How to Help Your NEW Employee Make a Smooth Relocation

In today’s economy, many companies are finding it challenging to attract the talent they need to fill specific roles. Often that can mean finding a new hire or recruiting an existing employee from another city who would consider relocating for a new position. In fact, one study found that more than half of those surveyed said they had moved for a job in the past, with 80 percent saying they had considered it. Most said they wanted:

a better career opportunity
a change or a fresh start
a lower cost of living

If you have employees relocating to your company—whether they are coming from a different branch or a different firm altogether—there are steps you can take to help them feel welcome.

Learn About Their Needs

The needs of a young single will be vastly different from a married couple with kids. One strategy is to create a questionnaire to find out what the new employee wants or needs in terms of a living situation, whether it’s the best school district in your area, or proximity to shopping and other cultural amenities. Finding out their interests can help you point them in the right direction to hunt for housing, and also can help you pair them with a similar employee, if possible, to help show them around the city.

Be a City Ambassador

Is your region known for outdoor adventures or nightlife? Are there art walks during the summer or fall festivals that everyone attends? Put together a little packet of interesting local information on your town. It will help the new hire find the best pizza place or be in the know about the exhibits coming to the local art museum.

Connect Your New Hire with Local Specialists

Whether your new employee will be buying or renting, you’ll want to connect them with a local real estate agent who knows the lay of the land. If you have frequent relocations, consider finding a firm that will informally “partner” with you. Building these resources will help you help your new hires find the best neighborhood and situation for them. Many real estate firms have agents who specialize in relocations or are experts in specific neighborhoods.

You also can help connect them with local services from cable TV and utilities to the nearest DMV to make their move as smooth as possible. You might consider also building a package that provides the details for all of these essential services. Don’t forget the family members—including their furry ones. Having the whole family on board for the move is going to make it smoother for the employee, which is good for the entire company.

Establish and Communicate Your Policies

Companies that regularly help employees relocate might have a robust roster of services. This includes a complete move to a temporary rental. Companies that relocate employees less often might let workers handle the details (and expenses) themselves. It is important to communicate with the new employee exactly what is covered so there are no misunderstandings down the line.

Give a Special On-Boarding

While every new hire feels a certain amount of “culture shock” and needs to be acclimated, the feeling can be more acute in one who is brand new to the area, not just to your company. That’s why your regular onboarding should also include plenty of interpersonal information. It’s important to make them feel welcome in a place where they might not know a soul. Prepare to have their direct manager work with the team to be proactive about welcoming them. It is a great idea to have the manager pair them with someone who has agreed to be their “go-to” person. This is ideally someone who is a good match based on some of the demographic information you collected earlier.

Pay Extra Attention to Local Benefits Information

Programs you offer might be the same no matter where an employee is, but some might be impacted by region. For example, one location might offer gym memberships or public transportation reimbursement. As part of the transition, be prepared to take extra time to discuss the company’s medical benefits. A newly relocated employee might have specific questions about which hospitals are closest or where to find an orthodontist. This is also a great time to talk with them about what they need to know about disability insurance. This includes information about Social Security Disability Insurance (SSDI) or SSI (Supplemental Security Income) benefits, if applicable.

An employee who has relocated to your company can add a special layer with fresh ideas and perspective. The goal is to make them feel welcome so that their new town and new company feel like “home” in no time. The time you and your company take to support a new hire transition now will help in retaining that employee for the longterm.

About Council for Disability Awareness

Council for Disability Awareness has written 478 posts in this blog.

The Council for Disability Awareness is a nonprofit organization dedicated to educating the American public about the risk and consequences of experiencing an income-interrupting illness or injury. The CDA engages in research, communications, and educational activities that provide information and helpful resources to wage earners, employers, financial advisors, consultants, and others who are concerned about the personal and financial impact a disability can have on wage earners and their families.