Mobile EX: The impact of the destination location

A lot of people are pretty reluctant to move right now. It's a trend that's just reached an all-time high, with a number of elements contributing to the level of hesitance. While many companies are revisiting what they offering to support the relocation process and how they can overcome employee reluctance, the reality is that many issues are specific to the destination location. 

In a previous post, we discussed that the destination city can have a significant impact on an employee's ability and desire to relocate. Several factors come into play for people when considering whether to relocate to a specific location. Here are some key points that can influence an employee's decision:

1. Housing and Cost of Living: Cost of living is often the most influential factor in determining when and where to move. Employees assess whether their salary or income potential in the new location will adequately cover housing, transportation, healthcare, taxes, and other essential expenses. Higher costs may deter individuals from relocating, while lower costs can make the move more appealing. Mortgage rates and high rents currently are very big impediments, combined with a lack of housing and rental options in many markets. 

2. Quality of Life: How enjoyable will living in a new place be? This consideration includes destination climate, recreational opportunities, cultural amenities, safety, healthcare facilities, education options, and community environment. If the destination city offers a high quality of life and aligns with the employee's preferences and interests, they may be more inclined to relocate.

3. Social Support Network: If the employee has family, friends, or a strong professional network in the destination city, it can make the transition smoother and more attractive. On the other hand, the lack of a support system may make relocating more of a challenge. 

4. Personal Circumstances: Factors such as marital status, family commitments, educational opportunities for children, proximity to loved ones, and personal preferences all shape an employee's willingness to relocate.

5. Commute and Transportation: A long and arduous commute may discourage relocation, while efficient public transportation or shorter travel distances can make the prospect more appealing.

6. Cultural Fit and Diversity: The cultural environment and diversity of the destination city can also impact an employee's willingness to relocate. Some individuals may be drawn to cities with a vibrant community that aligns with their values and interests, while others may want to avoid the fast-paced rush of large metropolitan areas.

7. Future Career Growth: Employees often consider the long-term career prospects and growth opportunities that the destination city can offer. If the city is known for its industry clusters, professional networking opportunities, or a thriving business ecosystem, employees may be more inclined to relocate to enhance their career prospects.

Understand that the relative importance of these factors can vary for each individual. While some employees may prioritize career growth, others may place more emphasis on lifestyle factors or personal circumstances. Ultimately, the decision to relocate depends on the unique needs, priorities, and preferences of the employee. Addressing this kind of variability and need to provide personalization to better support the relocating employee experience, is why flexibility is such a key element that programs are working hard to improve and integrate into global mobility.

This article from Lendingtree, shares the best - and worst - large metros for homeownership today. Here are 3 big take-aways: 

1. Raleigh, N.C., Charlotte, N.C., and St. Louis are the three best large metros for homeownership. 
2. Half of the metros in our study’s top 10 are in the South. 
3. Los Angeles, San Francisco and Miami are the three worst large metros for homeownership.

Dive in and explore the "why's" in greater detail.