POLICY
FAMILY SUPPORT
Policy implications for domestic and international moves
Relocation affects not just employees but the whole family. Dr Sue Shortland explains how family support can make a positive difference to both domestic and international relocation outcomes.
T
he offer of a transfer to another part of the country or abroad turns a family’s world upside down. If the aim of the organisational relocation exercise is to move the employee
long term or permanently to the new location, the possibility of the employee’s undertaking such a relocation exercise on a long-distance commuter basis or as an unaccompanied move becomes less feasible. Family separation for extended periods causes stress and
damages relationships. Thus, family members have to decide whether to accompany the relocated employee. If they decide not to do so, the transfer/assignment will most likely be turned down. If an organisation has identified the most appropriate person for
relocation, to lose that talented individual from the new role is far from ideal. If, on the other hand, the family decides to move with the employee but is unhappy, this will strain family relationships and affect the work quality and productivity of the relocated employee. This will lead to poor return on investment from the organisational talent management strategy.
The role of family support Research shows that one of the major causes of international assignment failure concerns family members being unable to settle in, and cope with, their new host-country environment. Spouses/partners who are unable to gain employment and build
their own social and friendship ties become isolated and unhappy. Children unable to settle in at school can become withdrawn and lonely. Unhappy families create unhappy homes. As explained in Relocate’s series of factsheets on family and
employee support, organisations can develop and implement mobility strategies, policies and practices that support families on relocation.
Interventions that are particularly valuable include dual-career spouse/partner support (see p34), educational support and advice, and support for well-being and work-life balance.
Spouse/partner support Those spouses and partners who pursue their own careers are likely to want to continue to do so. They are also likely to need to earn income to maintain their family’s standard of living and preserve their own financial independence. Finding suitable employment in the new location can prove
difficult, especially if the relocation exercise involves international mobility. Organisations can support working spouses and partners in identifying potential employment opportunities by linking them with local employers and networking groups. If the relocation requires the spouse/partner to secure a visa or
a work permit prior to gaining employment, advice on, and support with, obtaining the necessary documentation can be included in policy and be provided. Depending on the career of the spouse/partner and the
opportunities available within the relocated employee’s own organisation, direct employment may be a possibility, or work could be offered on a contract basis. If it is not possible for the spouse/partner to work in paid
employment, information on voluntary work opportunities can be provided. This helps spouses or partners to develop their own sense of place in the local community and undertake activities that boost their feelings of contribution and self-worth. International mobility presents cultural challenges, as explained
in Relocate’s factsheet series on managing across cultures. Mobility policy that includes spouse/partner support with writing CVs/ résumés and interview training, cross-culturally tailored to the host location, will prove very valuable in securing employment opportunities. Challenges for relocated working family members can also include
language and qualification differences. Language training and support to fund the updating of qualifications can go some way to help spouses/partners in such situations. Relocation policy may
32 | Re:locate | Autumn 2017
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60
