What Trailing Spouses Want- and Expect- From Human Resources
By Yvonne McNulty
To get a perspective on major issues of concern to expatriate spouses and partners, "The 2005 Trailing Spouse Survey," conducted by Yvonne McNulty, spanned four years of research in which 264 participants were queried. (See Below, "Profile of the Typical Trailing Spouse.") Among the many significant concerns raised were the following: the role of human resources and importance of any support given to the family, the need to recognize work-life balance (particularly for new arrivals), and the ongoing issue of dual-career situations. Here is a sample of what the respondents had to say.
It's Not Just About Policy
When asked about the support they expect from HR with regards to the international assignment, the following items vied for first place – e-mail and internet access, finding and/or subsidizing accommodations, and organizational assistance in the host location, followed by:
* Ongoing assistance after relocation
* Company funding for home-country visits
* Outsourcing the relocation program to external vendors
* Pre-departure training for the trailing spouse
Expectations don't always match reality: Only one tenth of responding spouses rated the level of HR assistance they received as "excellent," and 19 percent as "very good"; one third were satisfied. In a broad range of areas, the participants expressed dissatisfaction, ranging from policy flexibility to language training and reimbursement.
A key concern of trailing spouses regarding HR staff with whom they interact is their personal experience (or lack of experience) in having lived and worked in a foreign country. "There needs to be a greater appreciation of what is left behind (missed opportunities) and what is hoped for as a result of the relocation in the future (potential for new opportunities)," to quote one respondent. "This obviously requires that the staff assisting with the relocation at home and abroad is well versed in such issues and of a mature enough age to understand the 'bigger picture' expectations associated with moving." But more than hands-on experience is necessary.
"There has to be some notion that HR or the home office 'cares' about your 'sacrifice' in so many ways (being away from family during holidays, not really being part of the company team, etc.)." After all, "If the company is responsive and shows an interest in how our family is coping during and after relocation, it improves my satisfaction, especially when they are trying to meet my needs and realize that it's important that a whole family needs to feel good about relocation, not just the person they hired."
Along with genuine caring about the family's reaction and adjustment is the need for integrity. "Do not make promises that you cannot keep. Do not try and change the contract during the relocation," one spouse cautioned, as another said, "Be truthful about the job, the working conditions, the clients, the culture, etc. Don't lie about the cost of living or the likelihood the trailing spouse will find work." In other words, be upfront, be informative, and be open to dialogue, and "Listen, listen, listen."
Profile of the Typical Trailing Spouse
* Married (97%) for at least 4 years (72%)
* Female (91%) with children (57%)
* Under 40 years of age (54%)
* Has been on an international assignment before (58%)
* Speaks two or more languages (58%)
* Is in a dual-career family (67%)
* Has a bachelor's degree or higher (84%)
* Had to give up a career to relocate (64%)
* Cannot continue a career or get paid employment due to work permit/visa restrictions (55%)
Source: The 2005 Trailing Spouse Survey
Copyright Yvonne McNulty.
For more information on the trailing spouse survey, contact Yvonne McNulty at , or visit .
Reprinted with permission |
