The mobility industry is currently experiencing a shift in its talent agendas, focusing increasingly on improving the Employee Experience as a key strategy for recruiting and retaining exceptional talent. This trend is driven by the recognition that a positive and engaging work environment is essential for employee satisfaction and loyalty.

However, a notable concern has emerged recently: the Family Experience is not receiving adequate attention. Addressing this issue is crucial, as the well-being of an employee’s family can significantly impact their job performance and decision-making, especially in cases of international assignments or relocations. Organizations that acknowledge and support the needs of employees’ families can create a more inclusive and supportive work environment, leading to higher employee engagement and retention rates. Therefore, integrating family considerations into talent mobility strategies is not just a matter of employee welfare but also a strategic business decision.

The Cost Implications of Family-Centric Relocation

Relocating employees along with their families is inherently more expensive, often costing 3 to 5 times more than relocating employees alone. This heightened expense underscores the necessity for strategic planning and policy redesign. By adopting a family-focused approach, organizations can mitigate risks and enhance the effectiveness of their global mobility programs.

Historically, global mobility policies centered primarily around the “lead assignee,” often neglecting the needs of accompanying spouses and children. This outdated model has proven insufficient in today’s dynamic global workforce. The evolving concept of “total family on-assignment” support addresses this gap, ensuring all family members receive adequate attention and resources.

Understanding Settling Challenges

The success of an international assignment hinges on the family’s ability to adapt and integrate into the new environment. Factors influencing family settlement include:

• •Career opportunities for accompanying adults.
• •Cultural adaptation challenges.
• •Language barriers.
• •Tax
• •Access to international schooling for children.

Recognizing and addressing these factors is vital for the well-being of the dependent and the overall success of the relocation.

Leveraging Technology

Innovative technology platforms, like our xpath.global Platform, are instrumental in facilitating this shift towards family-focused relocation. These platforms offer:

• •A comprehensive Data Storage: Including family information and documents along with the employees’, for relocation
• •Revamping Policies for Family Consideration: Implementing comprehensive “family-inclusive” allowances in cost estimates and compensation plans to cater to the needs of employees’ families during assignments.
• •A Comprehensive B2C Service Marketplace for Relocation: Adapting to life in a new country presents a unique set of challenges for both employees and their families. Access to a suite of services, encompassing moving assistance, relocation support, cultural acclimation and tax advisory, can significantly enhance the relocation experience.

Conclusion

The integration of dependent needs into global mobility strategies is not just a trend but a necessary evolution. As the industry moves forward, organizations must adopt a comprehensive, family-centric approach to global mobility. This approach facilitates smoother transitions for employees and their families and contributes to the overall success and sustainability of global assignments.