Culture shock is very common for people moving, including employees relocating for work. We primarily think it only occurs during major relocations, like international moves, but there are a myriad of instances that can cause people to experience it. HR teams can play a key role in helping their relocating employees through this transitional time by understanding how it affects employees and how employee relocation supportcan help alleviate stress caused by shock.
Culture shock is the feeling of disorientation experienced by someone who is suddenly subjected to an unfamiliar culture, way of life, or set of attitudes. These employees will need to adjust their way of living to accommodate city life–whether that’s adjusting to transportation differences, changes in how you’re expected to interact with people, or even adapting to a faster-paced lifestyle. It’s important that companies relocating talent–even if it’s within the same state–factor culture shock support into their relocation programs.
Workstyle shock is commonly experienced when moving internationally or beginning a career in a new industry; however, with the rise of remote work, employees are feeling more disconnected than ever before. This type of workstyle shock is often overlooked and can occur in many different scenarios. Moving to a new job and experiencing this kind of workplace culture shock can be jarring, particularly if the employee is moving to or from a company with a specific culture, like a tech company.
Moving to a new city or state can be scary for many employees. When you relocate for work, you're leaving behind your support system and a community you're comfortable in. This can leave individuals feeling confused and overwhelmed as they adjust to a new routine and try to make new friends. During the first few weeks or months of the transition, community culture-shocked employees may feel isolated, stressed, or lonely.
There are many ways culture shock and work style shock can be mitigated. Implementing programs such as cultural training or a mentorship program can be beneficial and can even help maintain employee retention. A buddy program is also a great option to consider. This will not only help the relocating employee learn about the day-to-day processes and new work style, but it will also help them build a support system in their new office. Additionally, you can implement virtual options for connecting, like virtual happy hours or meet-ups.
Start addressing culture shock as early as possible to help ease your employee’s transition. This can start as early as the hiring process. Being transparent about your workplace and encouraging your new hire to ask questions is a simple way this can be done. This can help them set realistic expectations and remove some of the mystery that can arise from this change.
During the relocation, it’s helpful to provide employee relocation support to your workers to ease their transition. This can include providing your new employee with a trip to see their new office and scout the nearby neighborhoods for a new home. The most important thing a hiring manager can do for a relocating employee is to provide consistent, open and honest communication. Keep them informed and set clear expectations for their first day and beyond.
Offering employee moving support services and resources for relocating family members, such as child care support or job search resources for their partner, can help lead to an easier transition. If your employee is relocating on their own, partner them with another local employee who can show them around town.
A well-thought-out corporate relocation program will ensure your team has the tools and resources needed for a faster adjustment. It helps alleviate stress and takes some of the responsibility off their plate, so they can stay productive and engaged at work. Offering resources such as financial assistance, moving services, and social programs that benefit the family can also help reduce employee turnover and boost employee satisfaction.
Developing a relocation support program for employees? Here are a few best practices to follow to ensure the program is taken advantage of by employees:
Partnering with Allied can help ensure relocating employees have an exceptional moving experience that sets them up for success on their first day. Trust The Careful Movers® to move your talent where they need to be safely and efficiently. Learn more.
Offering relocation support for employees? Here's a brief overview of frequently asked questions about handling culture shock when planning employee moves.
Employee moving support services provide employees with the financial assistance and logistical support necessary for a seamless relocation. These resources help reduce stress, keeping your employees productive and engaged at work.
Spouse job search services, child care support, and home buying assistance are resources companies can offer in their relocation program to make the cultural integration process easier for everyone involved. This can help reduce culture shock and alleviate stress for the employee, ensuring they get time to foster new connections in a new location.
A relocation program should include services such as financial support, home-buying assistance, and temporary housing. Including resources that support the family and spouse, such as job search assistance and child care support, can also help make the experience less stressful for everyone involved.
After a move, consider sending out a survey to measure employee satisfaction. You can use these survey results to make adjustments to your relocation program and support services.
Yes, culture shock can occur with any employee relocation. With the right support services and resources, you can make this process easier for everyone involved, ensuring the employee has enough time to fully integrate into their new lifestyle and community.
