Tag Archives: international assignment

According to Brookfield (2016) 95% of companies do not measure their Global Mobility Return on Investment.

“Given the inordinate amount of cost pressure on mobility today, it is somewhat surprising that more companies do not seem to have basic cost management practices in place. Only 62% of respondents indicated that they track costs during an assignment, and even fewer noted that a cost-benefit analysis is required at the outset of an assignment. With barely two-thirds of companies actually tracking the basic and most transparent part of their investment in assignments – their cost, it is not surprising that 95% of companies do not measure international assignment ROI.” 

This research is from 2016 and I bet if we had an updated version we would come to the same conclusion. When I speak to Global Mobility Professionals about ROI they usually roll their eyes and tell me all the reasons why it is impossible to measure Global Mobility Return on Investment in their company.

Over the last two months, I also read “Managing Expatriates – A Return on Investment Approach” by McNulty and Inkson (2013). It’s a great book, slightly academic but has really good ideas about what we can improve in Global Mobility. The authors suggest a new model and approach for expatriate ROI. I like their approach because they build on five core principles. (If you are short on time focus on Chapter 9 of the book).

As the authors state previous data based on repatriation turnover, assignment failure, assignment success and job performance were not consistently measured. To date, I often have doubts about statistics, traffic light systems, and metrics. Mainly, because I know that the data behind is often incomplete and stats are too often used to manipulate decision makers in HR and the line. This is because these decision makers are usually men in their 50ies, analytical thinkers, who need numbers to justify their gut feeling. If you have worked in an industry for 20 years, you know why you lose your best talent. You know that you have disappointed your female potential. You know that you are not doing enough for minorities. BUT without stats, you don’t see the need to change. Without suffering (as in losing clients, money, baseline) you don’t question the status quo.

Measuring international assignment ROI is easier said than done. The issue is not only about data quality and integrity. The main issue in my view is the lack of collaboration between line managers and Global Mobility Professionals. We can continue to discuss return on investment in Global Mobility for the next 10 years or we can adopt McNulty and Inksons five core principles.

We can continue looking for the magic potion that will make us look like the next CFO. (I’m thinking of Asterix as I write this. There should be an “Asterix with the GM Professionals…”).

Here are four reasons why I think we are not going to achieve a good measurement of return on investment in Global Mobility.

1) No clear assignment targets

If you want to measure ROI you need to have clear and measurable international assignment targets. Usually, assignment targets are blurry, hard to measure or non-existent. In order to determine ROI, a mix of operational indicators would need to be measured regularly. Examples include performance on assignment, repatriate retention, business volume driven by expats. We could measure savings and improvements through knowledge transfer, risk reduction, staffing stability and culture transfer from headquarter to other areas of the organization.

Most of these targets need to be transformed into measurable Key Performance Indicators. They would need to integrate into management information systems. And, we would need to have a clear understanding of what is actually expected of our expats around the world. Often this is not the case and evolves only during the assignment.

2) Flaws in the business case bring down Global Mobility Return on Investment

There should be a business case behind every international assignment and every kind of Global Mobility. Surprise…This is not self-understood.

Many companies have a hard time even differentiating between a developmental assignment and a strategic assignment. Often international assignments are not really thought through. Assignees are sent to “fill a gap”, “to accelerate a process”, “to drive more sales” and “to make them there do everything the way we do it here.” Ever heard this before?

We often do not fully understand the situation on the ground, in the host country until we have been there and done the work ourselves. Many home managers are completely oblivious to intercultural differences, the importance of local business relationships and the importance of the host language. Too often expats need a lot longer than expected to work through the intercultural transition phase, deal with family issues during the move and settling in phase and often expats overestimate their capabilities.

3) Decision makers and Global Mobility Professionals do not collaborate yet

Most managers think of “HR” as troublemakers, cost producers, and list tickers. Instead of asking Global Mobility Professionals for support in defining assignment targets and setting up a business case, they see them as the “admin, who will make it happen when I have decided”. This is a historical drama and Global Mobility Professionals have not managed to show their value to the line managers when they have taken on the role of the “Policy Police” in the past.

Managers do not involve Global Mobility Professionals because they do not think that they will get any good input from them. This process requires relationship and trust building from both ends. Line managers need to learn to trust in the Global Mobility Professional and ask them for support in defining the international assignment business case. If there is no business case or if it is not justifiable, it might be possible to consider a permanent transfer or alternative options.

4) We do not add to Global Mobility Return on Investment by focussing on bean counting

We need to stop bean counting in Global Mobility and start adding real value by supporting the talents and leaders of the company get their job done as quickly and effectively as possible. We should learn to trust expats in their decisions about budget and costs, give them a good shelve of benefits to chose from and have excellent and agile service providers available to us 24/7. We should not turn pennies around while in other parts of the company money is wasted. We should focus on what really matters and that is that we bring back the human touch into Global Mobility.

 

Angie Weinberger

PS: Sign up here to receive updates on the publication date of “The Global Mobility Workbook (Third Edition)”. Launch is scheduled for 7 October 2019 on Amazon globally.

 

 

 

Culture beats structure!

International Relocation is usually stressful. It ranks among the top 10 stress factors in life. I have worked as a Global Mobility Manager and I regularly consult expats and their spouses on career choices and one of the lessons I had learned is that you cannot take away the stress from international relocation completely but you can make it easier by following those seven rules I will share with you now.

1) Organize your move into smaller tasks with a checklist.

It is all about organizing yourself and all those relocating with you. Try to break down the move in as many steps as possible and work those off day by day. Better one baby step a day than a huge step in a week. I’m a fan of an online and an offline checklist and you can use our checklist if you find it helpful. Shortly before the move, I would rely on hand-written notes and post-its. Kanban-style visualization helps in any kind of project.

2) Reserve time to get tasks done

You can set aside a time in your diary possibly early in the morning where you get 1 or 2 relocation items off your checklist. You will instantly feel better for the rest of day. If you are a couple make sure that every one of you as a block of tasks bundled that make sense together. For example, your spouse might clean out closets while you check the exact moving allowance and contractual agreements with the moving company. You might take charge of selling household goods that are no longer needed while your spouse writes to insurance companies and other authorities. You might want to consider downsizing too, in which case we recommend you read this MyMove article, offering great downsizing tips (saving you money, trouble, and stress).

3) Work with the relocation company from the beginning

If you work with a professional relocation company clarify expectations early. Find out what their service includes exactly so you don’t do superfluous work. Usually, they will do the packing but not the unpacking of your boxes. Get an understanding of the volume your company will pay for you to relocate. If you move internationally for the first time you will not know how much a container holds. Invite the relocation consultant to your home as soon as you know about the relocation. The relocation consultant will tell you exactly how much of your furniture and stuff will fit into one container. The less “stuff” you have the better. You also don’t want to take valuable furniture into a climate that is tropical. Make fast decisions about what needs to be stored. In my last move, I used colored stickers to help me identify which picture will go into which building. You can use stickers for everything that will go into storage. Also, make sure that the relocation company will be authorized to dispose of anything you don’t want anymore.

4) Separate important documents

Sometimes the most important customs documents or your child’s passport end up in a moving box. Important documents need to be separated and best kept outside of the apartment during the packing process. Scan all of them and put them in an electronic folder like Dropbox where you can access them at any time. Moving companies tend to have a “red box” for all items that should not go into the container. Request it with the consultant’s first visit.

5) Plan at least two days for arrival and unpacking

My mum once had to unpack all my boxes because I needed to start to work. It took me quite a while to find out where everything was. Some of the things my mum put away nicely are still where they were three years ago. Try to make sure you have enough time to unpack. With children, you need to plan extra time too.

6) Make sure people have enough to eat and drink

Moving is a physical exercise too and if you are a nerd like me you probably hardly carry out that much. You don’t use the stairs so many times normally and you will feel exhausted from answering a lot of questions. You can create a good atmosphere with the movers by providing enough food and drinks to get through the packing. You should also tip them generously. So have enough cash with you at the location you depart from and the location you are moving to. Since an overseas shipment will take at least 6 weeks there is enough time to prepare for the moving day in the host location. Remember also that you should stay in corporate accommodation until you are positive that your consignment will arrive on time. In emergencies, relocation companies will rent out furniture to you but it is an unnecessary hassle.

Miracles cannot be expected but if you ensure movers have enough to eat and drink it usually helps the mood.
Miracles cannot be expected but if you ensure movers have enough to eat and drink it usually helps the mood.

Abu Dhabi Mosque

7) Keep all receipts and expect Murphy’s law

Sometimes moving goods get lost at sea or damaged. If you care too much about granny Susanne’s old kitchen cupboard you might need to consider to store it. If it is valuable to make sure you get proper insurance. Keep all receipts of expenditure you had due to the move even if you get a lump sum cash allowance to cover your relocation costs. You might need them to claim insurance. You will have a packing list and you can take photos of your important furniture and paintings for example. Otherwise, you might not have proof of damage. Most relocation companies are very generous with handling issues (unless they are not adhering to industry standards). Before you get into a fist-fight with the relocation company it is best to escalate the issue to your in-house Global Mobility Manager.

These are seven small tips for keeping sane during relocation.

If you liked this post please share it with a person who is currently relocating to another country.

Kind regards

Angie Weinberger

PS. If you wish to have a chat with me you can book a call with me here.