Mobility - June 2020 - 42

B

efore the global pandemic put many
moves on a temporary hold, employee
relocation was evolving faster than ever.
That transformative trajectory will likely
continue-even if things look a bit different-when
global businesses begin to re-open again. The war for
talent has created a demanding workforce that expects
more from their employers, with job seekers choosing
organizations that value their growth and development
both personally and professionally. Because of this, the
old concept of employee relocation, in which businesses
are focused on moving people and their belongings
as quickly and cost-effectively as possible, is bad for
business. With "old-school" relocation, the employee
has a harder time adjusting to the new environment,
new talent finds little motivation for moving, and worse,
the organization's productivity and retention rates are
negatively affected.
Why was the old-school approach so ineffective before, and even more so now? Because of
the emphasis on people's "stuff" rather than their
feelings. Most employee relocation services are
great at getting an employee's belongings where
they need to go. What's lacking is attention to
their emotions. Employees and their families are
often left to deal with very difficult situations that
evoke negative feelings toward the company. These
situations and emotions, if left unaddressed, affect
the success of an employee relocation more than
any other aspect of the move. Add in the significant
personal concerns about safely connecting with all
those involved in a move-and about individual
well-​being and safety in the workplace-and that
emphasis on feelings becomes even more important. Relo EQ is the future of talent mobility success. 
As a human-centered approach, Relo EQ is
good for the emotional health of employees and
the health of a business. By now, we all know the
importance of emotional intelligence in the workplace. TalentSmart found that EQ explains 58% of
success across all job types, and in another study,
first published by Ei World, organizations with
managers who had high EQ saw their businesses
have a 22% annual profit growth versus the average 15%. Leaders and organizations with high emotional intelligence are not only better equipped to
inspire and manage their teams, they're positioned
to make their company more money. Applying EQ
to a talent mobility program will allow employees

42 Mobility | June 2020

Employees and their
families are often left to
deal with very difficult
situations that evoke
negative feelings toward
the company. These
situations and emotions,
if left unaddressed,
affect the success of
an employee relocation
more than any other
aspect of the move.
to integrate faster to their new environment, be
more likely to recommend their company to others,
and be more productive in their new role. 
EQ encompasses how you perceive your own
and others' emotions. Having high EQ means you
understand what motivates individuals and are able
to develop strong relationships. Applying Relo EQ
means that organizations implement a relocation program that can proactively address the emotions that
naturally run high during the transition-from making
sure the spouse and family are taken care of and
ensuring the employee feels confident onboarding into
a new role to responding in a compassionate, proactive
way when something inevitably goes wrong.

EMPLOYEE RELOCATION
AND THE BRAIN

In a relocation, you can consider logistics such as
moving household goods, lining up the mortgage,
and getting tax information up to compliance as Relo
IQ. The details of this information are processed by
the prefrontal cortex, or the rational brain. When
things go wrong, however, our thinking shifts to a
different part of the brain-the emotional side of it.
That's when the situation calls for Relo EQ. 
This matters not only because so many things
can go wrong during a move, but also because relocation itself can be such a challenging experience



Mobility - June 2020

Table of Contents for the Digital Edition of Mobility - June 2020

Mobility - June 2020 - Cover1
Mobility - June 2020 - Cover2
Mobility - June 2020 - 1
Mobility - June 2020 - 2
Mobility - June 2020 - 3
Mobility - June 2020 - 4
Mobility - June 2020 - 5
Mobility - June 2020 - 6
Mobility - June 2020 - 7
Mobility - June 2020 - 8
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Mobility - June 2020 - Cover3
Mobility - June 2020 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility-june-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-may-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-april-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-march-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-february-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility_122020
https://www.nxtbook.com/ygsreprints/WERC/mobility_112020
https://www.nxtbook.com/ygsreprints/WERC/mobility_102020
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
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