The last five years have seen a marked decrease in the number of employees prepared to transfer overseas according to new research from a relocation membership organisation.
The commissioned research was conducted across 10,000 global employees in 20 countries and revealed a fall in those willing to relocate abroad from 25% in 2012 to just 18% in 2017. These figures were based on assumption of a 10% pay increase to relocate abroad for up to two years.
The research commissioned by Canadian Employee Relocation Council, explores further factors affecting willingness to move abroad for work. Notable amongst these are some key life issues and external factors that impact more generally on contemporary living standards, such as how technology affects the way in which we work.
In particular, this shows strongly in a widely represented category of young professional, the ‘millenials’ (roughly speaking, those born between 1982 and 2004), who are distinguished by the total integration of technology into their daily lives, amongst other characteristics: their seamless blending of professional and personal time, willingness to take business calls outside of normal business hours using their personal mobile devices and enjoyment of the 24/7 access to their work. Physical relocation does not have the same correlation with their approach to life.
Interestingly, the immediate disruption factor did not appear to feature as a distinctive concern to the respondents, probably because such employers engage highly experienced specialists in employee relocation services such as dt moving.
Boosting the benefits
By contrast, the research highlights the fact that addressing the quality of life factors or needs of employees and their families enables companies to keep the edge in relocating their teams. Boosting the care and attention paid to such matters as the guaranteed return to the current role after the posting, language training, airline tickets for family visits and support for the spouse’s employment, all had a direct positive increase in the willingness to relocate. Other factors for non-conventional family structures such as same-sex couples, single-parent families and multi-generational families also improved the trend to relocate.
Bespoke packages specifically designed to accommodate the happiness and well-being of the relocatee and important close members of a family would go a long way to offsetting the disruption factor that takes over when the relocation services have packed up and gone.