Employee relocation is emerging as a powerful tool for employers seeking to retain top talent and reduce staff turnover.

A recent survey conducted by Crown World Mobility, a global leader in mobility solutions, has unveiled a fascinating landscape where over 80 percent of employers have offered relocation as a means to dissuade employees from quitting, while more than half have resorted to terminating contracts of those unwilling to relocate.

The survey, which engaged 251 global HR decision-makers, provides valuable insights into the world of employee mobility.

It shows that 82 percent of employers have proactively offered relocation opportunities to employees who were considering leaving the company, and 73 percent have approved relocation requests in an effort to retain star performers.

Also, 53 percent of respondents reported a significant improvement in employee retention rates after implementing relocation programs, emphasising the effectiveness of global mobility as a means to engage and retain employees.

What’s the perfect candidate for international assignments?

However, the report also exposes the challenges that employers face when identifying suitable candidates for international assignments. According to 39 percent of the surveyed HR leaders, the most significant hurdle to a successful relocation project is the hesitancy of employees to commit, followed by the lack of suitable candidates, which was a concern for 34 percent of those surveyed.

Nick Sutton, Vice President of Global Sales and Marketing at Crown World Mobility, emphasises the significance of employee willingness to relocate: “With relocation linked to an increase in productivity by the majority (84%) of our respondents, it’s clear that willingness to venture out on assignment has the potential to be a real deal-breaker for employers when deciding which staff to hold on to and invest in.”

He further adds, “However, despite the value placed on relocation programs, it is important to understand why certain employees might not want to live and work in another country so that the relevant supports can be put in place. Hesitancy might arise from concerns over family welfare, difficulty in finding suitable accommodation, or cultural and language barriers.”

Soft skills are important

Sutton underscores the importance of assessing candidates not only based on their professional skills but also their soft skills, such as attitude, adaptability, and resilience. A willingness to learn about and embrace the culture of the host country can be a critical factor in a successful relocation.

In summary, the survey by Crown World Mobility demonstrates that employee relocation is increasingly being utilised by employers as a strategy for talent retention. However, it also highlights the need for employers to address the concerns and challenges employees may face when considering international assignments, ensuring that they receive the necessary support for a smooth transition.

 

 

 

 

Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at the University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.