I accepted an assignment in another country, but what about my family?

We didn’t want to say it, but yes, the before and after of the pandemic are noticeable and after “great resignations” in the United States and other countries it is evident that companies are facing the problem of retaining qualified talent.

It was to be expected that mobile employees have also become part of the statistics of mass resignations, alerting companies and making them realize that it was necessary for them to understand their concerns and job expectations.

The family experience has been transformed and is now a compelling reason for employees to accept an assignment. There are three elements that have completely transformed it:

– The impact of the pandemic: Confinement turned the family dynamic 180°. Now we can say that ties are much stronger, and most employees are inclined to work remotely. It is a fact that the appreciation for family life has grown and the need for business travel or loyalty to a job is being strongly questioned.

– The role of the partner: From the implications of a relocation to the rejection of an assignment, the partner plays an important role in the decision-making process. Companies need to stop seeing couples as related and make them part of shared decisions.

– Dual income couples: Following on from the previous point, statistics show that couples where both works are on the rise, such is the case of the millennial generation where 90% have a partner who also works which makes it even more difficult to decide if they are willing to reduce their income in exchange for a relocation abroad.

 

How should companies support families?

One common situation is for a company to provide cash allowances to the relocated employee to address family support issues as they arise.

Alternatively, some companies may help couples resolve their careers as well (if they have had to resign because of the relocation) and this enhances their reputation as a caring and supportive organization.

A riskier alternative is when an employee decides to accept a relocation at the cost of splitting up the family. It is proven that 85% reject this option and the decrease is due to what we talked about at the beginning, the family now has a closer relationship.

Another important point is pets. We know that the number of adoptions grew because of confinement and that many animals served as emotional support, so relocation packages should consider the costs if a family requests that service.

Undoubtedly, the fact that a company cares about the well-being of the couple and the family itself brings improvements in job performance and a positive perception that reinforces the employer’s brand. A grateful employee will always be a company’s best letter of introduction.

Nowadays companies are taking care of their relocation budgets, but also being empathetic is the most effective way to avoid early attrition of talent seeking employment benefits.

 

Sources:

www.mercer.com
www.plusrelocation.com

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