When relocating employees, many employers will consider and support the physical logistics of the move, but many downplay the physiological stresses and strains on employees and their families. Relocation can turn a whole family’s world, from spouses to children to pets, upside down. There’s a gap between employer needs and employee expectations, and this gap can be filled by organized global mobility teams and technology.
Managing The Transition For All
When relocating employees, employers commonly focus on obvious support such as security briefings when the relocation is to a high-risk location. Even in these situations, the focus is largely on the employee, not the family.
Thankfully, businesses are now placing more importance on the family unit rather than just the assignee’s well-being, as the investment cost of appropriate cultural and welfare support is far outweighed by the cost of a failed relocation.
Tracking work authorization and tax briefings, delivery of key vendor services, finding jobs for spouses and new schools for children, local healthcare offerings and inoculations, and documentation for beloved pets are just a few examples of what global mobility teams use tech to handle.
Relocation is no easy task, and there’s a great deal that happens in every move. Global mobility tech is therefore essential to support the efficient delivery of these services to the entire family.
Keys To A Stress-Free Relocation
Employers that make their relocation policies easy to understand and wholly inclusive are a step ahead. Use simple terminology and clear language to ensure all family members can understand what they’re signing up for. Defining benefits and allowances that are flexible enough to be inclusive for all is also critical. This isn’t about policy exceptions but rather providing enough flexibility so the policy is welcoming to a family, a single parent, or same-sex partners.
Moreover, relocation procedures should clearly indicate how instructions in the policy should be carried out and ensure these rules are equitable and easy to adhere to. Where possible, a relocation policy should present employees with options, giving them a sense of ownership over the transition.
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