Time to take a stock – Employee Moving?

By IOS Relocations, TIRA Member, India

All mobility professionals all over would be looking and re evaluating the number of moves they will be managing this year. IOS Relocations brings you 5 ways which can prepare your employees for the move:

Authorize your destination service providers at the earliest
This will ensure that the destination consultant has enough heads up to work on the requirements for appropriate housing and schooling options. Preparation is the best mechanism which we have for meeting the desired moving dates and having within desired budget relocation.

Assignment Preview Trips Or Look see Programs
These are very good tools to ensure that your employees get a feel for the location which they would be moving into. The cost of the assignment preview trip clearly offsets the benefits for the assignee to get running on the ground when they actually move in. It has been proved that the look see programs make an assignee 40% more productive as opposed to visiting the destination city for the first time when the assignment begins.

Appropriate expections
It is key to be transparent with the relocating employees on the situation of the housing in the destination city, availability of admission in the schools and cost of living.

Moving features very high on an anxiety source for a human being
The correct advice on how much to move, and how to donate or eliminate items which are not used or not required, will go a long way in ensuring that the move is as stress free as possible.

Flexibility
Companies can offer a more flexible relocations policy to include adding smaller shipments and other variations such has an all-inclusive lumpsum amount towards certain relocation benefits.

In conclusion, working with the relocating employees well in advance ensures and overall success for the entire process. You could reach out to IOS Relocations via info@iosrelocaitons.com for guidance on Destination services, Immigration services, Packing & Moving services, Cross- cultural training services.

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More about IOS Relocations
IOS Relocations, is a leading corporate relocations solution provider, providing relocation services to individuals and business houses. Since 1994, customers from all over the world have entrusted us with the sensitive issue of relocations. Over the last 22 years, we have developed enviable expertise in the areas of Relocations, Logistics, Recruitment, Immigrations, Destination Services, Property related Services, Facilities Management, Furniture Rentals, Car Rentals, Serviced Accommodation, New company startups, Tax Advisory services, Cross Cultural Training, Policy Designing services and other affiliated services. Our professionalism, specialization and versatility have positioned us as a ‘one-stop-shop’ for every relocation requirement.

Website: www.iosrelocations.com
LinkedIn: IOS Relocations
Facebook: IOS Relocations

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More about TIRA
TIRA is an aligned network of quality mobility service providers. The network provides access to leading mobility experts from around the world that provide local solutions to global challenges. Network members exchange best practices and share this value with the industry through benchmarking exercises.

Website: www.tiranetwork.org
Twitter: @TIRAORG
LinkedIn: The International Relocation Associates (TIRA)
Facebook: The International Relocation Associates (TIRA)

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Working with Australians – 5 things you’ll need to know

By International Consultants Centre, TIRA member, Australia

Around the world, Australians are generally known as easy-going and friendly people. When it comes to working with Australians, however, there’s much more at play than their sense of humour and casual manner. International Consultants Centre has put together a list of our 5 top tips to help you work effectively with Australians.

Australians work well within a flat structure.
Australian society strongly values equality and embraces a spirit of egalitarianism, particularly in the workplace. This means that Australians prefer to work in a flat structure with a short chain of command, leaving as little distance as possible between the boss and the rest of the workforce. This low power distance means that bosses are addressed by their first names and juniors often enjoy a fairly informal relationship with their superiors.

Our tip: Be aware of the Tall Poppy Syndrome, where those of higher status may be cut down or criticised for their achievements.

It’s OK to disagree.
Unlike a lot of other cultures, Australians can be quite forthcoming with their opinions. Where many bosses around the world might be unaccustomed to receiving direct feedback from their team members, Australians are encouraged to share their opinions. Australians are direct and like to get straight to the point, so when disagreement or problems arise there’s no ‘beating around the bush’.

Our tip: Keep your communication as simple, clear and explicit as possible.

Coffee is taken very seriously.
The morning coffee is an important part of the Australian work day. While Australians are quite task-focused and generally like to get down to business (at least compared to their relationship-oriented neighbours in Asia), the morning ‘coffee run’ is a valuable opportunity for building workplace relationships. Driven not only by their love for the caffeinated beverage, Australians also use their morning coffee break as a chance to discuss business and even make decisions.

Our tip: Even if you don’t drink coffee, join your colleagues for the walk and enjoy the opportunity to get to know them better.

Australians don’t like to be micromanaged.
Australians are independent and individualistic, both in their personal lives and at work. This means that Australians prefer an empowering management style, one which encourages initiative and autonomy. Australians dislike being micromanaged and will be frustrated by close observation or control by their manager.

Our tip: Be prepared to have less regular contact with your manager.

Australian humour is unique.
Australia’s laconic and often self-deprecating humour can be hard to interpret at first. Australians love to use irony and will often be found making fun of others. This can be quite confronting if you’re from a culture that places great importance on ‘saving face’. ‘Making fun’ of oneself is often used to build rapport and even friendship.

Our tip: If you don’t understand the humour, don’t be afraid to ask for an explanation.

If you or your clients want to learn more about working with Australians, contact us at cultural.training@internationalconsultantscentre.com.

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More about International Consultants Centre
International Consultants Centre run Intercultural programs for individuals, families and teams to support them to work successfully across cultures. Our programs include access to online e-learning tools such as CultureConnector and we focus on building participants country knowledge and cultural intelligence as well as providing strategies to work effectively across cultures.

Website: https://internationalconsultantscentre.com/
Facebook: International Consultants Centre
LinkedIn: International Consultants Centre

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More about TIRA
TIRA is an aligned network of quality mobility service providers. The network provides access to leading mobility experts from around the world that provide local solutions to global challenges. Network members exchange best practices and share this value with the industry through benchmarking exercises.

Website: www.tiranetwork.org
Twitter: @TIRAORG
LinkedIn: The International Relocation Associates (TIRA)
Facebook: The International Relocation Associates (TIRA)

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Executive Expatriate Relocations (EER) services are now mobile friendly!

By Marie O’Neill, General Manager and Aideen Hopkins, Head Of Business Operations at EER, TIRA Member, Middle East

EER is delighted to announce the launch of its Relocation App, providing a mobile-friendly service delivery.

We are rolling out the app in Dubai and Abu Dhabi and will follow shortly with Bahrain, Kuwait, Oman and Qatar.

Our assignees will be provided with access to our app enabling them to access information documents, which will help them to navigate and understand the red-tape associated with a relocation as well as providing an introduction to the local culture and points of interest in their new location.

We will upload the assignees’ itinerary to the app and they will be able to access interactive maps allowing them to identify local amenities/services when conducting the home search allowing them to make a more informed decision.

We are able to use the app to communicate with our assignees through notifications which will appear on their screen. In addition, the assignee can also add their spouse to the app as well as upload photos and add notes so that they can share the relocation experience and information.

This launch represents another milestone in the delivery of our 2018 digital strategy as well as strengthening our commitment to going paperless.

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More about Executive Expatriate Relocations

EER is one of the fastest growing relocation, immigration and company incorporation companies in the Middle East.

Website: www.eerme.com
Facebook: Executive Expatriate Relocations Middle East
Twitter: @EERelocations
LinkedIn: Executive Expatriate Relocations (EER)

 

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More about TIRA
TIRA is an aligned network of quality mobility service providers. The network provides access to leading mobility experts from around the world that provide local solutions to global challenges. Network members exchange best practices and share this value with the industry through benchmarking exercises.

Website: www.tiranetwork.org
Twitter: @TIRAORG
LinkedIn: The International Relocation Associates (TIRA)
Facebook: The International Relocation Associates (TIRA)

Home Conseil Relocation maintains its quality certification for 2018-2020

Thanks to the combined efforts and vigilance of all its teams, Home Conseil Relocation is proud to announce it maintained the EuRA Global Quality Seal for 2018-2020.

As always the quality certification is a major milestone for Home Conseil Relocation in providing its clients best-of-class services in Relocation, Immigration and Expatriation.

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More about Home Conseil Relocation
Based in Lyon, France’s second largest city in terms of economic vibrancy, Home Conseil Relocation serves the relocation needs of businesses throughout France and especially in Paris, with a team of qualified consultants.

Website: www.home-conseil.com/en/
Twitter: @HomeConseil
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More about TIRA
TIRA is an aligned network of quality mobility service providers. The network provides access to leading mobility experts from around the world that provide local solutions to global challenges. Network members exchange best practices and share this value with the industry through benchmarking exercises.

Website: www.tiranetwork.org
Twitter: @TIRAORG
LinkedIn: The International Relocation Associates (TIRA)
Facebook: The International Relocation Associates (TIRA)

5 Ways to Manage Expatriation Risk

By Mercedes Naficy D’Angelo, Director of Global Business Solutions, and Leeza Erfesoglou, Marketing Associate

Cultural Awareness International, TIRA Member, America

In our increasingly globalized world, international businesses seek to fill their organizational needs by strategically shifting corporate talent from one place to another. However, a substantial percentage of international assignees fail to meet their company’s objectives. The high cost of relocating talent – and the high expectations resting on the shoulders of these talented women and men – require that companies minimize risk wherever possible .

Risk is inherent in an international assignment: under performance, safety, attrition, and even reputational damage are costs that successful companies can ill afford. Mobility departments who fail to understand the intricacies and risks associated with international assignment are setting both themselves and their assignees up for potential failure. With more than just money on the line, how can companies mitigate expatriation risk, and what can they do to ensure the success of their assignee?

Guarantee expat safety
Powers out of your control, such as political instability, economic volatility, natural disasters, and crime, have led to an understandable prioritization of safety and security. Duty of care – and the high cost of failure – dictate that global mobility professionals address these issues proactively and definitively. Many companies already offer extensive safety training, travel monitoring, evacuation procedures, and even kidnap and ransom insurances. To minimize risks, global organizations should carefully review their current safety & security policies and procedures.

Keep your expats healthy
The physical health of expats is often addressed with lesser rigor than would be sensible. Due to ‘respect for privacy’, or merely an inability to have ‘difficult’ conversations, not all companies conduct a standard medical screening that could flag medical needs proactively. Ensuring that chronic disease or medication requirements are addressed assiduously is the least companies can do. Frequently, companies focus on providing access to facilities and resources, but only medical evaluations can truly prepare the assignee for the health-related risks while on
assignment. Some medical conditions can even make certain assignments untenable. To ensure that illness does not sabotage the assignment, medications, referrals to doctors for ongoing treatment, and other resources should be put in place before leaving the home country.

Provide psychological support
A minimal medical evaluation should be coupled with a mental health assessment – both for the assignee and their spouse or partner. According to the World Health Organization , 300 million people suffer from depression worldwide. If one adds anxiety, insomnia, and other behavioral issues on top of that, we can only imagine the
lost time and decreased productivity. If challenges such as mental health issues and learning disabilities go unnoticed and unaddressed, the entire assignment is at risk. Expats encounter a plethora of challenges in varying degrees once they relocate. On the work front, a whopping 65% of expats report feeling an amplified strain of work in
the host country and 51% say they are overworked. The happiness of their partner and family is of equal importance for most assignees: 67% cited family concerns as the primary reason for returning to the home country early.
Global mobility professionals often assume that generous compensation and relocation policies are enough to ensure a smooth transition. However, isolation and loneliness are often an inevitable part of the assignment – particularly for the non-working spouse or partner. Establishing a structured support framework could go a long way to ensuring success. Spousal support programs and destination services that address unique family needs are thus essential services to help with the transition and minimize risk. The employee’s state of mind is paramount to the success of the assignment; familial concerns can lead to under performance and absenteeism at work, if not addressed proactively.

Train cross-cultural communication skills
The same professional skills that can make an employee a ‘rock star’ in their home country can be perilous on assignment. An assertive businessman with a direct communication style that is successful in Germany may be at risk of jeopardizing relationships when operating in a more hierarchical, indirect culture such as Japan. Companies often address competency from a language perspective but do not always give the same importance or attention to the ‘softer’ skills which are – to quote the Harvard Business Review – the ‘harder’ skills. Many organizations focus on functional skills and job-related capabilities. Companies that conduct successful expatriation programs look not only for technical qualifications and abilities but also for an aptitude to develop a global mindset . Cultural competency – the ability to navigate the cultural complexity of the multicultural work and marketplace – is a crucial, fundamental
element to an assignee’s success. Cultural adaptability and emotional intelligence directly relate to a higher expat success rate.

Don’t forget expat repatriation
Repatriation and a reverse culture shock is often more challenging than expatriation itself. All too often, expats find that their newly acquired language and inter-cultural skills do not reconcile with the home office. The loss of autonomy, a changed professional approach, and changes among their colleagues make for a challenging  reintegration at work . The risk of repatriation failure is significant: the attrition of a valuable employee with a wealth of international experience. Supporting the repatriating assignee and their family is, therefore, in the best interest of the organization. Mentoring the assignee, repatriation training, and tapping into their international experience by mentoring other colleagues are proven methods of reducing the risk of attrition. By exploring these five key concerns linked to expatriation, global mobility professionals can improve their strategies for mitigating risks and enhancing the assignee’s performance.

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More about Cultural Awareness International, Inc.
Cultural Awareness International, Inc. ( CAI ) has close to three decades of remarkable history working with HR and Business Leaders to create unique, personalized solutions that develop their employee talent to perform skillfully in the global marketplace. A woman and minority, privately owned and operated company, we holistically address organizational needs for global competency development, diversity and inclusion training, intercultural communication and global leadership with flexibility and innovation. Additionally, we provide comprehensive destination services that assist both assignees and their families in relocating to a new home and settling into their new community. Our experience collaborating with global companies across all industries and scope gives us invaluable insight to anticipate and address our clients’ needs. Our solutions target not only the needs of globally mobile individuals and their families but also that of teams and senior leadership. CAI’s expertise, creativity, and agility deliver the best sustainable solutions to hone and enhance the skills of your globally mobile talent.

Website: https://culturalawareness.com
Twitter: @CulturalAdvice
LinkedIn: Cultural Awareness International, Inc.

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More about TIRA
TIRA is an aligned network of quality mobility service providers. The network provides access to leading mobility experts from around the world that provide local solutions to global challenges. Network members exchange best practices and share this value with the industry through benchmarking exercises.

Website: www.tiranetwork.org
Twitter: @TIRAORG
LinkedIn: The International Relocation Associates (TIRA)
Facebook: The International Relocation Associates (TIRA)