Overcoming family challenges critical to successful relocation
15/06/2011
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Family and partner resistance are the biggest obstacles facing companies during relocations, according to a recent survey.
The 2011 Global Relocation Trends Survey from Brookfield Global Relocation Services took in the opinions of 118 senior HR professionals from a variety of industries and countries.
Topping the list of family challenges that faced companies when relocating workers was partner resistance, which 47% of respondents said was a critical challenge.
Linda Pendlebury, director of Life Relocation, told Human Capital that partner resistance is the top challenge for any international relocation assignment, mainly due to family concerns as well as partner career aspirations.
“82% of employees tend to be accompanied by a spouse/partner – with most putting their own career on hold,” she said.
“This trend is likely to increase financial and relationship pressures, during and after the assignment.”
Previous research conducted by Cactus has indicated that 50% of relocations fail because a partner’s career needs are not being met.
Pendlebury suggested companies adopt a partner career transition program, to ensure that any working partners continue to fulfil their own career aspirations and growth.
“Some companies are offering positions of employment to partner/spouses where possible for them to maintain a career, although this may not be possible in some instances,” she said.
According to Pendlebury, it is crucial to involve the partner in any decision making from the very start, to provide full relocation support services and an orientation trip prior to relocation to alleviate concerns and anxieties.
The report revealed that family adjustment was the second biggest challenge (32%) to relocations, followed by children’s education (29%) and location difficulties (25%).
“These concerns can be overcome by cross-cultural training, and a successful cultural transition. Only a small percentage of companies offer cross-cultural training, despite knowing that this is critical to the success of the assignment,” said Pendlebury.
HR director of DLA Piper Australia, Kate Weaver, told Human Capital that her firm seeks external support for specialist immigration and taxation advice when processing inbound transfers.
“[We seek] relocation services to help manage the logistics of relocation and establishing in the local environment, including cross cultural awareness training. Depending on the needs of the individual it can also include help finding housing, schooling, spousal support and the list goes on,” she said.
Weaver said they provide a ‘buddy system’, which allows for the incoming worker to better assimilate into Australian culture and lifestyle.