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How to Celebrate Thanksgiving Abroad (Thai Style)

With the holiday season upon us (as crazy as that may seem), I know we are all excited to spend time with family and enjoy our favorite traditions. However, in our industry, we know that not everybody will be able to indulge in homethanksgiving in thailand country festivities. Many people are preparing to spend the holiday season abroad. The expat holiday experience is a unique one and with Thanksgiving just a week away, I wanted to revisit a story from my first year at XONEX, the same year that a good friend of mine spent her first Thanksgiving in Thailand as an expat.

How to Explain Delivery Spreads to Your Transferees

Aside from selling their home and finding a new one, the household goods moving process is the most stressful aspect of your employees’ relocation process. There are a lot of details and steps involved in ensuring the move goes smoothly and in a timely manner. While your relocation provider will spend time explaining each step, should the household goods move be included in the transferee’s policy, it is always a good idea to provide your transferee with as much helpful information as possible as the employer as well. The purpose is to manage expectations, especially during the height of the busy moving season. One of the biggest issues people tend to have regarding the household goods move is the concept of a delivery spread. So what exactly is a delivery spread?

Do We Really Need That Anymore?

Every so often we go through an exercise where we look at our processes and ask ourselves why we do the things we do and why do we do them that way.  In one of our recent exercises we looked at our photo copier. In its prime the behemoth energy sucker sat in the corner and clanked and clicked its way through hundreds, even thousands of pieces of paper and pounds of toner in a day.  However, as we become more and more immersed in a digital and eco-friendly world, the continual whirl and occasional frustrated user clearing a jam, has died down to the point where occasionally someone will ask, where do we keep the copier.  Today, I can proudly respond, “We don’t have one!” 

5 Marketing Strategies for Your Mobility Program

How to Make the Most of Your Global Mobility Program

Let’s face facts: the majority of today’s relocating population fall into the millennial category. This generation is more open to the idea of not only relocating for the right job, but relocating abroad for said job. This fact, coupled with today’s perceived talent war/scarcity, is one of the reasons it is vital for companies to offer quality global mobility programs and it’s important to address both the needs of the employee (of course) as well as the company as a whole. Global programs require extra attention as you’ll need to consider tax and employment law compliance in addition to the standard relocation benefits.

Three Repatriation Challenges HR Must Conquer

Last week, we spoke about addressing culture shock once your employee arrives in their new international location. This week, I want to talk about bringing them home.

One of the biggest mistakes a company can make regarding relocation is assuming that an international assignment is complete once the employee returns to the home country. In many ways, it is at this exact moment that HR needs to step in with gusto. A repatriation program is a vital step in the process that should not be taken lightly. When you consider that companies spend millions of dollars on global assignments, wouldn’t you say it’s worth it to ensure they stick with you upon return?

Does Your International Relocation Policy Address Culture Shock?

Greetings from France! I am currently traveling through Europe on my honeymoon (don’t worry, this post was pre-scheduled) and so in honor of my international adventure, I thought I’d revisit an oldie but goodie post from my library. With the growth of global mobility, it’s going to be key to make sure that you address and mitigate potential issues before they arise. One of those issues being … culture shock.

One of the greatest challenges that transferees face during an international relocation or assignment is the culture shock. A change in culture has a major impact on nearly every aspect of a person’s life including both professional and personal. It’s important that your international relocation policy provides proper training to help assignees adjust to local customs and ensure success in both the position and the relocation as a whole.

End of Season Wrap Up

Breathe in. Breathe out. You did it! You survived the crazy summer season and now you can take a beat before the end of the year madness kicks in. No rest for the weary, right? Well, I’m hoping I can give you a slight break with today’s post. It’s tough to keep up with all the blogs, tweets, news, videos, etc. when work is crazy so I’ve gathered some of the summer’s best posts (in my opinion) about HR, relocation, real estate, talent management and supplier diversity to help you catch up on what you may have missed. We’re your one stop shop today so grab another cup of coffee, sit back at your desk, and enjoy a few minutes to yourself this morning.

Pit Crews and Policies

I originally wanted to name this post, “Everything I learned about Mobility, I learned from NASCAR,” but it was so cliché and I’ve learned so much more from my career in mobility to devalue the experience. But, I thought it would be a “fun read” to look back on my former experience in motorsports marketing to compare some common traits about the sport and the mobility industry.

Why an RFI is More Important Than an RFP

As a seasoned sales professional in this industry, I have worked on my fair share of RFP exercises spanning both small and large opportunities across corporate America. It still amazes me that in this world of emojis, texts and Instagram, it takes a monolithic research assignment to choose a business supplier partner. As much as I respect a diligent research process for purchasing any product or service (for both consumers and B2B), I think the industry has taken its eye off the ball when it comes to focusing on the three main reasons to work with a specific partner – Team, Culture and Achievements. Unlike traditional RFIs that seem to ask a range of general questions, focus on these three key areas.

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MIKE CANNING
VP, Client Services

RICK CALANNI
VP of Business Development Northeast Region

 

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