We’ve all heard it before: every relocation is different. Why is that? Is it because the needs of every employee varies or because their situation is entirely different than their counterparts? The answer is both. Mobility managers are faced with the challenge of addressing and managing an unlimited combination of needs, wants and requests, and that responsibility can be daunting. IMPACT Group recently conducted a survey of over 3,000 relocating employees and spouses/partners to assess their relocation experiences and noticed four overarching trends that can help companies improve their programs.
- Employees want to feel supported. When a mobility program adequately supports a company’s relocating employee population, employee engagement in their new job skyrockets.
- Single relocating employees are increasing. This doesn’t come as a huge surprise since single employees typically have less roots and have the freedom to be more flexible. However, what is astonishing is that the vast majority (67%) of the employees cite personal career development as their driver for relocating for a job, above factors such as compensation (10%), spirit of adventure (5%), and cost of living (2%).
- Spouses/partners need growth too. It’s easy to put all of the focus on the employee, but when "61% of couples in the U.S., 69% of Canadian couples, and an impressive 75% of European couples are dual-income" households, it’s crucial to consider spouses/partners when developing your mobility program.
- Settling-in assistance is critical for post-move happiness. 79% of the respondents in the survey reported that integration assistance (also known as settling-in assistance) helped them save time settling into their new location. With 89% of employees moving with a spouse/partner and 52% moving with kids, allowing families to settle in and get acclimated quicker will help the employee’s engagement and productivity in their new job.
Have you found it challenging to address some of these trends with your relocating employee population? If so, take a look at your program as a whole. Start with the number one trend, support. If you believe there’s area for improvement, consider reviewing the benefits that you offer and see if there are changes you can make.
We’ve identified some other areas to improve happiness for your relocating employees: The Happy Customer Equation. It may also be worth looking at what support you offer for your employee's mental health: Exploring Expat Mental Health.
Unique challenges face each employee and family. If unaddressed, these challenges can threaten their ability to thrive—derailing momentum.