2024 Research - Mobility and Mindsets
How Do Your Employees Feel About
Relocating for Work?
How Trends and Attitudes Shape Employee Relocation Choices
Since the pandemic, no one can argue that the modern workplace or work as we know it has changed. Today’s workplace, on average, offers significantly more flexibility than most workers ever thought was possible. This has made telecommuting, depending on the industry, more common, at least on a part-time basis, and made it easier for some employees to live where they choose rather than being dictated by an office commute. But what does this mean for relocation? Companies still need the right people in the right places to move their companies forward and often need to relocate existing talent to make that happen. With the new increased flexibility in the workplace for employees, are employees still interested in relocating for work?
This comprehensive research study, “Mobility and Mindsets: How Trends and Attitudes Shape Employee Relocation Choices,” delves into the evolving landscape of employee relocation, focusing on how personal and professional factors influence decisions to move for work. Conducted with insights from over 400 employees who have recently undergone long-term relocations, this study provides a rich tapestry of data on the attitudes, challenges, and motivations behind relocation choices. Here’s a closer look at the findings that shape today’s employee relocation experience.
Key Findings on Employee Attitudes and Motivations
1. Financial Incentives and Career Advancement:
Increased Income: Financial motivation emerges as the most compelling reason for relocation. Over half of respondents (55.4%) highlighted potential salary increases as a critical factor in their decision to move. This underscores the powerful role of monetary rewards in driving employee mobility. Companies offering attractive financial packages are more likely to encourage their employees to take the significant step of relocating.
Career Advancement: Career progression was cited by employees as a close second (54.2%) motivator for relocation. This reflects the strategic career planning that often accompanies the decision to move. Employees are willing to undertake geographical changes if it means stepping into roles that offer greater responsibility, leadership opportunities, or the potential for significant professional growth.
2. Work-Life Balance and Flexibility:
Work Location Preferences: The study reveals a nuanced picture of work location preferences among relocated employees. Nearly half (49.8%) of respondents work exclusively from the office post-relocation. This indicates that despite the growing trend of remote work, certain roles and companies still prioritize in-person engagement. However, a substantial number 43.8% of employees operate in a hybrid model, splitting their time between home and office. This reflects a significant trend towards flexible working arrangements that accommodate the diverse needs of today’s workforce.
Impact on Personal Life: Relocation often brings about a transformation in employees' work-life balance. More than half of the respondents (51.7%) noted that their move helped them better balance personal and professional commitments. This improvement can be attributed, in part, to the new environments and routines that foster a more integrated approach to managing work and life.
3. Challenges and Personal Considerations:
Distance from Family: Relocating for work often comes with emotional and social costs. The study found that 47.4% of employees felt being further away from family due to their move impacted them negatively. This separation can strain personal relationships and increase feelings of isolation, particularly for those who relocate to distant or less familiar locations.
Adjustment and Social Networks: Adjustment challenges are a common hurdle for relocated employees. Nearly half (45.9%) struggled settling into new environments, and 40.4% experienced disruptions in their social networks. Such difficulties highlight the importance of support systems and community integration initiatives to help employees adapt to their new surroundings.
4. Support and Satisfaction with Relocation Benefits:
Relocation Packages: Most respondents (69%) received relocation benefits from their employers. These benefits typically cover moving expenses, temporary housing, and logistical support, making the transition smoother and less financially burdensome. The study indicates that comprehensive relocation packages are crucial in supporting employees through the complexities of moving.
Overall Satisfaction: Despite the inherent challenges of relocation, an overwhelming 89.8% of employees expressed satisfaction with their decision to relocate for work. This high level of satisfaction underscores the perceived benefits of relocation, including career advancement, better compensation, and enhanced quality of life.
5. Preferences for Moving Services:
Service Selection: Regarding moving, employees show distinct preferences based on their needs and circumstances. Full-service movers were chosen by 61% of respondents for their convenience and ability to handle all aspects of the move, from packing to unpacking. On the other hand, 30.8% opted for a DIY approach, driven by cost savings and a desire for greater control over the process. A smaller group (8.2%) used pod or container moving services, offering a middle ground by providing flexibility in packing and timing while relying on professional transportation.
In-Depth Analysis of Relocation Factors
Professional Motivations:
1. Job Level and Relocation Distance:
The study highlights how job level influences relocation decisions. Entry-level employees tend to move shorter distances, with 51.5% relocating within 50 miles, suggesting that these roles often require less geographical flexibility. In contrast, higher-level positions are more likely to involve significant relocations. Managers and directors frequently move over 50 miles, and VPs and C-suite executives show the highest propensity for out-of-state or international relocations. This trend reflects the strategic importance and broader responsibilities associated with higher job levels, necessitating their presence in key locations.
2. Work Location Preferences by Job Level:
The preference for work location post-relocation also varies by job level. Entry-level employees predominantly work from the office (71.2%), likely due to the need for supervision and hands-on training. Managers and directors show a significant shift towards hybrid models, with 40.4% of managers and 58.2% of directors balancing their time between home and office. Senior executives (VPs and C-suite) exhibit the highest preference for hybrid work, underscoring the flexibility needed at these levels to manage extensive responsibilities and maintain accessibility.
Personal Motivations and Impacts:
1. Personal Reasons for Relocation:
Beyond professional incentives, personal factors play a critical role in the decision to relocate. Financial considerations like potential earnings and cost of living improvements are significant, with 55.4% of employees moving for higher income and 19.1% for a lower cost of living. Additionally, 43.8% sought job stability, and 45.5% were attracted by better benefits packages. Quality of life enhancements, such as improved housing and living conditions, were also noted by 16.1% of respondents as a motivating factor.
2. Positive and Negative Impacts on Personal Life:
Positive Impacts: Relocation can bring numerous benefits to employees' personal lives. Increased income (61.9%) and career advancement (58.2%) were the most frequently cited positive outcomes. Better work-life balance (51.7%), improved housing and living conditions (44.8%), and enhanced quality of life (42.6%) were also significant benefits. These factors indicate that relocating for work can lead to substantial improvements in both professional and personal spheres.
Negative Impacts: However, relocation is not without its challenges. Being further away from family (47.4%) and facing adjustment difficulties (45.9%) were the most common negative impacts. Disruptions to social networks (40.4%) and higher living costs (31.8%) also posed significant challenges. These issues highlight relocation's emotional and logistical complexities, emphasizing the need for robust support systems.
Relocation Support and Services:
1. Types of Moving Services Used:
Employees’ choices of moving services reflect their needs for convenience, cost savings, and control. Full-service movers are preferred for their comprehensive handling of the move, chosen by 61% of respondents. DIY moves appeal to those prioritizing cost savings and flexibility, while pod or container services offer a blend of these advantages, chosen by 8.2% of employees. Satisfaction with these services was generally high, with 42.1% rating their moving company as excellent and 43.3% as good.
2. Employee Experience and Satisfaction:
Overall satisfaction with relocation services and experiences was high among respondents, with full-service moves providing the most convenience and least stress. However, DIY movers and those using pod services appreciated the control and cost-effectiveness of their choices despite the additional effort involved. The time taken for the entire moving process varied, with over half completing their move within 2-4 weeks and about one-third taking 1-3 months, depending on the complexity and distance of the relocation.
Conclusion
The purpose of the “Mobility and Mindsets” study is to offer invaluable insights into the factors that shape employee relocation choices. This abstract of the full research study offers a sample of those findings. These include the significant role of financial incentives, career growth opportunities, and personal considerations in driving relocation decisions and underscore the importance of flexible work arrangements and comprehensive relocation support to ensure successful employee moves.
For HR and mobility professionals, the study will serve as a guide to developing effective relocation strategies that align with the diverse needs and preferences of today’s workforce. By understanding the motivations and challenges associated with relocation, companies can better support their employees through these transitions, enhancing satisfaction, retention, and overall organizational success.
For a copy of the final research study, contact Bobbi Maniglia, VP of Corporate Relocation Services, at bobbi.maniglia@northamerican.com or
complete the form on this page.