How to Make Relocation a Win-Win for Employees & Companies

December 6, 2021 Claire Ward

Relocation can be stressful. From the unexpected expenses to the never-ending to-do list, many unknowns can drive down employee morale and satisfaction. Assisting your employees with the relocation can remove a lot of employee-based stressors, but it benefits employers, as well.

While you may be initially concerned with the costs, a better onboarding and relocation experience will triple your employees’ likelihood of staying in their new country/state long-term.

How to Win the Employee Relocation Game

70% of failed relocations result from families not adapting or settling in, costing $65,000 from a failed relocation strategy. Employers can lower this average by doing the following.

Hire a Relocation Service

Most employers won’t have a grasp on how to prepare their employees for a permanent relocation strategy. After death and divorce, relocation is one of the most stressful things a human can go through. Economic differences and financial barriers further add to this stress.

However, a lump sum relocation package can remove stress from companies by considering costs and education regarding child care, schooling, moving and more. Employers won’t have to make guesses about their budget, as a relocation service offers cost transparency.

Create Relocation Incentives

Very few employees will willingly uproot their life for their job unless they’re benefiting from the move. If they’re only making a bit more in a new country, where’s the motivation to stay long-term? They’ll also find out quickly that other relocation services offer better incentives.

Many relocated employees will have their moving, home, and educational expenses computed. Plus, they’ll receive a bonus or some other form of financial assistance that goes towards their cost of living. The amount you choose to comp should depend on the new country of residence.

Prepare Employees in Advance

Most employees aren’t fully aware of what they’re in for when relocating to a new country. Cost of living, language and cultural barriers, and mental/physical health can all play a role in whether or not your employee enjoys the move. It’s important to pre-screen employees to ensure fit.

After you’ve decided your employee is worth the investment, you also need to make sure they feel the same about your company. Every employee should receive detailed information about the location they’re moving to, which will reduce overwhelm and help them settle in.

Keep Employees in the Loops

Relocated employees are still a part of the team, but they’ll soon feel out-of-touch with their co-workers, managers, and bosses after a long stay in a new country. Never leave your relocated employees out of the loop. Invite them to meetings, virtual parties, and check-ins.

Make sure that you don’t limit interaction to text messages, as that will still fail to address the disconnect. Face-to-face interaction, even though the screen, allows for better exchange of information since both parties can see and interpret facial expressions and body language.

Offer Support for the Family

Since families are responsible for the high rate of transfers, it’s essential to consider them in the process. Your employee’s spouse may need to find a new job, which requires culture and language training, while their children may need to start at a new public or private school.

To reduce the emotional stress of the move, speak to your employee’s family beforehand to iron out any issues or concerns they may have. Even if they feel they can adjust, don’t take their word for it. Offer the family some information about schools, jobs, or language programs.

The relocated party may need career counseling, an interpreter, or mental health services to handle certain aspects of the move. If possible, try to implement weekly sessions for both the family and employees in these areas. Continue to offer support throughout the transfer.