts


the best


talent and thus the human capital of the business is also improved. All-in-all, research in global


people leadership and management brings a host of benefits to those willing to invest in this activity. And that is why Think Global People supports research activity and rewards excellence in this area of innovation in global working.


Below: Award winner John Rason, Santa Fe Relocation, speaking at Relocate Global's Future of Work Festival last year


RELOCATE AWARDS RESEARCH


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