Employee engagement is at a crisis point. Recent studies show that only 23% of employees feel truly engaged at work, and the costs are staggering—disengaged employees cost companies up to 18% of their annual salary in lost productivity.

While most companies chase engagement through ping-pong tables and wellness programs, the smartest organizations have discovered a powerful but overlooked driver: employee mobility support.

Why Mobility Matters to Modern Talent

Today’s workforce—especially high-performers—view career development through a global lens. They don’t just want promotions; they want experiences that broaden their perspective, challenge their assumptions, and accelerate their professional growth.

When companies offer genuine mobility opportunities, they’re sending a clear message: “We’re investing in your future, not just filling a position.”

This psychological shift is profound. Employees who feel their company is committed to their long-term development are 87% more likely to stay and 67% more likely to go above and beyond in their current role.

The Engagement-Mobility Connection

Demonstrates Long-term Investment Nothing says “we value you” like investing thousands in someone’s relocation and career development. Employees recognize this isn’t a decision companies make lightly—it signals genuine commitment to their future.

Creates Meaningful Challenges Relocation inherently involves stretching beyond comfort zones. New markets, different cultures, unfamiliar business contexts—these challenges energize high-performers who often feel stagnant in familiar environments.

Builds Career Resilience Employees with international experience develop adaptability, cultural intelligence, and problem-solving skills that make them more confident and engaged in any role. They become internal entrepreneurs rather than passive workers.

Strengthens Company Connection Counter-intuitively, employees who relocate often develop stronger emotional connections to their company. The organization becomes their anchor in unfamiliar territory, creating deeper loyalty and engagement.

The Ripple Effect on Teams

Mobility support doesn’t just engage the employees who move—it impacts entire teams. When colleagues see that the company genuinely invests in career development through relocation opportunities, it:

• Raises aspirations across the organization
• Improves talent pipeline quality as people compete for opportunities
• Creates internal networks of culturally diverse, highly engaged employees
• Demonstrates that career growth is possible and supported

Getting Mobility Support Right

Make It Accessible, Not Exclusive The most engaging mobility programs aren’t reserved for senior executives. Companies that offer mobility opportunities across different levels—from graduate rotations to mid-career development assignments—see the biggest engagement benefits.

Focus on Development, Not Just Deployment Frame relocations as career development opportunities, not operational necessities. Employees who see moves as investments in their future are more engaged than those who feel transferred for business convenience.

Provide Comprehensive Support Half-hearted mobility support can actually damage engagement. Employees who struggle with housing, schools, or cultural adaptation while relocated often become less engaged than before they moved. Full support demonstrates genuine care.

Create Return Pathways Knowing they can return home or move to other locations makes employees more willing to take mobility risks. This security paradoxically increases their engagement with current assignments.

The Business Case for Engagement Through Mobility

The numbers are compelling:

• Companies with mobility programs report 23% higher employee engagement scores
• 78% of employees say international experience opportunities would influence their decision to stay
• Organizations with strong mobility support see 31% lower turnover in high-potential talent segments

Beyond retention, engaged employees drive business results. They’re more innovative, more collaborative, and more likely to become the leaders who drive future growth.

Making It Work in Practice

Start with Listening Survey your talent to understand their mobility interests. Many companies are surprised by the appetite for international experience across their workforce.

Build Flexible Options Not everyone wants permanent relocation. Short-term assignments, project-based moves, and gradual transitions can all drive engagement while meeting business needs.

Invest in Success Mobility support isn’t just about moving expenses. Cultural orientation, ongoing mentorship, and family support often determine whether mobility experiences enhance or damage engagement.

Measure and Communicate Track engagement scores for employees with mobility experience versus those without. Share success stories to demonstrate the company’s commitment to development.

The Strategic Advantage

In an era where talent has more options than ever, employee engagement through mobility support creates a powerful competitive advantage. Companies that help employees grow globally don’t just retain talent—they attract the ambitious, growth-minded individuals who drive innovation and results.

The question isn’t whether you can afford to invest in employee mobility support. It’s whether you can afford not to—especially when your competitors are using it to engage and retain the talent you need most.

Employee mobility support isn’t just about moving people. It’s about moving careers forward, and engaged employees are the ones who move your business forward too.

The last couple of years have seen the most unusual things happen in the UK property market. From an almost complete shutdown in early days of the Coronavirus pandemic in 2020, to frenzied activity and rocketing prices during 2021 and into early 2022.

Supply just couldn’t keep up with demand and competition for every property coming onto the sales market was fierce. Vendors made the most of this and prices rose way above what had been predicted. Although the market has softened, we are still in a situation where there are more buyers than there are homes for sale, so prices are holding, although growth has slowed.

According to the property website Rightmove, at present, the UK average price for a first-time buyer home of two bedrooms, or less, is £224,091. For a typical three to four bedroom home, it is £338,757 and for houses with five or more bedrooms, the average is around £665,304.

August did see prices slightly dip in some areas, but this can’t be said to be a predictor of the start of a downward trend, as August is typically a quieter month in the housing market, when people are more focused on summer holidays than moving house. Indeed, many experts believe that due to the continued lack of supply, prices will remain at current levels, at least for the immediate future.

What factors are likely to affect house prices?

Interest Rate Rise

The Monetary Policy Committee of the Bank of England announced a further interest rate rise of 0.5% yesterday taking the interest rate to 2.25%. The impact of this will be felt most with regard to people’s confidence to move and take on additional debt, as mortgage rates increase, affecting first-time buyers and new borrowers in particular.

Analysis from Capital Economics predicts that the Bank of England base rate will peak at about 3% (possibly higher) in the second half of 2023 which in turn could push average mortgage rates to around 4% or slightly more. Based on this data, they forecast that house prices could fall by 5% in 2023.

It is worth noting that even the higher rates and consequently the cost of borrowing are still low compared with their historical averages, but the impact is exacerbated by continuing worries about inflation and the economy generally.

Cost of Living and Rising Inflation

The current economic client, with the high cost of living, rising energy costs and inflation could see buyers pausing to consider if now is the right time to buy. As interest and mortgage rates climb, many buyers may simply not be able to afford to move in the next year or two. Even with the energy price cap, bills are likely to be double what they were last year, inflation is close to 10% and real wages are falling.

Looking into next year, with consumers’ concerns about the economy, the consensus is that there is likely to be a market correction, with house price growth likely to fall to zero and there could well be a year-long downturn as the interest rate rise really takes effect.

With the prospect of prices falling, many predict that first time buyers, who are critical to the health of the property market, could well decide to wait to see what the market will look like into 2023, rather than taking the plunge now.

Stamp Duty Cut

The cut in stamp duty, announced this morning by the Chancellor of The Exchequer will be very welcome news and will be a positive for the property market, and especially for first time buyers. With effect from today, there will now be no stamp duty to pay on the first £250,000 of a property purchase, instead of the historical £125,000. First time buyers will only pay SDLT on homes over £425,000, up from £300,000,  and first time buyers’ relief is now available on properties up to £625,000, up from £500,000.

The subsequent savings may enable some potential buyers to take their first step onto the property ladder sooner than they would have expected and this increased demand should help to keep house prices steady.

So, is now the wrong time to buy?

The answer is not necessarily. If buyers have sufficient deposit funds and can afford the monthly payments, now is as good a time as any, especially those looking to upsize and buy family homes that they intend to live in for several years to come. There continues to be a shortage of large family homes and as more people continue to work at least partly from home, the demand for space and gardens is predicted to remain strong. This is a trend that seems to be with us for the long-run now and it’s hard to see a time when the hybrid model of working partly from home goes out of fashion.

It’s certainly true that average mortgage payments are higher now than at the start of the year, because of rising interest rates, but over the past decade, average rental payments have risen at a faster rate than mortgage payments. If buyers have managed to save enough for a deposit and can pass the lending criteria, buying a home could still be a more affordable option than renting.

Many people do not realise that over 50% of homeowners are not dependent on mortgage finance. For these lucky people, changes in mortgage rates will not affect affordability and will have little impact on decisions relating to buying property.

In summary, if you want or need to move and can afford it, then now is probably as good a time as any to buy a new home, but only if you plan to live in it for several years. There is little point waiting for a dramatic drop in prices, which may not happen over the next year. Generally speaking, property tends to rise in value over time, so over the long-term you are still very likely to make a profit.

It is also always worth remembering that buying a home isn’t just an investment, it’s first and foremost a place for you and your family to live in; a place where you will be happy and comfortable.

Have you ever stopped to consider, that by supporting your employees to relocate to an area where they want to live and work, you will, in turn, be helping your company’s attraction and retention rates?

It feels like we have been talking about the ‘war for talent’ for years and it feels that right now these words have never felt more apt. As we emerge, blinking, out of the long shadows of the pandemic, many companies throughout the growing Humber region are struggling to attract and retain the right quantity and calibre of employees. An age old problem you might say. Well yes, but for some, particularly those in growth mode, it is more acute than ever.

Competition for the best talent is fierce and it’s up to organisations across Hull and the Humber to use every tool they can to make themselves an employer of choice, in a candidate driven jobs market. Whatever employers can offer potential employees, to attract them to come and work in our region is more important than ever.

To stand out in a crowded jobs market, one thing that companies should ensure that they have, is a robust and attractive, internal mobility strategy, which allows employees to progress in their careers without having to leave, to work for another organisation. Such mobility programmes should allow an employee to relocate seamlessly to another work location in order to take advantage of the opportunities in that location. Developing and implementing such a ‘’mobility culture” will need organisational leaders to embrace a policy of encouraging more pro-active internal movement of staff.

Retention of Gen Z & millennial workers can be particularly problematic. Many, simply move on to a new role, without so much as a backward glance, citing a lack of career development and opportunities to move internally within their organisation. The pressures of replacing staff on a regular basis is causing many companies to re-evaluate their career mobility options, in a bid to help retain this element of the working population and attract new ones at the same time.

HR teams have always had their own methods of identifying talent, already present within a company, but developing a culture, whereby employees are actively encouraged to seek new opportunities within, supported by a clear mobility policy, will go some way to reducing turnover and ongoing recruitment costs. Internal mobility can be a great tool for retaining talent and also for enhancing your company brand to job seekers that are keen to work for a company with a supportive and progressive attitude.

With the new patterns of remote and hybrid working likely to remain for many companies and their employees, there is a real justification for HR and mobility professionals to ensure that employee relocation support is included as a basic employee benefit. In today’s world, employees are attracted not only by salaries but more and more by flexible working models, being able to have some say over the location of their work and some relishing the opportunity to relocate to new locations and work at their companies other sites, whilst embracing a new culture and lifestyle. For companies with the right employee mobility policies as an integral part of an overall attraction and retention strategy, we are seeing that this is definitely helping them to attract new staff and reduce staff turnover. For those companies that don’t, their challenge remains very real and is unlikely to abate.

Yorkshire & Humber Relocation can help. Please contact us to discuss your employee mobility policies and strategy.