The Rise of Super Commuting and its Intersection with Employee Mobility

In recent years, the concept of the traditional workplace has undergone significant transformations. While hybrid and remote work have gained tremendous traction, a new trend is emerging that challenges the conventional norms of employee relocation: super commuting.

As a leading global mobility company, TRC Global Mobility is closely monitoring this trend, recognizing its significant implications for employers and employees. We will explore why some employees opt for extended commutes over relocation and how corporate relocation professionals can navigate this evolving landscape.

Understanding Super Commuting

Super commuting refers to employees traveling exceptionally long distances, sometimes crossing state or national borders, to reach their workplace. Most super commuters are undertaking longer commutes within or adjacent to the same metro area, commuting primarily by automobile or train.

However, there is also “extreme commuting,” a term tracked by the U.S. Census Bureau, which defines it as “workers who travel 90 minutes or more to work, one-way.” The U.S. Census Bureau has noted that extreme commuting has steadily increased since at least 1990. Extreme commuters are often flying into and out of distant work locations.

Factors Driving the Rise of Super Commuting

1. Impact of the Pandemic and Rise of Remote Work: The COVID-19 pandemic forced dramatic changes in working arrangements and expectations. Suddenly, virtually all white-collar workers were remote workers. One frequently cited study described a resulting “donut effect” with work moving from downtown offices to distant suburbs. Some workers moved far from their office location, assuming full-time remote work was here to stay.
2. Family and Lifestyle Considerations: Many employees are rooted in their current communities, with family ties, social networks, and lifestyle amenities that make relocation less appealing. For these individuals, super commuting becomes a viable alternative that allows them to fulfill their professional obligations while maintaining their personal lives.
3. Cost of Living: The cost of living in major metropolitan areas can be prohibitively high. Employees may find that their current residence offers a more affordable lifestyle and higher standard of living than the financial burden of relocating to a city with higher housing costs. Super commuting allows them to balance professional opportunities with personal financial stability. (However, a significant chunk of the savings could be wiped out by higher commuting costs and expenses in the work location.)
4. Workplace Flexibility: With the advent of hybrid work models, many companies now offer flexible work arrangements. Employees might only need to be physically present in the office a few days a week, making super commuting a manageable option. This flexibility can reduce the frequency and impact of long commutes.
5. Technological Advancements: Transportation and communication technology advances have made super commuting more feasible. High-speed trains, improved road networks, and reliable remote work tools enable employees to manage their responsibilities effectively despite the distance.

Implications for Employers and Corporate HR Professionals

The rise of super commuting presents challenges and opportunities for employers and corporate HR professionals. Understanding these dynamics is crucial for developing effective strategies to support employees and maintain productivity.

1. Employee Well-being and Productivity: Long commutes can take a toll on employee well-being and relationships with family and work colleagues, leading to fatigue and decreased productivity. Employers are wise to recognize the potential strain on their workforce and implement measures to support their super commuters. These can include flexible work hours, wellness programs, and resources to manage stress and work-life balance.
2. Cost Management: While super commuting may eliminate the immediate costs associated with employee relocation, it can introduce other expenses, such as travel allowances and accommodations, depending on the employee’s position and company policy. HR professionals must carefully assess the financial implications and develop comprehensive policies that balance cost efficiency with employee satisfaction.
3. Talent Retention and Recruitment: Offering super commuting options can be valuable for talent retention and recruitment. Employees with the flexibility to choose commuting arrangements may feel more valued and engaged. Promoting this option can attract top talent who prioritize lifestyle and family considerations.
4. Compliance and Legal Considerations: Super commuting across state or national borders can raise complex legal and compliance issues. Employers must navigate varying tax regulations, labor laws, and immigration requirements. Corporate HR professionals must address all necessary legal considerations to avoid potential pitfalls.

Strategies for Supporting Super Commuters

To effectively support super commuters, employers and HR professionals should consider implementing policies and strategies that address their unique needs and challenges.

1. Flexible Work Arrangements: Providing flexible work schedules and remote work options can significantly alleviate the burden of long commutes. Allowing employees to work from home for part of the week can reduce the frequency and impact of their travel.
2. Travel Support: Depending on the employee and situation, companies might offer some assistance with super commuting travel costs to retain a valued employee.
3. Extended Relocation Option: For employees commuting from far away, it could be worth maintaining a relocation benefit option if the super commuting arrangement is not working out for the employee or the company.
4. Wellness Programs: Implementing wellness programs focusing on physical and mental health can help super commuters manage the stress associated with long commutes. This can include access to fitness facilities, mental health resources, and wellness workshops.
5. Technology Integration: Leveraging technology to facilitate seamless communication and collaboration is crucial for super commuters. Ensuring employees have access to reliable remote work tools, video conferencing software, and project management platforms can enhance productivity and connectivity.
6. Clear Communication: Maintaining open and transparent communication with super commuters is essential. Regular check-ins, feedback sessions, and clear expectations can help employees feel supported and engaged. Employers can also provide resources and guidance on managing long commutes effectively.

The Future of Super Commuting

As the workforce continues to evolve, the super commuting trend will likely persist. Employers and corporate relocation professionals must remain adaptable and responsive to these changes.

By recognizing the unique needs of super commuters and implementing supportive strategies, companies can create a work environment that fosters employee satisfaction and productivity.

Conclusion

The rise of super commuting represents a significant shift in how employees approach their professional and personal lives. As more individuals opt for long commutes over traditional relocation, employers and corporate relocation professionals must adapt to this new reality. Companies can effectively support super commuters by implementing flexible work arrangements, considering travel support, and leveraging technology.

At TRC Global Mobility, we are committed to staying at the forefront of workforce mobility trends. Our comprehensive relocation solutions are designed to address the diverse needs of today’s workforce, including those who choose super commuting as a viable option. We believe that by understanding and supporting the evolving preferences of employees, we can help companies thrive in an ever-changing global landscape.