fair reward practices. Organisational support that addresses safety and security also contributes significantly to wellbeing. In terms of international relocation policies, career management practices, mental health support interventions and home and host country mentors have been found to be particularly relevant. Clear policies that address terrorism preparedness and programmes that provide support in hostile environments are also critical, as is access to medical care. Conditions at work also play an important role in
assignees’ wellbeing. For example, good relationships between host country supervisors and international assignees lead to improved wellbeing. Good co-worker and peer relationships also result in positive effects. Meaningful work, role clarity and autonomy, and a good match between job demands and resources are further factors. Research has demonstrated organisational outcomes
of good wellbeing-support practices include improved assignee adjustment, job satisfaction, performance and organisational commitment, as well as knowledge transfer and sharing and overall greater work effectiveness. Assignment success is likely to be correlated to positive assignee and family wellbeing.
TAILORING ORGANISATIONAL SUPPORT Given the wide range of factors that comprise employee wellbeing – for domestic as well as internationally mobile personnel – it is likely that each individual will place different emphasis on their importance. So, for example, while some employees may value
flexible working and work-life balance most, others may prioritise supportive work relationships such as mentors. For others, financial wellbeing may be of greater significance. Tailoring wellbeing support such that each individual can maximise the benefits from the wellbeing programme is clearly advantageous to raising workforce wellbeing overall. Financial rewards must be transparent and equitable. Organisational policy and programme design
should not only provide an underpinning to ensure general employee wellbeing, but also allow for flexibility so every member of the workforce can achieve their own personal satisfaction and contentment. While flexibility in policy and programme design is to be encouraged, this must be combined with excellent communications, supported by appropriate technology, to ensure perceived equity and fair treatment.
“ TAILORING WELLBEING SUPPORT SUCH THAT EACH INDIVIDUAL CAN MAXIMISE THE BENEFITS FROM THE WELLBEING PROGRAMME IS CLEARLY ADVANTAGEOUS TO RAISING WORKFORCE WELLBEING OVERALL.”
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* Aon Global Benefits Trends Survey 2024 available from:
https://bit.ly/3NKl8bV
** The State of Employee Wellbeing in the Workplace: 2024. Available from: https://bit. ly/48nEux3
81
GLOBAL LEADERSHIP WELLBEING
GLOBAL MOBILITY MINI FACTSHEET: WELLBEING SUPPORT
Wellbeing support
Global mobility can be stressful and this can lead to poor health and wellbeing for employees and families on the move. Supporting wellbeing requires an holistic, human-centred approach to ensure successful global mobility.
WHY WELLBEING SUPPORT IS IMPORTANT Research has indicated that international assignees are frequently dissatisfied with the wellbeing support offered when they are relocated internationally. Such dissatisfaction can affect assignment outcomes negatively. Managers play a key role in ensuring
that assignees and their families are supported emotionally as well as via financial and practical support. Regular communication is crucial to identify potential problems and manage these before they become a concern. Successful approaches to managing
wellbeing in the workplace require a comprehensive policy approach that responds to both physical and emotional demands on individuals being relocated as well as their family members.
WELLBEING OF MINORITY GROUPS Minorities are less likely to have their wellbeing issues identified and addressed. Flexibility in policy is needed to ensure that ethnic minorities, the disabled, and the LGBTQ+ community are supported effectively. Women are still in the minority as international assignees
and their wellbeing issues also should be addressed specifically. Tailored support is important as every
individual’s needs are likely to be different. This need not become a major burden for managers provided that the assignment policy in place is both appropriate and flexible. Supportive management is important to ensure both business needs are met but also that individuals can work in a way that enhances their wellbeing.
CAREER SUPPORT INTERVENTIONS Career progression is one of the leading drivers for accepting an international assignment and support to ensure that this takes place is crucial to wellbeing. Mentoring, coaching, networking, and career counselling are all helpful interventions providing support for relocated employees particularly when working in unfamiliar cultures. Financial support packages for
international assignees are typically comprehensive. However, in today’s cost- cutting environment, cutbacks in financial support may damage wellbeing by causing stress to assignees and their families. Support with career management for accompanying partners (and working age children as appropriate) can provide an important intervention to assist in promoting family wellbeing.
ASSIGNMENT TRAVEL International assignments can take various forms including frequent mobility through short-term, commuter and rotational assignments. In addition, business travel that takes place while on assignment adds to the stress involved in the posting through frequent flying. Excessive travel is tiring and can cause
physical health problems particularly through crossing several time zones and
when flying long-haul. Where possible, the requirement to travel frequently and irregularly should be minimised in order to reduce the likelihood of burnout and improve the health and welfare of assignees. Wellbeing is also promoted through the reduction of periods of family separation.
ACCESS TO WELLBEING INTERVENTIONS Access to wellbeing interventions for employees and families is crucial for positive mental and physical health. For example, employee assistance programmes provide the opportunity for employees and family members to discuss their personal issues in a confidential and supportive environment. Access to courses, such as on mindfulness, can prove to be very beneficial to improving mental health.
To access the Mini Factsheet series visit
thinkglobalpeople.com and find out about events, webinars and podcasts. Contact us
info@thinkglobalpeople.com
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© 2024: Relocate Global & Think Global People
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