Risk Mitigation: Employee Well-Being and Relocation
Relocating talent is more than a business strategy, it’s a deeply personal experience. To build a resilient and engaged workforce, organizations must proactively address the emotional and mental health impacts of mobility.
In today’s dynamic economy, companies must be strategic and nimble to remain competitive, especially when it comes to talent mobility. Relocation, whether international or domestic, has become a cornerstone strategy for talent deployment, career advancement, and organizational growth. But, moving employees from one location to another is not just a logistical exercise—it’s a deeply human experience. It not just a change of address, it’s a shift in routine, relationships, and identity and it carries real risks, particularly those associated with employee mental well-being. To foster a resilient, engaged, and productive workforce, organizations must recognize, anticipate, and actively mitigate these impacts.
Understanding the Relocation Effect
Relocation is deeply disruptive, both personally and professionally. Disruption on this level can trigger stress, uncertainty, and emotional fatigue, all of which directly impact an employee’s mental well-being. Many of the following factors contribute to this experience:
- Family Strain: Partners and children may struggle with the adjustment, amplifying emotional stress for the employee. Caregivers, whether of children or elderly parents, and those being cared for, may experience added stress due to the need to change established routines and processes.
- Loss of Social Support: Leaving local family and friends can lead to isolation and loneliness, and can even result in logistical and financial issues, such as the loss of family-provided childcare.
- Financial Pressure: Despite company support through its mobility program, employees may experience increased or unexpected costs, housing affordability challenges, or changes in compensation, especially in two income households due to the loss of partner income.
- Professional Uncertainty: New work environments, altered expectations, and unfamiliar management / coworkers can generate anxiety about job performance and security.
- Disrupted Routines: Changes in daily habits, such as commuting and exercising can be unsettling. Even living in a new home can be bewildering. Who hasn’t experienced the dissonance of knowing that an item can be found in a particular drawer - butin the old residence.
- Cultural Adjustment Stress: This is not limited to international moves. Employees may struggle to adapt to a new culture or societal norms even when the move is across state or provincial lines.
- Long-Term Psychological Impact: If not addressed, the stresses of relocation may contribute to lasting issues such as burnout and depression.
Top 3 Supportive Strategies
Supportive strategies place mental health as a primary concern throughout the relocation process. They acknowledge that behind every move is a person navigating change, uncertainty, and some level of emotional strain, making proactive care and risk mitigation essential for a successful move.
- Communicate Early and Often
- Inform employees early and clearly about relocation plans, job expectations, and relocation support that will be provided. Ensure relocation program materials are comprehensive and detailed. Address employee concerns and questions candidly.
- Check in regularly with the employee. While the employee is being expertly guided by their Cornerstone relocation consultant, it’s still beneficial to schedule touchpoints between HR, managers, and relocating employees to monitor well-being and address any emerging issues.
- Obtain post-move feedback. Encourage relocated employees to provide input regarding their experiences and suggest any needed improvements to the process.
- Flexible Mobility Programs
- Structured pre-decision support can set the foundation for a successful relocation. Ensure ongoing relocation assistance supports partners, children, and dependents, including partner employment counseling, school search assistance, and settling-in advice. Providing destination services assistance and cultural training to those moving internationally allows for faster assimilation and reduced stress.
- Ensure relocation policies are inclusive and provide needed services to facilitate the relocation process, without placing an undue burden on the employee or their family. Companies that offer comprehensive relocation programs have higher retention rates and better relocation outcomes.
- Provide the time off needed so employees can safely and efficiently complete all relocation tasks. Greater flexibility may be needed for single employees, caregivers or families with special needs.
- Organizational Initiatives
- Connect relocating employees with colleagues who have completed similar moves to foster community and shared experiences, and local knowledge. If the relocation program is tiered, ensure networked employees are receiving the same or similar benefits.
- Implement structured onboarding in the new location, including introductions to local coworkers, office tours, and social events.
- Ensure the employee has access to confidential mental health services such as Employee Assistance Programs (EAPs), therapy, and counseling sessions. However, don’t forget the human touch – the check-in noted above can provide a compassionate voice during a very stressful time.
- Established, clear paths for job advancement, mentorship, and skill development can help reduce professional anxieties and improve retention rates.
- Train management and leadership to recognize signs of high stress or burnout and provide them with the tools to respond to employee concerns with compassion and empathy. Allow for flexibility, when needed. Normalize the conversation around mental health within the company.
Easy? Not Exactly…
While supportive strategies yield substantial benefits, certain challenges must be acknowledged:
- Budgetary: Comprehensive relocation support can require investments that the company may not be willing or able to make, especially when viewed from a short-term perspective. Global Mobility can help inform leaders and business units regarding the long-term benefits of inclusive relocation support.
- Regional Variability: Differences in cultural norms can affect attitudes and approaches regarding mental health and relocation assistance. Ensure company philosophy is consistent across the company and all regions.
- Career-Related Concerns: Employees may hesitate to seek mental health support or speak to management out of fear of adverse career implications.
When organizations prioritize psychological health and well-being before, during, and after relocation, they not only allow their employees to thrive in new environments but also strengthen the company’s reputation, employee retention, and overall performance. Protecting mental health is both ethically important and strategically beneficial, helping employees grow and achieve their potential, both personally and professionally, during relocation and beyond.