Employee relocation can be a complicated topic with so many factors impacting the decision to move. Employers may be skeptical of investing in a corporate relocation program and inadvertently limit their recruitment options because of misconceptions about who is willing to relocate for work. We’re pulling back the curtain and shedding light on some of the top misconceptions and myths that exist surrounding employee relocation.
In this article, we’ll explore three common employee relocation myths, so you’ll know how to address misconceptions in the workplace. Here’s everything you need to know:
There have been rumors percolating that, “people only want to work remotely.” This statement ignores that all employees are not the same, and it’s also the opposite of what data shows. While it’s true that the majority of workers would prefer to not be in the office full-time, many are not looking for solely remote opportunities. According to a Gallup survey, 65% of employees prefer a hybrid setup. Among 2023 grads, we see both a willingness to relocate and a preference for hybrid work. A recent survey from Handshake shows that 71% of 2023 grads are willing to relocate for the right job and 72% of them would prefer a hybrid setup.
Every employee requires different setups to succeed and find workplace satisfaction. While remote jobs offer flexibility, many individuals prefer working on-site or in a hybrid setup so they can collaborate with team members on projects and avoid at-home distractions. Many people also want to chase their dream jobs or career advancements, and these opportunities might not be available in a remote setup.
Although people with families or established connections in their current location are less likely to move, that doesn’t mean they’re completely unwilling. Just like single or child-free job seekers, employees with families are still motivated by factors like better pay and career growth opportunities when making the decision to relocate for work.
If you’re worried that your employees won’t accept an opportunity because of their family, consider expanding on your corporate relocation benefits for employees using resources that are beneficial for the whole family. Offering family resources in your corporate relocation program is the most effective way to ensure a seamless transition for your employees and the ones they love most. It can also help boost employee retention and make the relocation opportunities more attractive.
Ensuring a smooth, stress-free move by partnering with a corporate moving partner, providing child and eldercare referrals and offering flexible hours and paid leave are great options that will encourage employees with families to consider relocation. Additionally, innovative solutions like offering new employees the opportunity to “try out” a move with a sponsored site visit give employees greater insight into the move and peace of mind.
The idea that employees don’t want change is a myth. In fact, the majority of them are actively seeking it out. According to a study from Monster.com, a whopping 96% of workers are looking for a new job in 2023. The report shows that most workers are seeking change because salaries aren’t keeping up with the rising cost of living and they want to leave toxic workplaces.
Offering flexibility, great benefits and competitive salaries is the best way to take advantage of the influx of employees looking for change and ensure your existing employees aren’t part of that group.
Myths and misconceptions can make it more challenging to get top talent to accept new roles and corporate relocations. If concerns and myths aren't addressed in the workplace, it can affect your talent strategy and slowly shrink your recruiting pool. The best way to ensure that myths don't impact your employee relocation programs is to practice transparency and open communication.
Providing your team with full access to their corporate relocation benefit programs will make the experience easier for everyone involved. It will also ensure they see the value in the move and choose to stay with your company, regardless of where you ask them to relocate. While moving to a new city or state can be scary, it doesn't have to be with logistical support and resources.
There are a lot of myths surrounding employee relocation, but getting employers and employees on the same page can help businesses make smart decisions about their talent mobility and recruitment strategies. Let Allied’s nationwide network of agents help you create a streamlined talent mobility program that provides expert support and budget-conscious plans. Making relocation feel like a benefit rather than a burden is key to effective talent mobility, both as a tool for recruiting and retention. With 95 years of experience, Allied has spent decades helping companies navigate the complexities of relocation. Learn more.
Are you worried myths might hurt your corporate relocation program? Here’s a quick overview of our frequently asked questions about the impact of workplace myths.
The most common employee relocation myth is that employees' families don't actually want to relocate. While relocating for work is a huge change for employees and their families, providing the right resources can make the experience easy for everyone involved.
The best way to determine if myths are impacting your employee relocation program, is to have open, transparent conversations with your employees. Scheduling weekly 1:1s and relocation meetings to discuss the transition will allow you to pinpoint employee concerns. From there, you can make meaningful adjustments to your mobility program.
Corporations can make the experience more enjoyable for families by offering resources and support through the transition. Resources such as child care aid, spouse job search assistance, and home buying support can make the experience hassle-free for the families moving. Offering financial support will also make the move less stressful and ensure they can afford the move, especially if a spouse has to quit their job.
Yes, research shows that Gen Z and millennials are more willing to relocate for better work opportunities and career advancements.
Positioning the move as a career advancement opportunity will make the relocation more appealing for employees. You'll also want to ensure your team fully understands all the relocation benefits available to them.
