This is especially true when encouraging global mobility, with work friendships facilitating quicker productivity from international assignees. This is particularly relevant for younger employees. TLNT offers powerful statistics that reinforce the role of work friendships:
• Full-time employees (54% vs. 43% of part-time employees) were more likely to say they stay with their current employers because of their co-workers.
• 3% of millennials consider “friendly co-workers” an important work atmosphere trait.
• 88% of millennials want to be friends with their co-workers.
• The number one source of hiring for organisations is employee referrals.
How can an organisation’s relocation policy maximise this opportunity?
Two aspects are important:
Encourage opportunities for shared experiences and communication, offering points of connection… and fun! A regular social programme with a mix of activities with help co-workers to bond and help new assignees learn about what their location can offer.
Emphasise the culture of the organisation during team building and feedback sessions. Sharing ideas, providing honest feedback (safely) and celebrating team and individual success help to grow work-based friendships.
• Is an employee a social butterfly or do they stay isolated?
• Is an employee volunteering for teams? How many?
• Is an employee providing feedback to others? Coaching others? Seeking out feedback/guidance?
• Is an employee actively recruiting friends and colleagues to apply for open positions within the organisation?
Louise says: “The quicker an assignee bonds with their co-workers, the more successful the relocation and the team become. It’s win-win situation however it relies on a support framework being in place.”