The Importance of Involving the Spouse/Partner and Family in Employee Relocation Discussions
Too often, a company identifies an ideal candidate for a role that will require employee relocation and then communicates only with the candidate about the potential relocation. Ironically, the accompanying spouse/partner and family often endure the brunt of the move.
Benefits of Spouse/Partner Inclusion
For an employee relocation to be successful, the company should recognize the integral role the spouse/partner plays and include him or her in the process. This means sharing details about the move with the family and providing an open, yet confidential forum where the family can discuss the pros and cons of a domestic relocation or an international relocation. If there is an opportunity for a pre-decision or pre-assignment trip at this stage, including the family can help to alleviate any fear of the unknown and help them to begin to develop a picture of life in the destination location. Anxiety and worry can absorb huge amounts of time.
This is also the time for the company to explain how it will support the relocation. Employee and family needs vary greatly, and an astute employer recognizes this. Even employees who have relocated with the company before may have different needs than for the previous move, if their family situation has changed or the destination is more challenging, for example.
Providing Support During an Employee Relocation
If the company is working with a relocation management company (RMC), this is the time for the RMC to outline the relocation package and to explain the services and support that the RMC will provide throughout the move. In many cases, it will be the spouse/ partner managing much of the relocation, not the employee, and it is imperative that he or she understands the support the company will provide. For those companies that administer their relocation program in house, the staff should be prepared to not only offer sound and creative relocation solutions but also to act as counselors and confidantes—often outside of normal business hours.
Including the family in the decision making process and establishing expectations for the relocation process set a positive tone and position the relocation for success. The employee and family are likely excited yet anxious at this point. Allowing the family to hear the relocation information first-hand and ask any questions will help to reduce excess workday personal calls, diminish the need to repeat information and ultimately boost productivity.
Download the eBook – Maintaining Productivity During an Employee Relocation: Best Practices & Considerations for Your Employee Relocation Policy
The relocation process by definition creates substantial distraction and dissonance, reducing the employee’s focus and engagement, and ultimately, productivity. The more complex the move and the greater the family reservations and stress, the more engagement and productivity are affected. So how can companies managing global mobility help employees remain more engaged and productive during a domestic relocation or international relocation? Download this white paper to learn.
About TRC Global Mobility
TRC Global Mobility is a U.S.-based, 100% employee-owned employee relocation company focused exclusively on US, international and government relocation services. We help our clients to use talent mobility to achieve their strategic business objectives. By ensuring our clients have the right talent in the right place at the right time, TRC empowers them to realize their full, global potential. Contact Us if you’re ready to take your relocation policy and talent mobility to the next level!