Managing an International Workforce


Managing an International Workforce

by Brooke Faulkner via @faulknercreek

The worldwide web has also led to a more worldwide economy, and despite recent political manoeuvrings and issues with trade, that situation is not likely to change anytime soon. Many companies have moved toward not only a remote workforce, but one that is international as well.

Think of the social media sharing app Buffer. The company has a 100 percent remote workforce with no physical home office. Employees and often their spouses are treated to a once-a-year retreat paid for with the money the company saves on infrastructure. Employees work around the world, in many different places and environments.

How do they manage this workforce? How do other countries do it? What does it take to manage employees across the globe and from various cultures who speak different languages? It is challenging, but for many companies, it is not only worth it, but it is a necessary evil.

Understanding Culture

One of the first challenges you will face is maintaining company culture when a different societal culture defines the country where your employees are located. When any company is looking to expand globally, it is important to maintain vision, mission, and values. This involves some important steps in cross-cultural management.

Send Experienced Teams to Establish New Teams

No matter how great a leader you might be, you cannot instil company culture by yourself. Typically, as a company grows, the company culture becomes a blend of employees and management working together. Assemble a small, experienced team to help set up and manage remote teams even if they do so virtually. This will assure that mission and vision are communicated properly.

Understand and Honor Local Customs and Traditions

You cannot establish a workforce presence in another country without understanding and respecting local customs and traditions including holidays, religious restrictions, and other cultural differences. To work with these things, you will have to think outside the box and have alternative holidays and other considerations.

This translates to many different areas, including the location and layout of offices, necessary break times, and even dress codes if you have one. Your team must work to align your company culture with that of your host country.

Work at Cultural Alignment

This cultural alignment will take work. There are several important aspects of aligning your company culture globally, and it will not happen organically. Here are some points to consider.

  • Direction and purpose: What is your “why” and how does it translate to a new culture?
  • Supervisor support: What does management support mean, and how can it be achieved remotely or globally?
  • Learning and growth: Are there opportunities for growth even globally? Are training materials available in the native language and are they relevant?
  • Relationships and team performance: Relationships must be developed outside of employees’ and management’s comfort zones, but the end result is rewarding. Pick team members who are willing to do this.
  • Make feedback into influence: Your global team members are more than just employees and will have ideas of how to make your company work in their culture. Welcome their influence and implement their feedback.
  • Recognition and rewards: These may look different in another culture, but they are still necessary and relevant.

By making the alignment of your company culture a priority and following these steps, you will increase the value of your global presence.

Managing Remote Teams

Like Buffer, many global teams are remote, and managing remote workers has additional challenges. While there are many advantages to a remote team such as global talent, saving the cost of relocation, and the addition of diversity, there are also some drawbacks. One of those is that they can be more difficult to manage.

LIke cultural alignment, there are some general guidelines for managing virtual teams that apply nearly universally.

  • Build trust: Your team must trust that you have their best interests at heart, just as you do those of your customers. You have to follow through with what you say you will do, and give them the support they need to accomplish the tasks you set for them.
  • Have clear goals, standards, and rules: A part of this building of trust is to have clear and consistent expectations and goals. Work must be done to a standard regardless of where in the world your employee is.
  • Communicate clearly and constantly: Communication is the key, and while this can be challenging in different time zones and across the world, it still can be done. As a leader, it is your responsibility to align your schedule with theirs, not for them to inconvenience themselves to accommodate you.
  • Build a team rhythm: Consistency is also key. Develop a rhythm and a schedule your team can adhere to, and that works for all of you. Develop and stick to consistent workflows to keep everyone at their most productive.

To manage a remote team, you will need a more flexible company culture, especially worldwide. Be conscious of this, and don’t micromanage no matter where in the world your employees are. Your management style must be consistent and predictable, too. Managing people is much different than managing spreadsheets and numbers, no matter how far removed from your office they are.

Remember, you are the leader, and the satisfaction of the employees and, in the end, the customer is your responsibility.

Providing Your Team with Tools

One of the key elements to working globally is to have tools that translate to everyone and are available in a variety of languages and formats for different countries. There are several tools that do this in different categories.

There are other ways to support your team as well. Tablets or laptops are the most common platforms, but you may want to provide remote teams with phones or pay their cell phone service costs for them. Both physical tools and software are important and should be a consideration. Managing their devices makes it easier to manage the team overall.

Traveling Both Ways

Face it, if you expand globally, you will be doing more travel, and you may want to bring in your remote employees from time to time, or like Buffer, have some kind of annual gathering.

While video meetings and chat are good, there is something to be said for meeting face to face. There are many ways to manage your international business travel, from rewards cards to mileage programs, and rewards programs can save you substantial money, especially when traveling abroad. Don’t be afraid to bring employees to you too, for annual reviews or other special events. Make this a positive experience for them, and use the time to connect and build a deeper relationship.

Global management and handling an international workforce comes with a number of challenges, but in the end, the diversity, the relationships you develop, and the broader presence of your company will be worth all of the work.

 

 

Why Gender is Not a Factor in Hiring a Remote Employee

Guest post by ANGELINE LICERIO

Discrimination of any kind should be unacceptable in any given situation. Gender discrimination, on the other hand, takes this to another notch, especially in the workplace. The sad reality is that gender discrimination still happens in most hiring processes. I found this surprising, and no wonder if you’re shocked too: in light of our new global situation, those who work remotely also experience gender discrimination. An article published by Harvard Business Review has highlighted that women are viewed by employers to be carrying out more domestic responsibilities, while men are seen to be more career-oriented and likely to expand their work spheres. Another article published by Forbes suggests that men are more likely to put in extra overtime on work tasks, while women pick up the slack with more domestic duties.

So, is gender a factor when hiring a remote employee? The short and definitive answer is “no”. The decision to hire a worker should be based on how they fit the role and how they can contribute to the growth of the organisation. Hiring an employee, especially for a remote position, should always be based on merits, qualifications, and skills.

Is Gender Discrimination Still Happening?

Gender issues in the workplace still happen, and it’s a proven fact. Women and men both get discriminated against when it comes to work, especially remotely. Some employers would often put in their job posting that they only hire women or men for specific roles. This is not illegal just across the whole European Union (Directive 2006/54/EC), but also in many other more authoritarian countries and notably less egalitarian countries. Hence, you might be shocked to read this. Human Rights Watch spotted “men only”, “suitable for men” or the like on thousands of job descriptions in China, despite this being illegal there as well. Read the report here.

While this may be the case, we should also highlight that there are a lot of companies that look past gender differences and many leaders genuinely respect a person for his or her achievements at work. More people have the utmost respect for both women and men in the workplace because of their contributions to their respective fields.

A Different Approach

Hiring remote employees, whether a single one or a full team, requires not only the right skill sets but their ability to work in an unsupervised working environment. Remote work has a lot of merits. At the top of that is more savings timewise and moneywise, which makes this option very attractive to both employers and employees. Remote workers are also not bound by geographic locations, which means that an employer looking to hire has a massive pool of talent at his disposal. 

Let’s now look at the skills that make remote workers more employable regardless of their genders.

Self-discipline

A remote employee needs to be able to work with minimal supervision, and being male or female has no bearing on this whatsoever.  Remote workers need to block and manage their time for and focus their energy on work when it is time to. Great employees need to be on the clock without anyone telling them to do so, and this should be among the top considerations when looking to hire remote workers. This quality is never gender-related – it is either a person has self-discipline or not.

Strong, Above-average Communication Skills

Having average communication skills will never be enough for a remote worker because communication is a crucial element for a successful remote-based work. In this case, a person can have excellent communication skills regardless of sex. There is no workaround for not having above-average communication skills in a remote working environment. 

For one, a remote employee would need to be in constant communication with their teammates and their direct supervisors. Instructions will likely be over calls, emails, and video conferences. Average communication skills help when you’re working with someone face to face, but you will need to be an excellent communicator to thrive in the remote work environment.

Remote workers need to have the extra sensitivity to listen and hear what is actually being said in an email or telephone conversation. It would take above average communication skills to read between the lines of an email and to pick up the nuances in a conversation.

Troubleshooting Skills

The ability to troubleshoot not only work-related problems concerning clients but also technical and business continuity problems are crucial when it comes to working remotely. Remember that when a person works remotely, there is no IT department to support them round the clock. A remote worker should, at the very least, have rudimentary troubleshooting skills when it comes to networks and computers. Without this, simple installation or a simple network problem can cause delays in their deliverables.

Troubleshooting does not always mean technical problems, but it is also about finding out the root cause of a problem. We need not to reiterate it, but troubleshooting skills are never dependent on the gender of the employee.

Have Reliable Judgment

Some would say that this is part of having troubleshooting skills, but for us, having a reliable judgment is completely separate. It comes very handy whenever decisions have to be made without the help of a team or a committee. A person who has great judgement, whether male or female, can make decisions that will affect the business he or she is representing as a whole.

The ability to rely on themselves and weigh their options well is one rare but necessary skill to have as a remote worker. 

In Closing

Hiring remote employees brings a lot of benefits to the table. Apart from more productivity and motivation, the company can save money and get higher quality output in the long run. This is why gender should never be a cause for someone’s disqualification.

It is unfortunate that this topic even exists and that we feel the need to enumerate the right qualifications for hiring a remote employee. Gender ultimately has no bearing on the effectiveness of a remote worker to do their jobs well. Any company that uses gender to segregate their employees should rethink their hiring process if they want to thrive in their chosen industry. Being male or female has nothing to do with a person’s ability to succeed in their jobs, be it remote or not.

How the Author Defines a Remote Worker

In this article, the author refers to remote workers as anyone who works outside of a traditional office environment. They can be working from home, working from a coworking space, at a coffee shop, etc.

Resources and further reading

Guest post by ANGELINE LICERIO

Discrimination of any kind should be unacceptable in any given situation. Gender discrimination, on the other hand, takes this to another notch, especially in the workplace. The sad reality is that gender discrimination still happens in most hiring processes. I found this surprising, and no wonder if you’re shocked too: in light of our new global situation, those who work remotely also experience gender discrimination. An article published by Harvard Business Review has highlighted that women are viewed by employers to be carrying out more domestic responsibilities, while men are seen to be more career-oriented and likely to expand their work spheres. Another article published by Forbes suggests that men are more likely to put in extra overtime on work tasks, while women pick up the slack with more domestic duties.

So, is gender a factor when hiring a remote employee? The short and definitive answer is “no”. The decision to hire a worker should be based on how they fit the role and how they can contribute to the growth of the organisation. Hiring an employee, especially for a remote position, should always be based on merits, qualifications, and skills.

Is Gender Discrimination Still Happening?

Gender issues in the workplace still happen, and it’s a proven fact. Women and men both get discriminated against when it comes to work, especially remotely. Some employers would often put in their job posting that they only hire women or men for specific roles. This is not illegal just across the whole European Union (Directive 2006/54/EC), but also in many other more authoritarian countries and notably less egalitarian countries. Hence, you might be shocked to read this. Human Rights Watch spotted “men only”, “suitable for men” or the like on thousands of job descriptions in China, despite this being illegal there as well. Read the report here.

While this may be the case, we should also highlight that there are a lot of companies that look past gender differences and many leaders genuinely respect a person for his or her achievements at work. More people have the utmost respect for both women and men in the workplace because of their contributions to their respective fields.

A Different Approach

Hiring remote employees, whether a single one or a full team, requires not only the right skill sets but their ability to work in an unsupervised working environment. Remote work has a lot of merits. At the top of that is more savings timewise and moneywise, which makes this option very attractive to both employers and employees. Remote workers are also not bound by geographic locations, which means that an employer looking to hire has a massive pool of talent at his disposal.

Let’s now look at the skills that make remote workers more employable regardless of their genders.

Self-discipline

A remote employee needs to be able to work with minimal supervision, and being male or female has no bearing on this whatsoever.  Remote workers need to block and manage their time for and focus their energy on work when it is time to. Great employees need to be on the clock without anyone telling them to do so, and this should be among the top considerations when looking to hire remote workers. This quality is never gender-related – it is either a person has self-discipline or not.

Strong, Above-average Communication Skills

Having average communication skills will never be enough for a remote worker because communication is a crucial element for a successful remote-based work. In this case, a person can have excellent communication skills regardless of sex. There is no workaround for not having above-average communication skills in a remote working environment.

For one, a remote employee would need to be in constant communication with their teammates and their direct supervisors. Instructions will likely be over calls, emails, and video conferences. Average communication skills help when you’re working with someone face to face, but you will need to be an excellent communicator to thrive in the remote work environment.

Remote workers need to have the extra sensitivity to listen and hear what is actually being said in an email or telephone conversation. It would take above average communication skills to read between the lines of an email and to pick up the nuances in a conversation.

Troubleshooting Skills

The ability to troubleshoot not only work-related problems concerning clients but also technical and business continuity problems are crucial when it comes to working remotely. Remember that when a person works remotely, there is no IT department to support them round the clock. A remote worker should, at the very least, have rudimentary troubleshooting skills when it comes to networks and computers. Without this, simple installation or a simple network problem can cause delays in their deliverables.

Troubleshooting does not always mean technical problems, but it is also about finding out the root cause of a problem. We need not to reiterate it, but troubleshooting skills are never dependent on the gender of the employee.

Have Reliable Judgment

Some would say that this is part of having troubleshooting skills, but for us, having a reliable judgment is completely separate. It comes very handy whenever decisions have to be made without the help of a team or a committee. A person who has great judgement, whether male or female, can make decisions that will affect the business he or she is representing as a whole.

The ability to rely on themselves and weigh their options well is one rare but necessary skill to have as a remote worker.

In Closing

Hiring remote employees brings a lot of benefits to the table. Apart from more productivity and motivation, the company can save money and get higher quality output in the long run. This is why gender should never be a cause for someone’s disqualification.

It is unfortunate that this topic even exists and that we feel the need to enumerate the right qualifications for hiring a remote employee. Gender ultimately has no bearing on the effectiveness of a remote worker to do their jobs well. Any company that uses gender to segregate their employees should rethink their hiring process if they want to thrive in their chosen industry. Being male or female has nothing to do with a person’s ability to succeed in their jobs, be it remote or not.

How the Author Defines a Remote Worker

In this article, the author refers to remote workers as anyone who works outside of a traditional office environment. They can be working from home, working from a coworking space, at a coffee shop, etc.

Resources and further reading

Read the insights of the 4th edition of the Advance and HSG Gender Intelligence Report.

https://globalpeopletransitions.com/?s=Tips+for+Managing+an+International+Workforce

https://globalpeopletransitions.com/?s=Values+in+Global+Virtual+Teams

https://cdn.gendereconomy.org/wp-content/uploads/2020/04/COVID-and-gender-GATE-policy-brief-.pdf

https://link.springer.com/article/10.1007/s11205-018-2025-x

References 

Ibarra H., Gillard J., Chamorro-Premuzic T. (2020, July 16). ‘Why WFH isn’t necessarily good for women’. Harvard Business Review. Retrieved August 14, 2020 from https://hbr.org/2020/07/why-wfh-isnt-necessarily-good-for-women

Stauffer, B. (2018, April 23). ‘Only Men Apply’, Human Rights Watch. Retrieved August 14, 2020, from https://www.hrw.org/report/2018/04/23/only-men-need-apply/gender-discrimination-job-advertisements-china

Gaskell A. (2020, April 1). ‘Breaking Down The Gender Divide To Survive Working From Home’. Forbes. Retrieved 2020, August 14 from https://www.forbes.com/sites/adigaskell/2020/04/01/breaking-down-the-gender-divide-to-survive-working-from-home/#7996063720cf

https://globalpeopletransitions.com/?s=Tips+for+Managing+an+International+Workforce

https://globalpeopletransitions.com/?s=Values+in+Global+Virtual+Teams

https://cdn.gendereconomy.org/wp-content/uploads/2020/04/COVID-and-gender-GATE-policy-brief-.pdf

https://link.springer.com/article/10.1007/s11205-018-2025-x

References 

Ibarra H., Gillard J., Chamorro-Premuzic T. (2020, July 16). ‘Why WFH isn’t necessarily good for women’. Harvard Business Review. Retrieved August 14, 2020 from https://hbr.org/2020/07/why-wfh-isnt-necessarily-good-for-women

Stauffer, B. (2018, April 23). ‘Only Men Apply’, Human Rights Watch. Retrieved August 14, 2020, from https://www.hrw.org/report/2018/04/23/only-men-need-apply/gender-discrimination-job-advertisements-china

Gaskell A. (2020, April 1). ‘Breaking Down The Gender Divide To Survive Working From Home’. Forbes. Retrieved 2020, August 14 from https://www.forbes.com/sites/adigaskell/2020/04/01/breaking-down-the-gender-divide-to-survive-working-from-home/#7996063720cf 

Author’s Bio

Author's headshotAngeline Licerio is a content writer for Elevate Corporate Training. Like the rest of her teammates at Elevate, Angeline believes that she can help create better bottom lines, happier and healthier staff and build communities where people engage with each other in high functioning relationships.  

Here is her LinkedIn profile: https://www.linkedin.com/in/angeline-licerio-2a3406107/

Angela Weinberger

Angela Weinberger is an inclusive entrepreneur in Zurich, Switzerland. She combines executive coaching, expertise, and facilitation skills into programs for female expats and rainbow talent. She has lived and worked in Germany, Switzerland, the UK, India, and Australia. As a university guest lecturer, she focuses on global mobility and inclusive leadership. She is a certified leadership coach (with over 1,000 coaching hours), a group coach and workshop facilitator, an intercultural trainer, and a systemic consultant. She continuously works on her craft. Angie Weinberger wrote several workbooks, among them The Global Rockstar Album – 21 Verses to Find Your Tact as an Inclusive Leader (2023),  The Global Mobility Workbook, Third Edition (2019), and The Global Career Workbook (2016). She is known as a Global Mobility Yoda and a lecturer in the field.

Strategic Global Mobility

We consult and research these strategic themes in Global Mobility:

  1. Creating a Humane and Sustainable Expat Experience (XX) with Expat Coaching.
  2. Fostering inclusion in Global Mobility and Recruitment (Push for quotas for marginalized talent).
  3. Improving concern for the mental health and well-being of expats and their families in assignment policies and through a box of chocolates approach.
  4. Creating Psychological Safety in Global Virtual Teams (GVT).
  5. Enabling Human Touch through a “Holy Grail” tech solution that includes AI and Machine Learning.

Expat Coaching

  • We support your expat population and their partners directly and will coach them through our RockMeApp.
  • We offer an “Expat Helpline” for any issues that might arise in preparation for an assignment, during the assignment, or during repatriation.
  • We respond to the needs of various user groups in direct interaction (Expats, Expat Spouses, Global Mobility Managers).

Metrics and Data

  • Helping clients define their goals and metrics
  • Assisting clients in understanding their data and what they are missing
  • Designing surveys for target groups

Policy Re-Design 

  • Design Global Mobility Policy
  • Develop and update the Benefit Matrix
  • Review for inclusive language in English

Communication

  • Draft or review contract templates
  • Review one-pagers and Intranet content
  • Draft and review email templates

Process Design and Digitization of the Expat Experience

  • Build platforms for seamless communication and documentation.
  • Enhance compliance in the Global Expat Payroll.
  • Simplify billing and invoicing of external providers.

Legal Consultations

  • New hires and international transfers in the process of moving to another country.
  • International Hires and Transferees regarding pension building, health care, contractual agreement, and repatriation.
  • Global nomads regarding pension building, health care, contractual agreements, and repatriation.

Hourly Rate (Managing Partner): CHF 450 + VAT.

After an initial free consultation of 25 minutes, I will provide you with a package you can budget based on the agreed-upon scope of work. Once you agree to the proposal, we will onboard you as a client through our RockMeApp.

 

Purpose

Trend Research

🌍 Service Announcement: Workplace Trends 🌍

Are you a manager of an international or even national team? Do you need direction? It’s often helpful to look at trend research to identify where you can lead your team. In my “Global Mobility” lectures and workshops, I usually recommend reading megatrends and future scenarios. If you work in HR or #GlobalMobility, you also need to understand what will drive the workplace in the future. The workplace goes through significant shifts. Our work rapidly evolves from creative benefits like housing subsidies and four-day workweeks to integrating AI and more inclusive DEI strategies. This Harvard Business Review article identifies nine key trends shaping work in the future.

💡  Nine Key Trends

1) Creative benefits addressing the cost of work, e.g. through housing subsidies, caregiver benefits, financial well-being programs, and student loan repayment.

2) AI will create, not diminish, workforce opportunity.

3) Four-day workweeks are the new normal.

4) Managers must upskill to improve employee conflict resolution and ensure psychological safety to create high-performing teams.

5) AI’s evolving role in reshaping jobs and bringing back #HumanTouch to work.

6) #Skills: Hiring skills is overtaking degree requirements.

7) Climate change protection becomes a new employee benefit (commitment to physical safety, compensation for impacted employees, mental health support).

8) Inclusive Leadership becoming embedded in everyday operations and processes and being a part of the culture instead of a silo program in #HR. 

9) Traditional stereotypes of career paths will no longer exist and what will you do instead? 

 

Original post:

https://hbr.org/2024/01/9-trends-that-will-shape-work-in-2024-and-beyond

https://vialtopartners.com/insights/mobility-agility-remote-working-and-non-traditional-mobility

https://hrexecutive.com/will-corporate-dei-survive-a-growing-anti-woke-movement/?oly_enc_id=3125B4672390I4X

Recruiting, L&D and talent management top areas of AI opportunity and risk

https://hrexecutive.com/mercer-study-ai-hr-leaders-talent-and-the-art-of-the-possible/?oly_enc_id=3125B4672390I4X

https://hrexecutive.com/recruiting-firms-say-ai-and-automation-drive-revenue-growth/?oly_enc_id=3125B4672390I4X

2024 Talent mobility trends | Mercer

https://www.linkedin.com/pulse/navigating-future-key-trends-global-mobility-2024-borges-6egoe/

https://www.deel.com/blog/global-mobility-key-trends-and-predictions

https://www.relocity.com/blog/6-global-mobility-trends-to-watch-in-2024-and-what-they-mean-for-hr

https://www.forum-expat-management.com/posts/global-mobility-trends-2024

 

Inclusion in Global Mobility

https://www.youtube.com/live/aEmWgM3SlvI?si=IC3pUwxT-uPgtw0o

 

Angie Weinberger preparing for a Red Couch Talk

Podcasts and Interviews with Angie Weinberger

https://www.angieweinberger.ch/podcasts-and-interviews/

To work with us, please request your account here

https://rockme.app/

 

RockMeApp for Human Touch

 

FOLLOW ANGELA WEINBERGER ON SOCIAL MEDIA

https://linktr.ee/angieweinberger

Publications

Angie Weinberger is a published author of three workbooks called

She also writes global mobility books for HR and Tax Professionals. Her next publication will be in 2025.

JOIN THE GLOBAL PEOPLE CLUB TO FIND OUT MORE.

If you join our Global People Club, you will be invited to upcoming book launches in 2025

Join the Global People Club

Hi there. I’m Angela (Angie) Weinberger, the Global Mobility Coach. I am on a Mission to bring the Human Touch back into Global Mobility. When I started blogging in 2010, I did not know how important my work would become.

In the meantime, Global People Transitions is a training, coaching, and consulting firm focused on Global Mobility. We have helped over 500 Lifestyle Expats and Rainbow Talent through their career and life transitions. We also work with small and medium-sized companies, NGOs, and global mobility teams. I regularly teach “Global Mobility” at universities.

If you want to read from us every Sunday during your brunch, please join our Global People Club.

SIGN UP HERE:

Join the Global People Club and get all weekly updates:

 

 

Subscribe for the “Global People Club Sandwich”

The Club Sandwich

Every Sunday, I send our email newsletter to Global People like you about international careers, global teams, expat life, and related topics called the “Club Sandwich.” 

 

 

 

https://www.youtube.com/@angie_weinberger

Moving to another country, role, or project is stressful. Research shows that these “transitions” range in the top ten stress factors in the world. If you are stressed right now, you are not alone. You can have a great experience when moving to a new country to work as an Expat.

If you are an Expat Partner, you should be able to find work you care about even if you don’t have a network in the new country yet. I want to understand your personal story. I prefer to continue this conversation in person. The best way to connect with us is via email and DM.

We know that websites do not always answer all of our questions when we are in a state of confusion and overwhelm. Please get in touch with us if you need more support or if we can help you make sense of your current situation. 

We tend to interact with international mobile professionals, expats, expat partners, and Global Mobility professionals. My idea was to create a community of selected professionals and connect them. I started my business, Global People Transitions, around the concept of the Global People Club and wrote this vision in 2012.

 

“We aspire for peace and prosperity for all people! Through Global Mobility expertise, executive coaching, and intercultural training, our clients build sustainable relationships across the globe and act as responsible leaders.”

Angela Weinberger, Global People Transitions – Our Vision 2012

 

Join the (FREE) Global People Club and get all weekly updates.

 

 

Over the years, I have worked with hundreds of expats and expat partners to enhance their expat experience and careers, find a job that matters to them, and improve their international assignment experience. I have noticed that all of you are quite stressed out. You are too busy to hang out on LinkedIn, Facebook, and other communities. I also became even busier once you noticed that my work helps you.

Busy Global People Read “The Club Sandwich”

Over ten years ago, I decided to focus on sending you one email per week called “The Club Sandwich.” I write the article weekly and aim to publish it on Sunday morning. You will find event tips; the email should inspire you to act. That’s the main point. I want to help you have a better Expat Experience. I’ve achieved this goal most of the time. Sometimes, it was not easy to continue with this habit as I got no feedback in the early days. I also made no money while writing, editing, and improving the content. However, it is pretty different today, and I am happy I pushed through. I am proud to say that I have collected a resource for the Global People Club that is worth publishing. Please continue to read and share the Club Sandwich with friends.

 

Join the Global People Club and get all weekly updates:

 

 

Work With Us

If you would like to work with us, please request an account on RockMeApp to speed up the client onboarding process. Please specify your reason for contacting us in the “Why I want an account” section so we can contact you with an individual offer. Through your account, you can access the content we developed for you. Still, it implies that you will respect our terms and conditions and that we have your permission to coach you according to what we consider ethical coaching practice.

 
Female Founder Angie Weinberger has been running Global People Transitions since 2010
Female Founder Angie Weinberger has been running Global People Transitions since 2010. Photo Credit: Geoff Pegler.