The First 90 Days: Ensuring Relocation Success for Transferred Employees

Relocating for work can create a significant source of stress for employees and their families. While employers tend to focus on business needs first, employees need to deal with not only the hassle of moving, but also uprooting children and leaving friends and family behind. If not handled with care and empathy, employee relocation can lead to burnout and loss of retention.

In this guide, we’ll explore practical strategies for employee relocation success. Focusing on the first 90 days, we’ll cover ways to support employees and their families during the move to encourage long-term retention.

Why the First 90 Days Matter Most in Employee Relocation

The first three months of the employee relocation process form a critical window as employees form first impressions of their new workspace, coworkers, responsibilities, and living situation.

When planning your corporate relocation strategy, view the critical window as three 30-day “panes.” The first pane typically sees lower productivity as employees settle into their new homes and roles. The second pane sees the dust of the move settle. This is often when discouragement or frustration emerges. By the end of the third pane, employees will typically decide to stay or leave.

Effective relocation success strategies for employees recognize the importance of the critical window. By understanding what your employees are going through, you can build a proactive structure that helps them feel heard, valued, and supported — and more likely to stay with your organization.

Phase 1 (Days 1–30): Settling In and Reducing Friction

The first month into a move is typically high energy and high stress. As an employer, focus on providing logistical support and emotional care during the initial transition.

Smooth Arrival and Immediate Needs

Employers should ensure that the move is as smooth as possible to help keep employees focused. Relocation management for employees and their families may include providing moving services, paying for the first several meals, and setting up utilities.

Supporting the Employee and Their Family

Less than 1 in 5 employees receives financial support to use as needed during an employer-sponsored move, according to a recent Allied study. A flexible relocation compensation package can help alleviate the stress of moving, especially if an employee's spouse needs to find a new job.

Employer’s Role in Early Support

Adopt an empathetic approach to your relocation program. Financial assistance for childcare, staggered relocations for families who can’t move all at once, and other thoughtful touches can help employees feel valued.

Phase 2 (Days 31–60): Driving Engagement and Productivity

By the second month, the dust of the move begins to settle. As employees adjust to their day-to-day roles, workplace frustrations can replace logistical ones if not addressed proactively.

• Helping Employees Adjust to the Workplace Culture: In this phase of employee transfer support, employers should focus on helping new employees integrate into the team. In the workplace, consider mentorship programs or group activities to gently ease employees into your culture. 
• Aligning Expectations and Role Clarity: By day 60, new and transferred employees should understand their roles and performance metrics. Be open to feedback and make real changes if needed, especially if the relocation lined up with a reorg.
• Addressing Early Challenges Before They Escalate: Everything from a difficult commute to inter-team friction can lead to frustration and early turnover. Regular check-ins by an unaffiliated third party can help employees relieve stress.

Phase 3 (Days 61–90): Building Long-Term Stability

The third month is when employees tend to make the final decision whether to move on or commit to the company long-term. Employees who feel well-supported to this point are much more likely to commit to the company for the foreseeable future.

Schedule check-ins with transferees at day 60 and day 90. If an employee is still having trouble settling in or committing to the company vision, now is the time to address their concerns. 

Best Practices for Employers Managing Relocations

An Allied Van Lines study found that over 43% of employees have a neutral or negative outlook following a relocation related to acclimating to their new community, housing searches, finding new friends, finding new services like utilities and doctors, as well as other relocation-related issues. Committing to making employees and their families feel valued during a move can help make your employee relocation a success.

• Allow employees to take some time between the move date and the first day in the office. 
• Ensure the employee knows exactly what you’ll cover, from housing to moving valuation coverage.
• Provide mentorship and networking opportunities to help new employees build relationships within the company and the community.
• Partner with a relocation company that offers 24/7 customer service to minimize employee frustrations.
• Schedule proactive check-ins at 30, 60, and 90 days to address employee concerns.

How Allied Supports the Moving Process for Employees

Allied Van Lines brings more than 98 years of experience to every employee relocation. As the largest mover network in the world, we provide a seamless experience that covers household goods, long-distance logistics, and even international moves.

Our dedicated relocation coordinators provide 24-hour support throughout the moving process. With efficient moving services and personal attention, we can help employees and their families feel secure and cared for during a stressful period.

From packing to shipping to storage, we’ll handle every aspect of the employee relocation process. Contact us today to learn more.

Key Takeaways for a Successful First 90 Days

• The first 90 days of an employee's relocation are a critical window for long-term retention. 
• In the first 30 days, focus on logistical and emotional needs.
• In the second 30 days, provide clarity on roles and expectations.
• In the final 30 days, check in and address issues proactively.
• A trusted moving partner can support long-term employee relocation success.

FAQs

• What factors influence employee relocation success?   - Successful employee relocation requires clear communication, logistical and emotional support, and an experienced moving partner that can help employees and their families feel valued. 
• How can companies improve relocation experiences for employees?  - Employers need to view employee relocation not as a logistical hurdle but as an investment in talented people. Improving your corporate relocation strategy may include paying for moving expenses, allowing flexible work hours, and providing mentorship.
• Why is employee support critical during relocation?  - When employees feel supported at every stage of an employer-sponsored relocation, they are more likely to stay with the company and contribute positively.
• What role do relocation service providers play in success? - Relocation service providers manage the physical move, which allows employees to focus on their families and adjusting to the new office. A trusted mover can also reduce employee stress from damage and delays.
• What are the most common relocation mistakes companies should avoid? -  Common mistakes during the employee relocation process include inadequate communication, lack of family support, and failing to help the employee transition to a new role and environment.