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Relocation Success: Supporting Employees and Families Through Career Moves
Supporting Relocation Employees
Relocating employees for career opportunities has long been a standard part of talent development. But as workforce dynamics shift, relocations are no longer purely logistical events. Employees and their families now face emotional, financial, and practical challenges that can directly influence engagement, performance, and long-term retention.
NEI connected with Lauren Herring, CEO of IMPACT Group, a leader in career and leadership services, to explore how organizations can better support today’s mobile workforce. She shared practical strategies, recent examples, and insight into the less visible factors that often determine whether a relocation ultimately succeeds.
Unforeseen challenges employees face when considering a relocation
Herring notes that three significant shifts are showing up consistently across relocations today:
- Weaker informal support systems:
Many employees assume they’ll rebuild community the way they did earlier in their careers or lives. However, fewer in-person touchpoints and more dispersed teams mean informal mentoring, social capital, and “learning by osmosis” often take longer to develop in a new location. - Cost-of-living surprises:
Inflation and regional price differences continue to create unexpected financial stress for many families, even when relocation benefits are in place. - Partner career disruption:
In tight or rapidly shifting labor markets, partners may face longer or more complex job searches than anticipated, increasing pressure on the household during the transition.
A recent example involved a senior leader relocating from the Midwest U.S. to a coastal city. While the role itself was a strong fit, the family was caught off guard by dramatically higher housing costs and increased competition in the job market for the spouse. An IMPACT Group coach helped the employee navigate the emotional ups and downs of the move, supported the spouse with a targeted job search strategy, and guided the family in setting clear priorities for the first six months. What began as a stressful transition became a positive landing because the family had an integrated support system in place.
How gender and cultural background influence relocation success
According to Herring, gender, cultural background, and lived experience all shape how individuals experience a relocation. Women, for example, often carry a disproportionate share of the emotional labor associated with family transitions, which can affect how quickly stability is re-established.
Employees relocating across cultures may also encounter subtle differences in communication norms, workplace expectations, and community integration. When individuals feel recognized as people first — not just as employees filling a role — organizations tend to see smoother transitions, faster stabilization, and stronger performance in the new location.
Emotional and psychological hurdles during relocation
One of the most underestimated aspects of relocation is the sense of loss that can accompany leaving behind a familiar community, identity, and routine. IMPACT Group’s survey, The People Perspective on Relocation, found that four of the top five concerns employees have before a move relate to emotional or psychological factors:
- Ensuring the family adjusts
- Making friends
- Finding the right resources, such as doctors or childcare
- Spouse career concerns
The remaining top concern is where to live.
Herring emphasizes the importance of normalizing these emotions. IMPACT Group coaches help employees process the transition, rebuild a sense of identity, and regain confidence. At the same time, they provide practical, personalized strategies that give individuals a greater sense of control during a period of significant change.
Addressing financial stress for dual-income households
For dual-income families, financial stress often stems less from the move itself and more from uncertainty — particularly around how long a household may operate on a single income and what tradeoffs are acceptable.
IMPACT Group coaches help families clarify priorities and decision frameworks, including encouraging conversations with financial advisors and setting realistic expectations around income timing. They also help build location-specific job search strategies by identifying prevalent industries and roles in the destination market and developing multiple paths forward. This approach gives families greater confidence and negotiating power during an already complex transition.
The role leaders and managers play in a successful relocation
The tone set during the first weeks of a relocation can strongly influence whether an employee feels like an outsider or becomes fully integrated. Effective leaders tend to:
- Stay closely connected during the transition, particularly in the first 90 days
- Clarify expectations early to reduce ambiguity
- Intentionally help employees build networks through introductions and visibility opportunities
- Model empathy, recognizing that relocation is both exciting and emotionally demanding
A core belief underpinning successful programs is that relocation is not just a work event — it is a life event. Supporting the entire household often makes the difference between a move that merely happens and one that truly succeeds.
Adaptability, Leadership, and Resilience
Successful relocations address both the practical and emotional realities employees face. As workforce expectations continue to evolve, organizations that acknowledge and plan for these complexities are better positioned to protect talent investment and long-term performance.
Thank you to Lauren Herring of IMPACT Group for connecting with NEI on this important topic.
If you would like to discuss global relocation, workforce dynamics, or emerging mobility challenges in greater detail, please reach out to your NEI representative at 800.533.7353 or Lauren Herring at 800.420.2420.
About NEI Global Relocation
NEI, a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.
NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.
Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
Relocation Success: Supporting Employees and Families Through Career Moves
Supporting Relocation Employees
Relocating employees for career opportunities has long been a standard part of talent development. But as workforce dynamics shift, relocations are no longer purely logistical events. Employees and their families now face emotional, financial, and practical challenges that can directly influence engagement, performance, and long-term retention.
NEI connected with Lauren Herring, CEO of IMPACT Group, a leader in career and leadership services, to explore how organizations can better support today’s mobile workforce. She shared practical strategies, recent examples, and insight into the less visible factors that often determine whether a relocation ultimately succeeds.
Unforeseen challenges employees face when considering a relocation
Herring notes that three significant shifts are showing up consistently across relocations today:
- Weaker informal support systems:
Many employees assume they’ll rebuild community the way they did earlier in their careers or lives. However, fewer in-person touchpoints and more dispersed teams mean informal mentoring, social capital, and “learning by osmosis” often take longer to develop in a new location. - Cost-of-living surprises:
Inflation and regional price differences continue to create unexpected financial stress for many families, even when relocation benefits are in place. - Partner career disruption:
In tight or rapidly shifting labor markets, partners may face longer or more complex job searches than anticipated, increasing pressure on the household during the transition.
A recent example involved a senior leader relocating from the Midwest U.S. to a coastal city. While the role itself was a strong fit, the family was caught off guard by dramatically higher housing costs and increased competition in the job market for the spouse. An IMPACT Group coach helped the employee navigate the emotional ups and downs of the move, supported the spouse with a targeted job search strategy, and guided the family in setting clear priorities for the first six months. What began as a stressful transition became a positive landing because the family had an integrated support system in place.
How gender and cultural background influence relocation success
According to Herring, gender, cultural background, and lived experience all shape how individuals experience a relocation. Women, for example, often carry a disproportionate share of the emotional labor associated with family transitions, which can affect how quickly stability is re-established.
Employees relocating across cultures may also encounter subtle differences in communication norms, workplace expectations, and community integration. When individuals feel recognized as people first — not just as employees filling a role — organizations tend to see smoother transitions, faster stabilization, and stronger performance in the new location.
Emotional and psychological hurdles during relocation
One of the most underestimated aspects of relocation is the sense of loss that can accompany leaving behind a familiar community, identity, and routine. IMPACT Group’s survey, The People Perspective on Relocation, found that four of the top five concerns employees have before a move relate to emotional or psychological factors:
- Ensuring the family adjusts
- Making friends
- Finding the right resources, such as doctors or childcare
- Spouse career concerns
The remaining top concern is where to live.
Herring emphasizes the importance of normalizing these emotions. IMPACT Group coaches help employees process the transition, rebuild a sense of identity, and regain confidence. At the same time, they provide practical, personalized strategies that give individuals a greater sense of control during a period of significant change.
Addressing financial stress for dual-income households
For dual-income families, financial stress often stems less from the move itself and more from uncertainty — particularly around how long a household may operate on a single income and what tradeoffs are acceptable.
IMPACT Group coaches help families clarify priorities and decision frameworks, including encouraging conversations with financial advisors and setting realistic expectations around income timing. They also help build location-specific job search strategies by identifying prevalent industries and roles in the destination market and developing multiple paths forward. This approach gives families greater confidence and negotiating power during an already complex transition.
The role leaders and managers play in a successful relocation
The tone set during the first weeks of a relocation can strongly influence whether an employee feels like an outsider or becomes fully integrated. Effective leaders tend to:
- Stay closely connected during the transition, particularly in the first 90 days
- Clarify expectations early to reduce ambiguity
- Intentionally help employees build networks through introductions and visibility opportunities
- Model empathy, recognizing that relocation is both exciting and emotionally demanding
A core belief underpinning successful programs is that relocation is not just a work event — it is a life event. Supporting the entire household often makes the difference between a move that merely happens and one that truly succeeds.
Adaptability, Leadership, and Resilience
Successful relocations address both the practical and emotional realities employees face. As workforce expectations continue to evolve, organizations that acknowledge and plan for these complexities are better positioned to protect talent investment and long-term performance.
Thank you to Lauren Herring of IMPACT Group for connecting with NEI on this important topic.
If you would like to discuss global relocation, workforce dynamics, or emerging mobility challenges in greater detail, please reach out to your NEI representative at 800.533.7353 or Lauren Herring at 800.420.2420.
About NEI Global Relocation
NEI, a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.
NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.
Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
Relocation Success: Supporting Employees and Families Through Career Moves
Supporting Relocation Employees
Relocating employees for career opportunities has long been a standard part of talent development. But as workforce dynamics shift, relocations are no longer purely logistical events. Employees and their families now face emotional, financial, and practical challenges that can directly influence engagement, performance, and long-term retention.
NEI connected with Lauren Herring, CEO of IMPACT Group, a leader in career and leadership services, to explore how organizations can better support today’s mobile workforce. She shared practical strategies, recent examples, and insight into the less visible factors that often determine whether a relocation ultimately succeeds.
Unforeseen challenges employees face when considering a relocation
Herring notes that three significant shifts are showing up consistently across relocations today:
- Weaker informal support systems:
Many employees assume they’ll rebuild community the way they did earlier in their careers or lives. However, fewer in-person touchpoints and more dispersed teams mean informal mentoring, social capital, and “learning by osmosis” often take longer to develop in a new location. - Cost-of-living surprises:
Inflation and regional price differences continue to create unexpected financial stress for many families, even when relocation benefits are in place. - Partner career disruption:
In tight or rapidly shifting labor markets, partners may face longer or more complex job searches than anticipated, increasing pressure on the household during the transition.
A recent example involved a senior leader relocating from the Midwest U.S. to a coastal city. While the role itself was a strong fit, the family was caught off guard by dramatically higher housing costs and increased competition in the job market for the spouse. An IMPACT Group coach helped the employee navigate the emotional ups and downs of the move, supported the spouse with a targeted job search strategy, and guided the family in setting clear priorities for the first six months. What began as a stressful transition became a positive landing because the family had an integrated support system in place.
How gender and cultural background influence relocation success
According to Herring, gender, cultural background, and lived experience all shape how individuals experience a relocation. Women, for example, often carry a disproportionate share of the emotional labor associated with family transitions, which can affect how quickly stability is re-established.
Employees relocating across cultures may also encounter subtle differences in communication norms, workplace expectations, and community integration. When individuals feel recognized as people first — not just as employees filling a role — organizations tend to see smoother transitions, faster stabilization, and stronger performance in the new location.
Emotional and psychological hurdles during relocation
One of the most underestimated aspects of relocation is the sense of loss that can accompany leaving behind a familiar community, identity, and routine. IMPACT Group’s survey, The People Perspective on Relocation, found that four of the top five concerns employees have before a move relate to emotional or psychological factors:
- Ensuring the family adjusts
- Making friends
- Finding the right resources, such as doctors or childcare
- Spouse career concerns
The remaining top concern is where to live.
Herring emphasizes the importance of normalizing these emotions. IMPACT Group coaches help employees process the transition, rebuild a sense of identity, and regain confidence. At the same time, they provide practical, personalized strategies that give individuals a greater sense of control during a period of significant change.
Addressing financial stress for dual-income households
For dual-income families, financial stress often stems less from the move itself and more from uncertainty — particularly around how long a household may operate on a single income and what tradeoffs are acceptable.
IMPACT Group coaches help families clarify priorities and decision frameworks, including encouraging conversations with financial advisors and setting realistic expectations around income timing. They also help build location-specific job search strategies by identifying prevalent industries and roles in the destination market and developing multiple paths forward. This approach gives families greater confidence and negotiating power during an already complex transition.
The role leaders and managers play in a successful relocation
The tone set during the first weeks of a relocation can strongly influence whether an employee feels like an outsider or becomes fully integrated. Effective leaders tend to:
- Stay closely connected during the transition, particularly in the first 90 days
- Clarify expectations early to reduce ambiguity
- Intentionally help employees build networks through introductions and visibility opportunities
- Model empathy, recognizing that relocation is both exciting and emotionally demanding
A core belief underpinning successful programs is that relocation is not just a work event — it is a life event. Supporting the entire household often makes the difference between a move that merely happens and one that truly succeeds.
Adaptability, Leadership, and Resilience
Successful relocations address both the practical and emotional realities employees face. As workforce expectations continue to evolve, organizations that acknowledge and plan for these complexities are better positioned to protect talent investment and long-term performance.
Thank you to Lauren Herring of IMPACT Group for connecting with NEI on this important topic.
If you would like to discuss global relocation, workforce dynamics, or emerging mobility challenges in greater detail, please reach out to your NEI representative at 800.533.7353 or Lauren Herring at 800.420.2420.
About NEI Global Relocation
NEI, a certified Women’s Business Enterprise (WBE), partners with over 200 clients—including Fortune Global 100, Fortune 500, and Fortune 1000 companies—to deliver world-class global mobility and assignment management solutions. Headquartered in Omaha, Nebraska, with offices in Switzerland and Singapore, NEI helps companies transition employees smoothly across the globe.
NEI has consistently earned strong rankings in independent industry surveys, including the Trippel Nationwide Relocating Employee Survey and the Trippel Relocation Managers’ Survey, which highlight performance in both employee experience and client satisfaction. Recently, NEI has also been honored with multiple Gold Stevie® Awards, including recognition for Company of the Year – Business or Professional Services and Customer Satisfaction at the International and American Business Awards. These accolades reflect NEI’s commitment to service excellence and its leadership in the global mobility industry.
Combining consultative expertise, benchmarking, trend analysis, innovative technology, and end-to-end relocation solutions, NEI empowers organizations to make confident global mobility decisions and deliver exceptional relocation experiences.
The above article is provided for informational purposes only. Please consult your tax, legal, or accounting advisors before making any decisions or transactions.
