Destination mentors play a very important role in helping your employees get acclimated quickly during a relocation. To develop a culture of mentoring, your organization needs to carefully consider what type of mentor you wish to provide and what kind of relationship he or she will have with the employee.


A Natural Leader

Many different traits characterize leaders. When selecting mentors for your employee relocation program, you will want leaders who are knowledgeable and experienced but also open-minded and willing to listen. After all, the point of having a mentor is to help the relocating employees get comfortable, which means they must be able to voice their thoughts and concerns to their mentor. You will want people who can communicate clearly and effectively. Being calm and assertive is a positive quality for someone feeling displaced and unsure of their surroundings.

Availability and Commitment

Another important part of selecting mentors for your employee relocation program is finding people who have the time and dedication to dedicate to this role. An inaccessible mentor will not help reduce the stress or fear related to the move. The mentors need to be able to commit to regular meetings and discussions about the employee’s progress in adjusting.

Common Interests

Mentors should also share some common interests with the employee outside of work. This will help build their relationship early on and provide reassurance about the culture and surroundings in the new location. Mentors who do not share interests with the new employees will often be left with little to discuss and will have a harder time creating an open line of communication.

Culture shock can happen anywhere, but destination mentors can help reduce the stress it causes. The perfect mentor will be able to listen to the employee’s concerns and answer any questions about their new work and living environment. This guidance and reassurance will help the employee focus on the new job. It all starts by choosing a mentor committed to the employee’s success and with a vested interest in sharing what they know about the area and the office.

Want to know more about Domestic Relocation Culture Shock?

Most employers don’t consider these principles in employee relocation, which can result in failed assignments. Does Domestic Culture Shock exist? It sure does. In this white paper, learn cost-effective ways to mitigate the stress of moving out of state and the risks of failed domestic assignments.

  • Find out when intra-country moves are most likely to produce culture shock
  • Explore the differences between lifestyle and work style shock
  • Improve employee assessment for a better outcome
  • Learn why cultural training and mentoring are critical tools.

Download the Domestic Culture Shock White Paper


TRC Blog

Keep Exploring This Topic.

Get more expert insight on what matters most for your business -- keep checking out the TRC blog.

Ready to make your relocation program even better? Let’s move.

You’ve got a destination. We’ve got the plan to get you there. Let’s get started.

Talk to a relocation specialist today

Man talking on a phone