28 Sep Engaged or Regretful? First 44 Days are Crucial for Relocating Professionals

Onboarding a new hire is a critical process for global mobility specialists and employers. The first 44 days cement whether an assignee feels engaged or has regrets, according to a September report from BambooHR, a cloud-based human resources platform.

This means that on average, these assignees decide whether to commit to a job within 44 days or about 6 weeks to make a strong impression.

However, reports say that nearly half of new employees have regrets or doubts within a week. About 23% have even cried during that first week. When this happens, it indicates a few things such as a poor onboarding experience. 

During onboarding, employees’ top frustrations are a lack of clarity about who can answer questions (65%), inadequate training on company products and services (62%) and technology issues (51%).

The survey involved 1,565 full-time U.S. employees and 500 HR professionals. 

An HRD (Human Resources Director) report says that these relocating professionals often underestimate the difficulties of adapting to a foreign culture. They can be so excited about the move that they think of the logistical hurdles like finding housing while overlooking the interpersonal struggles of fitting into a new environment.

A study by Expatica found 42% of expats had trouble adjusting to local customs and norms. This culture clash drives lower satisfaction and productivity among relocated employees.

Set clear expectations

This is why it’s essential to set clear expectations. These assignees can easily get frustrated by unclear points of contact, insufficient training, and technology problems. Thorough training on tools, software, products, and services empowers new hires.

Remote and hybrid workers especially rely on seamless technology access and communication. With so many working remotely now, onboarding must virtually convey company culture — quite a challenge from a distance. For those working remotely, a video welcoming the assignee will ease their minds about the company, its people and its culture.

Good onboarding can reduce new hire resentment as well, according to recent research from Talent Board. 

Social connections and structure

For new hires to get settled in, new hires need an onboarding that blends social connections and structure. The study reports that they value work friendships more than meeting the CEO. 

About 87% are eager to make a friend at work and 93% want to shadow a colleague. They may be nervous in the beginning, so having an onboarding buddy that provides camaraderie and advice will go a long way.

In the end, effective onboarding is an investment. The costs of turnover are steep. Thoughtful onboarding boosts retention, productivity, and advocacy. It starts new employees off feeling welcomed, connected, and prepared.

Robust training is essential. Employees get frustrated by unclear direction on who to ask questions, inadequate product and service knowledge, and technology problems. Comprehensive job training and company basics courses empower new hires.

Effective onboarding continues selling the company mission and the new hire’s role. It lays out their potential for growth and advancement. This reduces resentment and makes employees more likely to refer others and advocate the company.

A positive experience — and lower resentment — could influence whether new hires refer colleagues and friends, become brand advocates and purchase or recommend the company’s products and services.

Intercultural training needed

Companies need to provide intercultural training, as it really helps people understand things in a business environment, but also in general, the outside environment, too.

In their outside environment, relocated employees often underestimate everyday needs like finding a vet, dentist, or handyman. 

By helping employees feel established in their new home, global mobility professionals and companies can ease the mental burden so they can focus on work.

New hires may not realize that they have mental health to think about. The upheaval of relocation often causes stress, anxiety, and depression, compounded by culture shock. Companies can provide psychological support to help employees adjust.

Relocation impacts whole family unit

Relocation impacts whole families, too. Studies show up to 30% of relocated employees report significant stress or anxiety within six months. But the impact goes beyond the employee. When an entire family moves with an assignee, that means everyone will have mixed feelings about the move. 

In fact, research shows 70% of failed relocations stem from family issues, not work problems. It’s crucial then to have holistic family support throughout the relocation journey. Some small things become big issues — not finding a grocery store or making friends can affect the whole family unit. Global mobility professionals will have to factor in all the human elements at every stage. With robust cultural training and mental health support, companies can set relocated employees up for success, both personally and professionally.

Engaged or Regretful? First 44 Days are Crucial for Relocating Professionals

Onboarding a new hire is a critical process for global mobility specialists and employers. The first 44 days cement whether an assignee feels engaged or has regrets, according to a September report from BambooHR, a cloud-based human resources platform.

This means that on average, these assignees decide whether to commit to a job within 44 days or about 6 weeks to make a strong impression.

However, reports say that nearly half of new employees have regrets or doubts within a week. About 23% have even cried during that first week. When this happens, it indicates a few things such as a poor onboarding experience. 

During onboarding, employees’ top frustrations are a lack of clarity about who can answer questions (65%), inadequate training on company products and services (62%) and technology issues (51%).

The survey involved 1,565 full-time U.S. employees and 500 HR professionals. 

An HRD (Human Resources Director) report says that these relocating professionals often underestimate the difficulties of adapting to a foreign culture. They can be so excited about the move that they think of the logistical hurdles like finding housing while overlooking the interpersonal struggles of fitting into a new environment.

A study by Expatica found 42% of expats had trouble adjusting to local customs and norms. This culture clash drives lower satisfaction and productivity among relocated employees.

Set clear expectations

This is why it’s essential to set clear expectations. These assignees can easily get frustrated by unclear points of contact, insufficient training, and technology problems. Thorough training on tools, software, products, and services empowers new hires.

Remote and hybrid workers especially rely on seamless technology access and communication. With so many working remotely now, onboarding must virtually convey company culture — quite a challenge from a distance. For those working remotely, a video welcoming the assignee will ease their minds about the company, its people and its culture.

Good onboarding can reduce new hire resentment as well, according to recent research from Talent Board. 

Social connections and structure

For new hires to get settled in, new hires need an onboarding that blends social connections and structure. The study reports that they value work friendships more than meeting the CEO. 

About 87% are eager to make a friend at work and 93% want to shadow a colleague. They may be nervous in the beginning, so having an onboarding buddy that provides camaraderie and advice will go a long way.

In the end, effective onboarding is an investment. The costs of turnover are steep. Thoughtful onboarding boosts retention, productivity, and advocacy. It starts new employees off feeling welcomed, connected, and prepared.

Robust training is essential. Employees get frustrated by unclear direction on who to ask questions, inadequate product and service knowledge, and technology problems. Comprehensive job training and company basics courses empower new hires.

Effective onboarding continues selling the company mission and the new hire’s role. It lays out their potential for growth and advancement. This reduces resentment and makes employees more likely to refer others and advocate the company.

A positive experience — and lower resentment — could influence whether new hires refer colleagues and friends, become brand advocates and purchase or recommend the company’s products and services.

Intercultural training needed

Companies need to provide intercultural training, as it really helps people understand things in a business environment, but also in general, the outside environment, too.

In their outside environment, relocated employees often underestimate everyday needs like finding a vet, dentist, or handyman. 

By helping employees feel established in their new home, global mobility professionals and companies can ease the mental burden so they can focus on work.

New hires may not realize that they have mental health to think about. The upheaval of relocation often causes stress, anxiety, and depression, compounded by culture shock. Companies can provide psychological support to help employees adjust.

Relocation impacts whole family unit

Relocation impacts whole families, too. Studies show up to 30% of relocated employees report significant stress or anxiety within six months. But the impact goes beyond the employee. When an entire family moves with an assignee, that means everyone will have mixed feelings about the move. 

In fact, research shows 70% of failed relocations stem from family issues, not work problems. It’s crucial then to have holistic family support throughout the relocation journey. Some small things become big issues — not finding a grocery store or making friends can affect the whole family unit. Global mobility professionals will have to factor in all the human elements at every stage. With robust cultural training and mental health support, companies can set relocated employees up for success, both personally and professionally.