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Top 50 Relocation Questions: Part 5 of 5

Today is the day! Part five of our five week series to go over the 50 most common questions we receive from transferees and the answers that we provide on a regular basis. This week, to close out the series, it’s time to go over questions 41-50.

Brexit and Global Mobility

It’s an obvious fact that Britain’s vote to leave the EU will have repercussions here in the states. We are already recognizing an impact on US mortgage rates, and though there is still quite a bit of uncertainty regarding how the decision will impact HR, most companies foresee some major issues in the realm of talent retention and definitely global mobility. The largest implications in terms of mobility will undoubtedly include both household goods management and visa/immigration.

Five Ways to Celebrate the 4th of July Abroad

 

It’s easy to get swept up in the fun of Fourth of July celebrations here in the states. Who doesn’t love a day off and a BBQ with fireworks to top it all off? But it’s important to consider your Fourth of Julyemployees who may find themselves out of the country during a purely American holiday for the first time. Many expats will face a common challenge this year: How can they celebrate Independence day without coming across as culturally insensitive in their new home? As an assignee, it’s important that your employee considers their surroundings when planning any sort of celebration.

Happy Fourth of July!

 

Happy Fourth of JulyWe just wanted to take a quick moment to wish you all a happy, fun, and safe Fourth of July weekend. While we’re all excited about BBQs and fireworks over here, I can’t help but think about the transferees who recently relocated abroad and will be missing out on this wholly American holiday. Then I started thinking about how difficult it can be to celebrate any holiday in a foreign country with different cultural views, traditions, and lifestyles. Luckily, there are tons of resources to help expats adjust.

Repatriation and Retention Lessons from FEM

Recently I attended the Forum for Expat Management 2015 NYC Roadshow. What an exciting buzz with many people in attendance from both the corporate and supplier side of global mobility! Everywhere I looked people were gathered together either at a roundtable event, a session, a supplier booth, or just in groups chatting about global mobility. One of my favorite panel sessions was “Repatriation, Localization, or Redeployment – Exploring the Best Succession Plans to Retain Top Talent.” The panel, moderated by Brian Friedman, Founder, FEM included Tricia Schneider, Director of Global Mobility, American Express; Melissa Sudano, Director of Global Mobility, CA Technologies; and Patricia Tavares, Global Mobility Regional Head – Americas, HSBC. Their combined expertise left me with several lessons but, today, I wanted to share some thoughts on repatriation and retention specifically.

Does Your International Relocation Policy Address 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.

Six Important Practices for Inpat Relocations

In case you missed it, last week the Wall Street Journal ran an article titled, “Companies Tiptoe Back Towards Made in the U.S.A,” that discussed how some companies are reconsidering the U.S. as a manufacturing hub for their products. I must admit, I was smiling to myself as I read the piece. Ever the patriot, I would personally love to see more Made in America labels. Today, finding American-made products can be too great a challenge for a country that was built on a manufacturing platform.

Will Companies Relocate Employees, Facilities Out of China?

As someone who lives and breathes international relocation, I’m always looking out for business trends that may impact global mobility. recently, I read an an article in the New York Times titled “Looking Beyond China, Some Companies Shift Personnel,” that posed the theory that more companies would move facilities out of China for its more favorable neighbors in Southeast Asia (most notably, Singapore). According to the article, GM is leading the pack by moving its international headquarters to Singapore. On the surface, this makes sense. Southeast Asia is emerging from its financial crisis and Singapore is a very attractive destination for executives moving abroad. However, while I agree with much of the article, I do not believe we will see too much movement out of China.

Employee Retention Pitfalls after Relocation

We’ve talked quite a bit on this blog about payback agreements. Oh, the payback agreement. We both love it and hate it at the same time. Is it a necessary evil? Perhaps. We certainly don’t believe that companies should spend thousands, if not hundreds of thousands, of dollars on a relocation if there is a risk that the transferee will resign before the contracted period is up. Putting aside financial concerns for just a moment, however, I think we need to take a closer look at why payback agreements are so prevalent (94% of companies require them) and if there is a better, more effective way to ensure that talent stays on board after a transfer or assignment.

Four Helpful Sites for Expats on International Assignment

Moving abroad for the first time can be overwhelming for expats on international assignments. They have different challenges than domestic transferees: cultural differences, language barriers and regulatory disparities are just a few of the obstacles that employees face while on assignment. HR professionals, relocation managers and relocation companies all do our best to adequately assess candidates prior to the assignment (are they right for the assignment?), and then prepare them for the experience. But, no matter how much we do for our assignees, we cannot walk with them through every moment. We can offer support and guidance, but we cannot join them in their adventure.

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