.png)
Supportive Cultures Benefit Talent Management Goals
Successful recruitment and/or relocation of talent often hinges on more than just the right logistics and financial support—it also depends on one’s corporate culture.
Talent asked to relocate for a new position face not only the stress of the physical move but also emotional and psychological challenges. Corporate culture plays a vital role in supporting them through this process.
To help employees manage transitions, a truly supportive culture can turn a stressful relocation into a smooth process. A lack of cultural support can leave employees feeling isolated, disengaged and maybe regretting their decisions.
Research by SHRM found that a whopping 90 percent of workers who rate their company culture as “poor” have thought about quitting1. PwC’s 2021 Global CultureSurvey2 also found:
- 69% of businesses who adapted culture-focused initiatives said their company culture gave them a competitive advantage, and
- 66% of executives and board members believe company culture is more important to performance than the organization’s strategy or operating model.
Let’s examine how integrating a company’s positive culture into the relocation experience can be crucial to recruiting, moving, and retaining top talent.
Corporate Culture is Key
Corporate culture is more than mission statements or perks; it embodies the values, beliefs, and behaviors that shape employee interactions and their relationship with the company. When employees relocate, they enter a new social and professional ecosystem, facing unique challenges as they adapt to a new community, office dynamic, and work environment, often without familiar support systems. Companies with inclusive, well-defined cultures provide stability during this transition, fostering a stronger sense of belonging and ensuring a smoother relocation.
Also, understanding the top-tier benefits available is essential for improving employees’ experiences. Focusing on strategic perks and options is an excellent starting point. It is also key to factor in a benefits package during the recruitment and relocation process.
Building a Culture that Supports Relocated New Hires and Employees
Without proper cultural integration, employees who feel disconnected after relocating are more likely to leave a company, often within the first year.
Sandy Costa, an organizational psychologist, wrote in ForbesMagazine3 that – contrary to popular belief – recruitment and retention are not isolated tasks, but are interconnected processes. She writes there are three major “Talent myths” that need debunking:
- Myth 1: Salary is the primary driver of employee retention.
This may stem from assumptions that employees are solely motivated by money. While competitive salaries are essential, other factors are equally important.
- Myth 2: Recruitment concludes after extending a job offer.
Do not overlook ongoing support in onboarding. This ensures new hires feel welcomed and equipped with the necessary resources and integrated into the company culture from day one.
- Myth 3: Retention starts after hiring.
A key retention component is alignment of employee and company values. By selecting candidates whose values align with those of your company, retaining those employees is likely.
Confronting these myths and offering a welcoming onboarding and relocation experience will have a positive effect on your hiring and retention efforts. Consider the following ideas for enhanced employee experiences:
- Clear communication and proactive updates from their assigned relocation manager assures employees and family members they are not navigating the move alone.
- Offering flexible relocation benefits. Providing employees the opportunity to select the relocation benefits that fit their needs the best while using a budget tool to work within a predetermined budget can reduce stress and help employees feel more empowered during their move.
- A sense of community is important. Company mentor programs—where experienced employees assist with an employee’s acclimation to the new workplace can ease the transition. This can include introducing them to company groups and committees to help relocated employees build connections and integrate themselves into the new location. Area orientations may also be provided to acquaint the employee and family with the city and its amenities.
NEI’s service delivery model is built to support the needs of our clients and address their employees’ emotional and practical needs during a relocation.
Also, consider the clear benefit: when a business replaces a salaried employee, it costs six to nine months of their average salary to find another.4
By prioritizing cultural alignment, benefits and engagement, companies can minimize turnover and retain a committed workforce.
The Difference Maker: Communication, Flexibility, Community
Investing in cultural integration goes beyond making relocations easier and impacts overall business success and employee engagement. The goal is about ensuring long-term satisfaction and retention, creating an environment where employees thrive no matter where they are.
A Deloitte survey that interviewed over 7,000 CEOs and HR leaders5 reported 82 percent of respondents believed company culture could provide a competitive advantage.
This underscores just how important corporate culture is as acritical factor in successful recruitment and retirement efforts, which in turn supports successful employee relocations.
While logistical planning and financial assistance are important, a strong culture—rooted in communication, flexibility, and community—helps employees feel valued and connected, even as they navigate relocation challenges.
The result can be a smoother relocation and a more engaged, committed workforce—leading to lower costs, higher profits and better business outcomes for one’s company.
If you have questions about these situations, please contact your NEI Client Relations Manager at 800.533.7353 at any time.
This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.
1. https://www.hrmorning.com/news/company-culture-new-competitive-advantage/
2. https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2021.html
4. https://www.peoplekeep.com/blog/employee-retention-the-real-cost-of-losing-an-employee
Supportive Cultures Benefit Talent Management Goals
Successful recruitment and/or relocation of talent often hinges on more than just the right logistics and financial support—it also depends on one’s corporate culture.
Talent asked to relocate for a new position face not only the stress of the physical move but also emotional and psychological challenges. Corporate culture plays a vital role in supporting them through this process.
To help employees manage transitions, a truly supportive culture can turn a stressful relocation into a smooth process. A lack of cultural support can leave employees feeling isolated, disengaged and maybe regretting their decisions.
Research by SHRM found that a whopping 90 percent of workers who rate their company culture as “poor” have thought about quitting1. PwC’s 2021 Global CultureSurvey2 also found:
- 69% of businesses who adapted culture-focused initiatives said their company culture gave them a competitive advantage, and
- 66% of executives and board members believe company culture is more important to performance than the organization’s strategy or operating model.
Let’s examine how integrating a company’s positive culture into the relocation experience can be crucial to recruiting, moving, and retaining top talent.
Corporate Culture is Key
Corporate culture is more than mission statements or perks; it embodies the values, beliefs, and behaviors that shape employee interactions and their relationship with the company. When employees relocate, they enter a new social and professional ecosystem, facing unique challenges as they adapt to a new community, office dynamic, and work environment, often without familiar support systems. Companies with inclusive, well-defined cultures provide stability during this transition, fostering a stronger sense of belonging and ensuring a smoother relocation.
Also, understanding the top-tier benefits available is essential for improving employees’ experiences. Focusing on strategic perks and options is an excellent starting point. It is also key to factor in a benefits package during the recruitment and relocation process.
Building a Culture that Supports Relocated New Hires and Employees
Without proper cultural integration, employees who feel disconnected after relocating are more likely to leave a company, often within the first year.
Sandy Costa, an organizational psychologist, wrote in ForbesMagazine3 that – contrary to popular belief – recruitment and retention are not isolated tasks, but are interconnected processes. She writes there are three major “Talent myths” that need debunking:
- Myth 1: Salary is the primary driver of employee retention.
This may stem from assumptions that employees are solely motivated by money. While competitive salaries are essential, other factors are equally important.
- Myth 2: Recruitment concludes after extending a job offer.
Do not overlook ongoing support in onboarding. This ensures new hires feel welcomed and equipped with the necessary resources and integrated into the company culture from day one.
- Myth 3: Retention starts after hiring.
A key retention component is alignment of employee and company values. By selecting candidates whose values align with those of your company, retaining those employees is likely.
Confronting these myths and offering a welcoming onboarding and relocation experience will have a positive effect on your hiring and retention efforts. Consider the following ideas for enhanced employee experiences:
- Clear communication and proactive updates from their assigned relocation manager assures employees and family members they are not navigating the move alone.
- Offering flexible relocation benefits. Providing employees the opportunity to select the relocation benefits that fit their needs the best while using a budget tool to work within a predetermined budget can reduce stress and help employees feel more empowered during their move.
- A sense of community is important. Company mentor programs—where experienced employees assist with an employee’s acclimation to the new workplace can ease the transition. This can include introducing them to company groups and committees to help relocated employees build connections and integrate themselves into the new location. Area orientations may also be provided to acquaint the employee and family with the city and its amenities.
NEI’s service delivery model is built to support the needs of our clients and address their employees’ emotional and practical needs during a relocation.
Also, consider the clear benefit: when a business replaces a salaried employee, it costs six to nine months of their average salary to find another.4
By prioritizing cultural alignment, benefits and engagement, companies can minimize turnover and retain a committed workforce.
The Difference Maker: Communication, Flexibility, Community
Investing in cultural integration goes beyond making relocations easier and impacts overall business success and employee engagement. The goal is about ensuring long-term satisfaction and retention, creating an environment where employees thrive no matter where they are.
A Deloitte survey that interviewed over 7,000 CEOs and HR leaders5 reported 82 percent of respondents believed company culture could provide a competitive advantage.
This underscores just how important corporate culture is as acritical factor in successful recruitment and retirement efforts, which in turn supports successful employee relocations.
While logistical planning and financial assistance are important, a strong culture—rooted in communication, flexibility, and community—helps employees feel valued and connected, even as they navigate relocation challenges.
The result can be a smoother relocation and a more engaged, committed workforce—leading to lower costs, higher profits and better business outcomes for one’s company.
If you have questions about these situations, please contact your NEI Client Relations Manager at 800.533.7353 at any time.
This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.
1. https://www.hrmorning.com/news/company-culture-new-competitive-advantage/
2. https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2021.html
4. https://www.peoplekeep.com/blog/employee-retention-the-real-cost-of-losing-an-employee
