Employee Wellbeing

A lot has been said on wellness and wellbeing within international mobility, much of which centres on the wellbeing of the individuals we support moving around the world. And rightly so.

In many cases, it’s backed by research. For example, the Oxford Said Business School found that happy employees are 13% more productive than unhappy employees. Given the investment made by the company in relocating talent around the world, it is critical to ensure a return at an organisation level.

Wellbeing isn’t only about productivity. Companies are heavily invested in the war for talent, though employee value propositions should focus not only on attracting but also retaining the right talent. They do this by demonstrating company values that intrinsically include the value they place in their employees.

Heart Relocation has limited its consultants’ caseloads to a maximum of 30 which is specifically set to ensure that our team have time to really support your employees but that they also have time for themselves, one of our favourite phrases is “We believe in people, if you create the right environment people are capable of doing amazing things”. We believe that our net promoter score for 2023 was 93 amongst assignees surveyed supports this. That means we’re not adding to the stress of the assignment. Instead, we’re improving the employee experience, which helps improve the return on the companies’ investment and add value throughout the programme.

Certainly! Wellbeing is crucial for international assignees. When relocating someone overseas for an international assignment, companies often focus on practical aspects like housing, schools, and healthcare. However, emotional needs are equally important. The stress of moving, leaving behind family and friends, and adapting to a new country can significantly impact an assignee’s well-being. Recognizing this emotional journey and providing appropriate support is essential

1. Employers should have a well-being strategy tailored to the unique needs of international assignees

2. Taking a holistic approach to care for internationally mobile employees minimizes talent risk, optimizes productivity, and enhances the employee experience

3. Based on research conducted by AXA, one in five expat employees experiences mental health issues during an overseas assignment, so supporting their well-being is crucial

Supporting the well-being of international assignees involves a multifaceted approach. Here are some strategies:

1. Pre-Assignment Preparation:
   • Provide cultural training to help assignees understand local customs, norms, and expectations.
   • Offer language courses to ease communication challenges.
   • Address practical concerns like housing, transportation, and healthcare.
2. Emotional Support:
   • Assign a mentor or buddy to help with integration.
   • Encourage social connections by organizing events or networking opportunities.
   • Offer counseling services for emotional well-being.
3. Work-Life Balance:
   • Set clear expectations regarding work hours and workload.
   • Promote flexible work arrangements.
   • Encourage leisure activities and hobbies.
4. Health and Safety:
   • Ensure access to quality healthcare.
   • Provide information on local health risks.
   • Address safety concerns related to the host country.
5. Family Support:
   • Consider family needs (spouse, children, elderly parents).
   • Assist with schooling options for children.
   • Facilitate family integration.

Remember, each assignee’s needs are unique, so personalized support is essential. At Heart Relocation we have a comprehensive portfolio of strategies to support international assignees’ well-being. If you’d like more specific details or have additional questions, feel free to ask us for more information.

At Heart Relocation we believe in people and if you create the right environment people are capable of amazing things. Our journey begins, where it should, within our own organisation, we have tried to create a great place to work, with flexible working, family first policies and above all limiting our consultants caseloads to a maximum of 30 active cases, at any stage of relocation. This gives our consultants the time to really get to know and support not just your employees trusted to our care but also our partners ensuring we can truly deliver a matchless relocation experience. Having the time to ask questions and more importantly the time to listen, to empathise and to strategise solutions proactively ensures that the relocating employee and their relocation journey is paramount. Our ambition is for your employees to “land happy” ready to deliver 100% to their assignment objectives free from the stress and worry that is part of an international relocation.