Understanding Barriers and What To Do
A family’s reluctance to relocate can often stem from a variety of hesitations. Whether that be a spouse’s need to re-establish their career in the new location, loss of established social and professional networks, as well as concerns regarding children acclimating in school, activities, and friendships. As Jennipher Christensen of IPR Consulting aptly said, “Getting to... ‘what do they need and how can we help them?’ is critical in the pre-decision phase. This involves not just showcasing the new location but helping them visualize their life and addressing concerns of each family member.”
Easing the Transition
Caring for the well-being of employees and their families necessitates comprehensive policy frameworks that prioritize support and inclusivity throughout the relocation process. These services aim to minimize the challenges associated with relocation and ensure that employees can quickly adapt to their new environment:
- Destination Services and Area Orientation: Assistance finding suitable housing, schools, transportation, banking, healthcare, and other essential services in the new location. Offered by 86% of companies for international permanent transfers, 60% for short-term assignments, and 83% for long-term assignments. Though area orientation is typically part of a home finding trip for US Domestic transfers, formalized area orientations in the US are becoming more common.
- Cultural Training: Programs to familiarize employees with the local culture, customs, and etiquette to facilitate smoother integration into the community. Offered by 65% of companies for international permanent transfers, 70% for short-term assignments, and 82% for long-term assignments.
- Language Support: Language training services to help employees become proficient in the local language. Offered by 62% of companies for international permanent transfers, 60% for short-term assignments, and 76% for long-term assignments.
- Family Acclimation Assistance: Services designed to assist the spouses and families of relocating employees by addressing their specific needs and concerns. This support includes spousal career assistance, community integration, and ongoing support. Offered by 51% of companies for international permanent transfers, 10% for short-term assignments, and 61% for long-term assignments. Depending on employee level, the benefit is offered by up to 35% of companies for US Domestic transfers.
Policy Implications and Recommendations
The intricate dynamics of family involvement in corporate relocations require careful consideration of how to navigate this terrain with empathy and efficacy. Formulating actionable policy changes not only serves the immediate interests of employees and their families but also aligns with broader organizational objectives of talent retention, productivity, and corporate social responsibility.
Effective relocation policies must address various aspects of a transferee and their family’s transition. Here are some key recommendations:
- Comprehensive Acclimation Services: Expand services to include cultural training and pre-assignment assessments. These are essential components of the relocation package.
- NEI’s YOU Allowance: Consider introducing this flexible allowance, which can cater to the unique needs of each family.
- Support for Single Transferees: Recognize that finding social support systems and activities through a Destination Service Provider (DSP) is as crucial for single transferees as it is for those with families.
- Awareness of Available Services: Enhance awareness of the full range of available services, which can significantly improve the relocation experience.
Conclusion
By prioritizing comprehensive mobility programs that address the challenges faced by relocating families, employers can cultivate a culture of inclusivity and support within their workforce. As employers strive for excellence in their operations, integrating these policy recommendations can serve as a beacon of guidance, ensuring that the welfare and stability of relocating families remains at the forefront of corporate decision-making. Ultimately, relocation is about creating a supportive journey that begins well before the move and continues long after settling in, ensuring a successful transition and a rewarding experience in the new environment.
Understanding Barriers and What To Do
A family’s reluctance to relocate can often stem from a variety of hesitations. Whether that be a spouse’s need to re-establish their career in the new location, loss of established social and professional networks, as well as concerns regarding children acclimating in school, activities, and friendships. As Jennipher Christensen of IPR Consulting aptly said, “Getting to... ‘what do they need and how can we help them?’ is critical in the pre-decision phase. This involves not just showcasing the new location but helping them visualize their life and addressing concerns of each family member.”
Easing the Transition
Caring for the well-being of employees and their families necessitates comprehensive policy frameworks that prioritize support and inclusivity throughout the relocation process. These services aim to minimize the challenges associated with relocation and ensure that employees can quickly adapt to their new environment:
- Destination Services and Area Orientation: Assistance finding suitable housing, schools, transportation, banking, healthcare, and other essential services in the new location. Offered by 86% of companies for international permanent transfers, 60% for short-term assignments, and 83% for long-term assignments. Though area orientation is typically part of a home finding trip for US Domestic transfers, formalized area orientations in the US are becoming more common.
- Cultural Training: Programs to familiarize employees with the local culture, customs, and etiquette to facilitate smoother integration into the community. Offered by 65% of companies for international permanent transfers, 70% for short-term assignments, and 82% for long-term assignments.
- Language Support: Language training services to help employees become proficient in the local language. Offered by 62% of companies for international permanent transfers, 60% for short-term assignments, and 76% for long-term assignments.
- Family Acclimation Assistance: Services designed to assist the spouses and families of relocating employees by addressing their specific needs and concerns. This support includes spousal career assistance, community integration, and ongoing support. Offered by 51% of companies for international permanent transfers, 10% for short-term assignments, and 61% for long-term assignments. Depending on employee level, the benefit is offered by up to 35% of companies for US Domestic transfers.
Policy Implications and Recommendations
The intricate dynamics of family involvement in corporate relocations require careful consideration of how to navigate this terrain with empathy and efficacy. Formulating actionable policy changes not only serves the immediate interests of employees and their families but also aligns with broader organizational objectives of talent retention, productivity, and corporate social responsibility.
Effective relocation policies must address various aspects of a transferee and their family’s transition. Here are some key recommendations:
- Comprehensive Acclimation Services: Expand services to include cultural training and pre-assignment assessments. These are essential components of the relocation package.
- NEI’s YOU Allowance: Consider introducing this flexible allowance, which can cater to the unique needs of each family.
- Support for Single Transferees: Recognize that finding social support systems and activities through a Destination Service Provider (DSP) is as crucial for single transferees as it is for those with families.
- Awareness of Available Services: Enhance awareness of the full range of available services, which can significantly improve the relocation experience.
Conclusion
By prioritizing comprehensive mobility programs that address the challenges faced by relocating families, employers can cultivate a culture of inclusivity and support within their workforce. As employers strive for excellence in their operations, integrating these policy recommendations can serve as a beacon of guidance, ensuring that the welfare and stability of relocating families remains at the forefront of corporate decision-making. Ultimately, relocation is about creating a supportive journey that begins well before the move and continues long after settling in, ensuring a successful transition and a rewarding experience in the new environment.
