Relocating for work is a significant life event that can bring about both exciting opportunities and substantial challenges. For assignees, the process of moving to a new country involves not only adjusting to a new role but also navigating a different culture, language, and environment. This transition can be particularly complex for dual-career families, where the spouse or partner’s career and well-being play a crucial role in the success of the relocation.
Addressing Professional Needs
One of the top concerns for dual-career families is the career of the spouse or partner. In fact, the spouse’s work life consistently ranks as the #2 or #3 reason for relocation failure and is a top reason for relocation refusal in various industry surveys. According to a survey from our partners at Impact Group, 91% of respondents relocated with a spouse or partner, highlighting the importance of addressing this concern.
The partner, often responsible for managing many details of the move, carries a heavy load, especially when it includes searching for a job in the new location. This responsibility can significantly impact the employee’s emotional well-being and, consequently, their performance at work. As one transferee noted, if her “kids and husband feel well, then it is easier to adjust emotionally as well and perform at work.” The inverse is also true, emphasising the interconnectedness of personal and professional well-being.
Emotional Challenges and Their Effect on Work
Relocating to a new country can compound the stress of learning new job responsibilities. The survey revealed that 20% of those who experienced emotional challenges during or after the move indicated that this had a significant or very significant effect on their ability to focus on their role. Additionally, 41% reported a slight effect on their work. Overall, three out of five people said the emotional challenges of moving affected their ability to focus on work, with one out of five reporting a significant or very significant impact.
Talent leaders understand the correlation between relocation failure and emotional well-being. Nearly 80% of mobility leaders in our latest corporate relocation study acknowledged this connection. As a result, organisations are prioritising well-being during relocations more than ever. Providing resources that specifically address these issues ensures employees thrive in their new role and location, benefiting both the individual and the organisation.
Partner Support: Utilisation and Challenges
While 80% of international companies provide partner support, only 20% of partners utilise these services. This discrepancy can be attributed to several factors, including the structure of relocation packages (e.g., lump sum payments, tiered support levels) and the perceived relevance of the support offered.
Very often, partners’ needs are summed up as “job-search related,” but this isn’t always the case. Some partners enjoy fulfilling roles and packed schedules in their community and may seek help navigating local philanthropic organisations and social groups. To integrate in the new location, they might want assistance finding a seat on a volunteer board or sharing their talents in other ways.
Spouses of expatriates are particularly at risk. While some have no interest in paid employment, others are unable to obtain work visas. Regardless, the need to reconstruct a happy, fulfilling life remains the same. Non-working partners need resources, too, as they often face the challenge of figuring out how to make the most of the experience while the employee goes to work, and the kids go to school.
Moving Domestically and Internationally
It’s important to recognise that moving domestically can also present significant challenges. Any move that requires establishing a new household involves considerable effort to re-establish routines, relationships, and a new normal. Derek Goldberg, Aetna’s Managing Director for Southeast Asia & Hong Kong, states, “There are many challenges that expats face which can result in debilitating mental wellbeing if ignored. Often, they have to adjust quickly to new and very different cultures, languages, and work responsibilities — all without the usual social support networks.”
Repatriation, or returning to one’s home country after an extended period abroad, can also bring about anxiety and adjustment challenges. One respondent shared, “Repatriation after being away for 11 years brought a level of anxiety.”
Supporting expatriates and their families during relocation is crucial for ensuring a successful transition. Addressing the professional and emotional needs of both the employee and their partner can significantly impact the overall success of the move. By providing comprehensive support and resources, organisations can help their employees thrive in their new roles and locations, ultimately benefiting the entire organisation.
Contact Clearview Relocation for more information:
Phone: 01635 239040
Email: enquiries@clearviewrelocation.com
Source: Clearview Relocation, survey statistics curtesy of Impact Group