Health care reform has dominated the news in much of the Western hemisphere for the past several months, and there is little doubt that the topic will continue to be discussed into the new decade as compensation and benefit professionals analyze expenditures while employees bite their nails in nervous anticipation of changes on the horizon.
Amid this stressful season, it may be timely to examine the connection between change and stress, specifically for relocating employees, and a wellness approach that may support this population.
The Correlation Between Stress and Illness
A suggested correlation between significant life change, stress, and illness is hardly groundbreaking news. In 1967, psychiatrists Thomas Holmes and Richard Rahe postulated that stressful life events increase the risk of illness and, as multiple life changes occur during the same time period, a cumulative effect is observed. The Holmes-Rahe Social Readjustment Scale assigns points for a variety of significant life events, ranging from a minor violation of the law (11 points) to death of a spouse (100 points).
Using the Scale—a Hypothetical Example
Using the Holmes-Rahe point scale for significant life changes, let us consider the case of Barb and Dan for a moment.
Barb and her four children, ages 2 to 14, were finally able to join her husband after living six months apart as she stayed to try (without success) to sell the house. No sooner had the family been reunited than Dan was transferred again… and Barb discovered a lump in her breast.
Dan’s initial relocation came about because of massive changes in his industry and economic concerns (change in financial state, 38; business readjustment, 39). His job was redefined (change in responsibilities at work, 29), and he left the family home to live with relatives (change in residence, 20) away from his wife (marital separation, 65). Total cumulative points: 191.
Meanwhile, Barb, a stay-at-home mom of four, was left alone without her husband on a day-to-day basis (marital separation, 65; change in living conditions, 25) with a significantly reduced budget (change in financial state, 38). All of the tasks of taking care of the children were left to her (change in work hours or conditions, 20), leaving little time for recreation, social activities, or involvement in her church (change in recreation, 19; change in social activities, 18; change in church activities, 19). Alone at night, she was not sleeping well (change in sleeping habits, 16), and without another adult in the house to encourage the children to eat healthier meals, she caved in to the desires of the children to avoid arguments at dinnertime (change in eating habits, 15). Total cumulative points: 235.
Theory suggests that individuals who score up to 150 points on the Holmes-Rahe scale have a slight risk of illness. From 150 to 299 points, the risk of illness is moderate. Above 300 points, there is a strong likelihood of illness.
At this point in the relocation scenario, both Dan (191) and Barb (235) are at moderate risk of developing illness.
After several months apart, Barb and Dan decide that reuniting the family is important, and despite the fact the house has not yet sold, Barb and the kids move (change of living conditions, 25) to be with Dan (marital reconciliation, 45), and they try to revert to their previous “normal.” (revision in personal habits, 24).
Total cumulative points: Dan, 285; Barb, 329.
Bear in mind, these stress estimates do not account for the new financial issues this family is facing, issues the children might be having adjusting to a new school, problems Dan might be having at work, or any health problems affecting close friends or family members. Barb is well over 300 points, and when she is diagnosed with breast cancer in the midst of the next move (change in living conditions, 25), her illness (change in health of a family member, 44) pushes Dan over the threshold of 300.
While this representative situation may not be a typical scenario for every relocating family, the primary elements are not at all unusual.
Real Life
Relocation consultants who support accompanying partners for career and life transition have reported anecdotally that during the current economic downturn, more spouses/partners are staying behind to sell the family homestead, and those who are employed are reluctant to leave their jobs until they have identified gainful employment at the destination. The resulting family separations can create stressful situations for both partners, as well as for the children in the family, and as has been illustrated, stress can create a lowered resistance to disease, opening the door to illness. In other cases, prolonged marital separation can exacerbate any already-existing marital discord, leading to permanent separation and divorce. The long-term effect on the affected employee can be devastating.
With such dire consequences facing families, it seems almost heartless to consider the business effects, but they are legion. Employee stress can lead to lack of attention on the job, affecting productivity and profitability and, in extreme cases, creating hazardous situations for other employees. Failed assignments are not unusual for employees whose stress levels have spun out of control. All of these outcomes can have a negative effect on the business’ bottom line.
Monitoring relocated employees’ progress through transition and providing support for accompanying family members not is only an altruistic effort, but it also makes some economic sense.
Enter the Wellness Approach
If significant life changes produce illness-inducing stress, perhaps managing a work/life balance with an eye toward prevention could be key in promoting positive change and countering the cumulative effects of stress.
The National Wellness Institute, founded in 1977, identifies six components of wellness: social, physical, intellectual, occupational, emotional, and spiritual. Theoretically, if one or more of these components is out of balance, the imbalance manifests itself as physical illness.
Awareness of and attention to the components of wellness may help to prevent some health concerns and, for relocating employees, can support a successful transition to a new location.
Social wellness refers to an individual’s interaction with his or her environment and community. Providing information about the new community and opportunities for transferees and their families to meet peers can contribute to the wellness goals of living in harmony with others and the environment. Hosting regular social events and creating a community for employees and family members can encourage positive work relationships and aid families in assimilating to a new geographic area.
Physical wellness is concerned with becoming physically fit and providing nutritious food (and avoiding toxins). Locating fitness trails, workout facilities, and dedicating time for physical activity are all objectives in achieving wellness in this area. Employers can support these efforts with employee assistance programs focusing on nutrition, smoking cessation, and physical fitness for all family members.
Intellectual wellness includes engaging in creative, stimulating mental activity. Relocated employees immerse themselves in new work activities, but their accompanying partners may feel isolated, useless, and in need of meaningful activity, particularly after the logistics of the move are settled. International moves may be particularly troublesome, especially in cases in which an accompanying partner finds him- or herself in a new country with an unfamiliar culture, language, and customs; different currency; unusual foods; and challenges navigating new modes of transportation. Routine activities such as shopping, banking, and medical care for the family suddenly become daunting tasks, contributing to an “out of control” feeling for the accompanying partner. Employers can ease the acclimation process for the employee and family by providing local destination services, cross-cultural and language training, and transition coaching/ support for partners, yielding a positive effect on the entire family.
Occupational wellness refers to personal satisfaction and enrichment in one’s life through work. While the relocated employee is engaged immediately in his or her new job, many spouses/partners have left their own successful careers behind to make the move. This career interruption frequently results in a loss of professional identity for the accompanying partner until they re-engage in a meaningful pursuit or find satisfying employment. Relocation surveys show that the satisfaction of accompanying partners in their careers has a direct effect on the success of the relocation or assignment. Providing career assistance for accompanying partners through coaches familiar with the local market/economy not only expedites their career continuation and occupational wellness, but also enhances the success of the relocation, benefiting both employers and families.
Emotional wellness is the degree to which an individual feels positive and enthusiastic about his or her life. Encouraging employees and their families to examine how they feel about the changes that have occurred because of their move helps them to accept these changes and make forward-looking plans. Providing counseling support for challenging circumstances can help employees and their families with emotional wellness.
Spiritual wellness relates to an individual’s search for meaning and purpose. Living in a way that is consistent with closely-held values promotes growth in this area. Some organizations support spiritual wellness through informal lunch-hour Bible study and assisting families in identifying appropriate houses of worship for their faith traditions.
Recognizing the components of wellness can support relocating families not only in achieving optimal health, but it also can contribute to successful transitions and enhance corporate relocations. The benefits to relocated employees and their families include maintaining stability through transition and developing strong, interdependent familial relationships. For the employer, employees who have a positive work/life balance are more likely to avoid illness, thereby increasing productivity and profitability.
Amy Reece Connelly, a Zionsville, Indiana-based career consultant, is a global services team leader for Ricklin-Echikson Associates (REA), Millburn, New Jersey. She can be reached at +1317 769 4310, www.r-e-a.com, or e-mail reainternational@tds.net.