When evaluating and creating your relocation policy, it’s vital to understand the needs of the people you are moving. One group whose needs often fly under the radar is known as the “sandwich generation.” Here’s how you can provideemployee relocation assistancethat accommodates their needs.
The sandwich generation is made up of adults who are both raising children and caring for aging parents – sandwiching them in-between. Employees that are sandwiched between caregiving responsibilities support multigenerational needs and have more responsibility when it comes to making life-changing decisions like relocating for work.
This generation includes a lot more people than employers may expect. According to Pew Research Center, almost half of Americans currently fall into this category, and more are expected to join as a result of the pandemic. New York Life examined the effects the pandemic had on the sandwich generation, which is becoming increasingly younger, more female and more diverse.
With an already tight talent market and more of the workforce sliding into the sandwich, it's important for companies to understand the additional responsibilities this generation is carrying outside of the office. Developing benefits packages that speak to this generation can help you secure and retain talent. Here are some key considerations to keep in mind when evaluating your organization’s corporate relocation program.
Families with multigenerational needs require extra support to ensure a seamless corporate-sponsored move. While they prepare their children to switch school districts, they'll also need to care for one or two aging parents. This can make relocating for work more challenging and less appealing for talented employees. Some common challenges individuals may face during a move include:
Depending on the situation, many employees may be dealing with complex family logistics or hectic schedules. They'll need to care for their children and help them through the emotional impact of switching schools and moving away from friends. They may also need to find new medical care providers or caregivers for their aging parents. Juggling these logistics can make relocating for work less appealing.
Whether it's a move to a new city, state, or country, moving is never easy! Juggling logistics, routines, and a parental relocation can lead to unwanted stress for employees. This can impact an individual's workplace experience and productivity during the workweek. The sandwich generation may also feel more inclined to stay in their current position to avoid unwanted stress or burnout.
Moving is expensive, especially when you're moving three or more individuals at once. Employees will need to consider the cost of hiring movers, investing in supplies, and transporting their children and aging parents to a new city or state. If the individual is responsible for managing all costs associated with the move, they may feel less inclined to take an offer.
When reading through an employee relocation assistance program or reviewing a job offer, employees will look to ensure that the transition has a positive impact on their professional development before deciding to relocate with their kids and elderly parents for a new job. If the career doesn't benefit them professionally, they may feel inclined to explore job opportunities that don't require a move.
The best way to ensure your company can retain top talent is to offer employee relocation assistance that helps sandwich generation caregivers combat these challenges. Some easy ways you can revamp your employee relocation assistance program to meet their needs include:
The easier the move, the less stressful the experience will be for the employee. When developing an assistance program, consider opportunities that simplify the relocation process. A great way to do this is to work with a corporate relocation partner to handle the logistics, so your employee can focus on their at-home needs.
Offering flexibility will provide peace of mind and reassurance while the individual navigates the relocation with ease. You can also provide more flexibility by allowing employees to choose their own move-out date or customize their moving timeline. A temporary housing stipend can also give them more time to find a new home that accommodates their multigenerational needs without feeling rushed.
When offering employee relocation support, consider customizing your assistance program to the individual's unique needs. Have your HR team sit down with the individual to discuss their needs and concerns, ensuring you can offer tailored support that aligns with their unique requirements.
For example, offering a temporary housing stipend will give them more time to look for permanent housing that can accommodate their multigenerational household. Another option would be to provide caregiving benefits for employees, so they'll have extra support throughout the transition.
Moving can be expensive. To ensure the process doesn't cause financial stress for the individual, consider offering financial assistance. The three most popular options include Lump Sum, Capped Allowance, and Managed Support.
Managed support is likely the most helpful financial approach for sandwich generation caregivers. With this option, your company is responsible for vetting vendors and scheduling moving services on behalf of the individual.
Partnering with Allied can help you provide them, and all employees and candidates, with an easy and stress-free relocation experience. With 24/7 tracking, access to a nationwide team of agents, and customizable white glove and concierge services, let Allied provide you with quality service. Learn more.
Are you looking to tailor your talent mobility strategy to meet the needs of the sandwich generation? Here's a brief overview of frequently asked questions about developing tailored solutions for these employees.
The sandwich generation is raising children while caring for aging parents in the same household. These are multigenerational households that have complex needs.
The sandwich generation is typically taking care of children alongside aging parents with complex needs. This means they're likely juggling school routines and after-school sports alongside frequent doctors' appointments and medications. These employees spend most of their time caring for others and typically don't have the time to plan a move.
Employers can offer tailored support for sandwich-generation employees, such as caregiving assistance, childcare, or a temporary housing stipend. These resources will help make the experience less stressful for the employee, giving them more time to focus on preparing for the move.
Yes, employee relocation support can improve retention and employee satisfaction for sandwich generation employees. These resources are designed to enhance the employee experience, ensuring their personal needs are met so they can thrive professionally.
Temporary housing stipends, childcare assistance, and tailored moving services can help streamline the relocation process for sandwich generation workers. These are popular benefits that can make the move easier for the employee and their families.
