PROVIDING AN EXCELLENT RELOCATION EXPERIENCE
Relocating employees, their spouses and families can be a tricky task if not managed correctly. Failure to settle into a new country and culture for the whole family can often be the catalyst for a failed assignment. Eva Stock, director of business engagement at FOCUS, looks at the challenges affecting assignment success and explains how companies can fully prepare and support their staff before and during their relocation.
O
ver the past 20 years, the evolution of global mobility to an even-faster-paced, fragmented environment
means that global mobility professionals have had to be more nimble to keep up with the complexities of a relocation, meet the demands of the business and ensure assignee satisfaction – all at lightning speed. Simultaneously, the profile of the
assignees has changed from the traditional family to more female assignees and, recently, to a younger, more diverse population with a strong focus on dual- career couples. Meanwhile, assignees and their partners are increasingly concerned about their well-being and the overall relocation experience, adding an extra layer to an international move. There are, of course, all of the procedural
aspects of the move, including visas and immigration, payroll and benefits, home and school searches, as well as the physical move itself. This ‘relocation experience’ varies for each person and it is important to emphasise that moving to a new country will have its ups and downs. A key factor
that is often overlooked is assignee and family support; its value is underestimated and difficult to quantify in the whole picture of assignment satisfaction.
THE IMPORTANCE OF ONGOING RELOCATION SUPPORT There have been great technological advances that help to facilitate the assignment process. But let’s not forget that global mobility is in the business of moving people and it is up to us to ensure that they are having a positive experience. According to a survey of FOCUS
members taken in May 2019, 50 per cent of respondents said that it took them between 6-12 months to feel settled in their new location. Generally, a lot of support is provided at the initial phase of the assignment. Frequently, however, questions or concerns come up a few months into the relocation when support is no longer available. So what can we do? There is no a
magic formula to ensure the success of an international assignment, but it is important to recognise that if support is available
throughout the assignment, the family’s needs can be addressed promptly, thus contributing to a positive experience for both employee and partner. Provision of that support can be given in
many ways depending on each individual’s needs. Let’s examine personal, dual-career and financial challenges, which may be impeding assignment success.
PERSONAL CHALLENGES These are inevitable during an international move and it is vital to set realistic expectations from the outset. The first impression is the one that will last, so the tone is essential – be realistic, but positive. Most people give little thought to who
they are and where they come from until they arrive in a new country. It is important to take in the new culture – behaviour, environment and even the way people dress. While cultural training may be provided by the company, the working partner may not feel they need it if they have been regularly travelling to the new destination; however, the partner and children will benefit immensely and this should be strongly recommended.
28 | RELOCATE | AUTUMN 2019
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