Enhancing international mobility: study explains how to help employee relocation transition.

In today's globalized world, external problems related to employee relocation and international mobility are issues that can easily be overlooked by corporate decision-makers. After all, if a company must send employees on assignments abroad, the bottom line is what matters.

But an ongoing study on the impact of international mobility on the families of internationally mobile employees is confirming that family adjustment is critical to ensure successful employee relocation. And we're not just talking about the physical aspect of relocation. Emotional and social support is essential throughout an assignment.

Prudential Real Estate and Relocation Services commissioned Boston, Massachusetts-based The Interchange Institute to conduct the study, which is being headed by Anne P. Copeland, Ph.D. The initial survey focused on the challenges and experiences of women who have relocated overseas with their spouses. The report is titled "Many Women Many Voices: A Study of Expatriate Accompanying Spouses Around the World."

"One of the things our research tells us is that carefully targeted support services for relocating employees and their spouses are absolutely critical in ensuring a successful overseas transfer," said Jack Keogh, vice president for Prudential Relocation's Global Workforce Development.

Keogh said the research gives Prudential Relocation confidence that its solutions "effectively address the issues that are related to productive employee adjustment." In consequence, the support services "directly affect corporate return on expatriate investment."

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The next installment of the five-year study--due out before the end of the year--will examine the family dynamics of employees who are on short-term international assignments and those who are frequent "international commuters."

Relevance Of Services

Prudential's belief that emotional and social support services are vital elements in assuring a smooth transition and bolstering the bottom line is borne out by the "Many Women Many Voices" survey.

These findings confirm that Prudential's Intercultural training programs adequately address the issue of support. These programs aim to train assignees and spouses on the specific emotional skills required to adapt to a new culture.

Another survey finding indicated women involved in the assignment acceptance decision experience significantly better adjustment than those who are not involved.

"We understand that our customers' business challenges extend far beyond the transactional aspects of relocation," said Mary Van Den Heuvel, Mexico country manager for Prudential Relocation. "That's why we are committed to developing and implementing a host of employee benefits strategies needed for success."

Prudential Relocation set up operations in Mexico in 2001 and maintains a presence in all major cities throughout the country.

Why Adjustment Is Important

When international relocation goes awry, the cost can be substantial--loss of productivity, damaged customer relations, lower staff morale and increased stress. Many of these problems can be alleviated by proactive company involvement.

The Global Relocation Trends Survey 2000 (conducted by Windham International, the National Foreign Trade Council and the Institute for International Human Resources) confirms the common findings: spouse/partner and family adaptation issues must be managed effectively and are critical to assignment success.

As such, Prudential urges human resources managers to be involved in employees' family lives. Of course, there is a fine line between being intrusive and being thorough. But most families do appreciate a company's concern and involvement when an international move is required. After all, living in a new and strange culture can be stressful for families and this in turn can impact job performance. The "Many Women Many Voices" survey recommends practical support to help them learn to manage the tasks of daily living. That means making sure they can count on assistance when necessary to manage these tasks.

Although some of the burden of responsibility certainly falls on the family, too many companies fall back on the tried but untrue cliche "It's just a matter of time." Providing support at the time of the move will not be enough. The needs and adjustments will continue throughout the length of the assignment. The survey recommends checking in with families periodically and encouraging them to ask for help.

The survey also addresses the misconception that previous experience living abroad means an employee's family will need less attention (prior experience may make some aspects of international living easier, but doesn't guarantee a better adjustment). Additionally, spouses coerced into accepting the international assignment had "significantly poorer adjustment than those who felt involved and interested from the beginning."

Children Play A Role

Although the survey focuses attention on spouses, the entire family is taken into consideration as well.

Companies should encourage assignees to discuss the wisdom of such a move with their families. Studies indicate teenagers adapt well and children in general can provide an entry point into a new culture. They can also act as a social support system that is helpful to family adaptation. Companies should also permit employees to decline an international assignment if family needs produce a reluctance to do so. Parents know their children and their needs best.

Another common sense notion Prudential presents is to "share your employees with their families." The survey recommends institutionalizing policies that let employees spend time with their families.

Companies can also take steps to help families articulate and understand the core values and beliefs they bring with them and how these values may support or interfere with the adjustment to living abroad.

Basically, the offer of pre-departure support (especially language training, if necessary) and a genuine attitude that the family's needs will be considered and met are critical components of positive relocation efforts.

Destination services that offer practical orientation toward completing daily tasks can get families off to a good start. Allowing the employees to take some days off at the beginning of the stay can help the family settle in quicker.

Companies should recognize that gestures such as helping spouses stay in touch with old friends and family can play a significant role in keeping the employee focused and productive. Acknowledging the sacrifices the spouse has made and making him or her feel a part of the organization are more than trite phrases. The survey recommends thanking the spouse publicly, privately and often.

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Ready Advice

The fundamental finding is that the spouse's "deeper adjustment" is likely to have the most profound influence on the family and hence on the employee's productivity. This alone indicates companies would be unwise to ignore recommendations that make good business sense.

The Prudential survey demonstrates the factors that influence this adjustment and provides "concrete, tangible, trustworthy advice about what families and sponsoring organizations can do to maximize the chances that the experience will be fulfilling and positive, productive and successful for all."

For more information about this study see www.prudentialrelocation.com, or write to [e-mail] or [e-mail]

Tom Buckley is the former editor of BUSINESS MEXICO.