Category Archives: Global Mobility
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We have lived in a world dominated by political, economic, and environmental uncertainty for many years. However, the past three years have been exceptional and challenging for most of us. The global health crisis caused by Covid-19 has brought the entire planet to its knees. The pandemic impacted all aspects of life and radically changed the way we work. The world of Global Mobility will never be the same. We are beyond Global Mobility and ride into a new way of working.

Considering the impact caused by the pandemic, it does not take a fortune teller to foresee that Global Mobility Managers will have to deal with the blow of the crisis in the years to come. If you thought that one global crisis was enough, you were up for a shock in February of this year when Russia invaded Ukraine.

Geopolitical tension, including in and around China, seems more pervasive than ever. Insecurity around energy, food supplies, inflation, and other dystopian scenarios cause many anxieties and mental health issues. The Global Mobility Manager of 2022 is a crisis manager. All “crisis” cycles show that Global Mobility Managers continue to be incredibly resilient and are constantly coming up with immediate and creative solutions to face issues that arise overnight. 

Imagine the difficulty of suddenly repatriating an Expat (or an Expat family) who was temporarily on holiday in a third country and remains stuck there without any other assistance. You might have to find a quick solution for someone who was about to go on assignment but had to postpone their departure. Their household goods are on their way to the host location. You book a serviced apartment for them in the home country.

Teams in war zones continue to work or relocate to a haven, refugees integrate into the workforce, and business travelers overstretch their stays in locations and create a tax liability.

Having handled many crises in the past, guarding the life of Expat families has become our daily bread. We continue to bring the human touch back into Global Mobility. As I already mentioned in my book in 2019, it is more important for all of us to keep our sanity. It’s more important than ever to put on our oxygen masks and work on our inner strength. 

Let’s continue to build up our support gang and raise the next generation of Global Mobility Managers through an excellent education with the Global Mobility Master Course at the Erasmus University in Rotterdam. I also favor a mentor system where experienced Global Mobility Jedis foster and guide a Padawan. (Yes, I draw much inspiration from movies, books, and music.) 

When you need guidance, we all have our favorite book, and I turned to my religion for advice and found a fantastic guideline for the winter to come.

1) I am the EXPAT, your client: You shall not have strange people before me.

Our Expat population is changing. Nowadays, an ever more diverse population is embarking on international assignments. Expats vary in cultural background, family situation, age, gender, etc. It is impossible to address these various groups’ needs in a one-size-fits-all policy. A more diverse workforce equals a variety of individual assignees’ expectations, resulting in a proposition that might be desirable for one employee while not appealing for another. The Expat is our main client. We need to take care of their interests before we consider other parties in the process. In case of doubt, focus on people over processes (see also: Agile Manifesto).

In the AIRINC Mobility Outlook Survey 2021, 65% of respondents expect that the demand for flexibility from the business will increase. Meanwhile, 52% of the companies surveyed expect that adding more flexibility to policies is the best response to this demand, followed by 28% who think using a wider variety of policy types is the better solution. According to the Mercer 2019 Flexible Mobility Policies Survey, the most popular policy elements for which the participants introduced flexibility are family-related: housing, spousal support, child education, and home leave tickets are all items that can help improve the Expat Experience while on assignment.

2) You shall not take the name of the POLICY, your bible in vain.

There are reasons for quoting the policy, the law, or other regulatory insights. However, this should not be your go-to-wording for anything that “is not possible.” With the crisis, we all accepted that the duty of care belongs to our role. Policies should foster the well-being of employees. 

Flexible policies have prepared some companies to deal more efficiently with urgent repatriations and unforeseen mobility scenarios. Other companies adopting flexible policies have found them inapplicable and inappropriate in the context of urgency. In my view, we will be moving away from policies altogether and designing individual packages for the Expat that fits like a bespoke, handmade business suit.

We mentioned last year that immigration gets more complex, and it could be that the host country’s legislation has not kept up with modern family constructs, for example. Communication about what is possible and how we can support it is critical here. Communicate openly about longer lead times and backlogs at authorities (for example, post-BREXIT, the UK immigration process currently takes much longer than we were used to.).

 3) Remember to keep holy the DIGITAL DETOX DAY

Keep a “digital detox day” because your work never ends. We have constantly worked across time zones, holiday schedules, and daily demands. For your sanity and energy maintenance, it is essential to get away from all media for 24 hours at least. I practice DDD but observed with my coaching clients that the pandemic has blurred the lines between work and personal time. 

Many organizations have focused on digitization which means moving to more digital formats. While digitalization means strategically shifting to digital processes and activities. Often the term digitalization is used for both interchangeably.

One of the biggest challenges is incorporating technology into the business to add value to the company and its employees. One positive example of digitalization is reporting assignees through an intuitive HR system and tracking assignees through security apps such as the International SOS Assistance App.

Your level of digital engagement depends on how “digitally mature” your global mobility program is. You might be just ‘exploring digital,’ using robotics to carry out simple and repetitive tasks, while others might be already ‘becoming digital’ with a formal digital strategy. 

You are already experiencing success where automation performs tasks humans generally handle, such as periodic emails or copying and pasting information from public or private sources. 

Adopting and introducing those techniques into existing processes will focus on diminishing costs, increasing productivity by improving operational efficiency, and retaining talent. 

Some of the latest HR systems like Success Factors or Workday, offer essential workflow functions for international assignments. Still, they cannot yet run the entire end-to-end process with all the external vendors involved. Data needs to shift from the HR System to the vendor platform, but an integrated solution, which I call “the Holy Grail,” has yet to be invented (it exists mainly in my fantasy brain). As I filled another Excel sheet with numbers and birth dates, I kept reminding myself that this was how I started in the field in 1999. Before that, we used to calculate on paper.

Robotic Process Automation (RPA) technology is another exciting use of AI in the field. We speed up transactional processes in mobility functions. Equally important is that automation can also reveal itself as crucial in reducing hierarchical thinking. If you want to read more about this topic, this article on our blog might interest you. 

Core office technologies such as telephone, word processing platforms, and email have evolved to expand connected and collaborative working possibilities. Expats can now access the latest information, join video conferences, and share and work on the same documents or workspace at their convenience, from a device and location of their choice. It is an excellent aid tool for managing assignee package creation. It makes it possible for our teams to communicate closely with our Expats worldwide. 

As for Augmented and Virtual Reality (AR and VR, respectively), they can transform the onboarding experience into the organization or allow them to meet and collaborate with colleagues in other countries. Additionally, you can virtually recreate cities to immerse oneself in the new environment before deciding to move there. Many serviced apartments use VR to show their apartments.

Artificial Intelligence (AI) is already helping organizations go beyond traditional ways of managing the global workforce by using intelligent devices to predict, detect, and prevent risks in moving people around the globe. With the massive increase in the data volume available to organizations, the emergence of advanced AI-based algorithms, and the growing availability of data scientists, systems become increasingly self-managing and potentially self-defending against risks.  

Human-Computer Interaction (HCI) deals with more natural ways humans and computers can work together in the future. Watch this space as it could again help us in Global Mobility and reduce our stress levels. For example, instead of sitting at a desk for 12 hours, we could work by walking outside and taking the Expat Family with us on a virtual tour of the city. Or we can use voice commands to fill out a form instead of retyping the data. 

 4) Honor the Expat’s Host and Home Manager (and Sponsors)

We have structured Global Mobility drivers and assignment types and integrated Global Mobility with the Talent function. We still need to bring back the Human Touch, and we especially need to align the home and host line manager’s interest in the Expat’s goals and performance criteria. 

We also need to remember to nominate a sponsor so that the Expat has a home they can return to and a guardian angel who watches out for their interests in the home company. You will have fewer headaches if you initially reduce the assignment length to a maximum of two years. It’s always easier to extend an assignment that works well than to “early repatriate” someone for whatever reasons.

Since the 1990s, assignment types have evolved from only having long-term or short-term assignments. In the 2000s, new kinds of assignments emerged, such as the rotator, the international transfer, the globalist, and the commuter. Then, the 2010s saw the rise of business travelers, international new hires, and domestic relocations. In the present decade, we will see the assignment types evolve and diversify further with new possibilities like virtual roles, contingent workers, remote workers, and other future mobility options we have not thought about yet. 

Depending on your situation, you might want to consider your primary use cases and create suitable assignment types around them. For example, we started the “Cross-Border Project Worker” type as someone who is employed in one location, lives in a second location, and might commute twice a week to a third location. European legislation now adopts the “Teleworker” as an assignment type. Be creative so you have a handle on managing or accepting our other reality of dealing with every case on a customized basis.

 5) You shall not fire any EXPAT. 

Have you solved the dilemma of succession planning and repatriation in your company yet? If so, I’d be interested in exchanging with you as it still seems that we are utilizing 1999 methods in recruiting and global resourcing. We should have understood that firing an Expat is never a good idea. It shows that we did not do our job well in the selection or assignment. Maybe we forgot to nominate a sponsor in the home company, or we assigned the Expats without a clear Global Mobility driver. We should make it our priority to retain our Expats in the organization.

 6) You shall not solicit from your VENDORS. 

As I mentioned in the Global Mobility Workbook, we need to collaborate better with all our vendors to enhance the Expat Experience (XX) further. One ground rule is that you cannot poach staff from your vendors. I would also suggest you build long-term relationships with everyone involved in the process.

You are one team at the end of the day, and the Expat and their family will feel it if you work together like a well-oiled machine instead of blaming each other when there is a break in the process. I would encourage you to search for the cracks in the “Process Porcelain” because most of the time, you can solve an issue best if you look at the process in every detail, handover, and sub-step.

 7) You shall not reduce BENEFITS. 

Now that companies diversify their compensation approaches, you need to dig deeper into base pay, benefits, and short-term and long-term incentives to have a more comprehensive financial understanding of the implications of an international move. It’s time to broaden your reward skills and ensure you understand compensation models, host-based compensation, and inflation rates by country. As a basic principle, try to maintain equity in the compensation approach. Balance out a lower salary than the host market by providing an additional market allowance or a benefit such as corporate housing.

 8) You shall not bear false witness against your EXPAT. 

Building a trusted relationship with your Expat and their Spouse will be a crucial success factor for any international assignment. Try to communicate openly and honestly and be transparent about your limitations. Let them know how you justify exceptions, how you make package decisions, how you can offer specific benefits, and under what circumstances. Show them your “box of chocolates” and give them one to taste. 

We think it is too short-sighted to discuss employee experience only in the context of our work and want you to focus on the Expat Experience (XX) specifically.

 9) You shall not Neglect the EXPAT SPOUSE.

The lack of Expat Spouse career opportunities is still among the top five reasons assignments fail (AIRINC Mobility Outlook Survey 2021). I have written extensively about why that is and given you ideas on how you can support the Expat Spouse. Over the last ten years, I have seen no significant improvement in how we integrate and support the Expat Spouse. Only a few companies offer Expat Partner Career Support. Let’s also agree that we want to see an improvement on that front. 

 10) You shall not move your EXPAT’s goods.

The climate and energy crisis will force us to rethink Global Mobility altogether. Expats want to work from anywhere in the world, and at the same time, moving furniture from Hong Kong to Singapore to New York or flying home every week might not be the best and most sustainable solution for the future. If you are serious about reducing the carbon footprint, you will need to incentivize environmentally friendly solutions in favor of the “classical approach.” For example, you could pay for storage rather than moving household goods. You could support rental furniture instead of giving an allowance for buying new furniture. You could pay for train travel instead of flights within a certain distance.

We will need to give up our resistance to “work from anywhere (WFA),” meaning that employees can also work in a third country of choice (not the home country or the location benefiting from the task performed). This possibility enables Expats to become digital nomads as they are no longer bound to a specific location. Implementing a more significant number of Virtual Assignments also means acknowledging and accepting that working arrangements are changing fast in response to technology, generational changes, and sudden business disruptions. 

Of course, there are limits to this as well. The most obvious is that not all jobs are remote, which is also one of the reasons why virtual Mobility will not replace traditional Mobility. Tax and compliance issues can pose a risk too. The company having no existing operations and not wishing to have a permanent establishment in the location where the employee would like to be based can be another possible barrier to Virtual Assignments. Some organizations are also concerned that Virtual Assignments could hinder company culture and teamwork, with the risk of the employee feeling like a perpetual outsider. The final point worth considering is that cost saving is not necessarily automatic. Sometimes, the assignee wants to live in a high-cost country where sending them will cost the company much more (Mercer, 2021b). 

It is now easier to see how virtual Mobility’s popularity closely relates to increasing a more dispersed international workforce. As companies upgrade their technology and become more agile, they could decide to assign projects and tasks to mobile people rather than moving defined jobs as such. In other words, instead of trying to fit assignees into predefined boxes, the aim is to manage a diverse workforce more fluidly and coordinatedly (Mercer, 2021d). 

Moving jobs to people instead of moving people to jobs will not substitute the traditional way of thinking about Global Mobility. Still, it is one more tool companies can use in their global operations. We live in an era where recruitment should be location-independent. 

As organizations gradually embrace best practices to manage a distributed international workforce, it will be essential for Global Mobility teams to adapt to a new way of thinking and learn to implement Virtual Assignments successfully. Also, the Global Employment Company adage will have a rebirth like the latest 80ies fashion.

As every year, I wish you great success in all your endeavors. You know you can always contact me via LinkedIn or good old bottle post or show me your love by reading my weekly brain dump (The Global People Club Sandwich). If you wish to bulk order “The Global Mobility Workbook,” please contact our team here.

Kind regards
Angie Weinberger

References and Further Reading

AIRINC. (2021). Mobility Outlook Survey 2021. Retrieved 18 August 2021, from https://www.air-inc.com/library/2021-mobility-outlook-survey/ 

Baker McKenzie. (2019). ‘The Global Employer: Focus on Global Immigration and Mobility.’ Baker McKenzie. Retrieved May 27, 2020, from https://www.bakermckenzie.com/en-/media/files/insight/publications/2019/12/the-global-employer-focus-on-immigration-and-mobility_041219.pdf

Beck, P., Eisenhut, P. and Thomas, L. (2018). „Fokus Arbeitsmarkt: Fit für die Zukunft?”. Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/publikationen/fokus-arbeitsmart-fit-fuer-die-zukunft 

Bertolino, M. (2020). ‘How Covid-19 Is Disrupting Immigration Policies and Worker Mobility: A Tracker’. Ernst and Young. Retrieved May 28, 2020, from https://www.ey.com/en_gl/tax/how-covid-19-is-disrupting-immigration-policies-and-worker-mobility-a-tracker

Crown. (2021). Five Standout Talent Mobility Trends for 2021. Retrieved 18 August 2021, from  https://www.crownworldmobility.com/wp-content/uploads/2021/03/5-standout-talent-mobility-trends-for-2021_digital-CWM.pdf

Deloitte. (2019). ’Global Workforce Insight 2019.’ Deloitte. Retrieved 18 August 2021, from https://www2.deloitte.com/content/dam/Deloitte/ch/Documents/tax/deloitte-ch-Back-to-the-future-global-workforce.pdf

Deloitte. (2020). ‘2020 Deloitte Global Human Capital Trends Survey. Deloitte.’ Deloitte. Retrieved 18 August 2021, from https://www2.deloitte.com/content/dam/insights/us/articles/us43244_human-capital-trends-2020/us43244_human-capital-trends-2020/di_hc-trends-2020.pdf 

Dictionary.cambridge.org. (2021). multi-skilling. Retrieved 18 August 2021, from https://dictionary.cambridge.org/dictionary/english/multi-skilling

FIDI. (2019). ‘2020 Vision: A Focus on Next Year’s Trends.’ FIDI Global Alliance. Retrieved 18 August 2021, from https://www.fidi.org/blog/2020-vision-focus-next-years-trends 

Hauri, D., Eisenhut, P., and Lorenz T. (2016). „Knacknuss Wachstum und Zuwanderung: Hintergründe und Zusammenhänge.” Stiftung Zukunft.li. Retrieved 28 May, 2020, from Knacknuss Wachstum und Zuwanderung

Hershbein, B. and Khan, L. B. (2018). ‘Do Recessions Accelerate Routine-Biased Technological Change? Evidence from Vacancy Postings.’ American Economic Review. Vol. 108, no. 7, pp. 1737-72. Retrieved May 27, 2020, from https://www.aeaweb.org/articles?id=10.1257/aer.20161570

KPMG. (2020). Global Assignment Policies and Practices Survey. Retrieved 18 August 2021, from https://assets.kpmg/content/dam/kpmg/xx/pdf/2020/10/gapp-2020-survey-web.pdf

KPMG. (2021). Global Mobility Forecast: Trends in Risk, Talent and Digital. Retrieved 18 August 2021, from https://assets.kpmg/content/dam/kpmg/xx/pdf/2021/02/global-mobility-forecast-trends-in-risk-talent-and-digital.pdf 

Mercer’s 2022 Flexible Mobility Policies Survey 

Mercer, (2019). ‘Flexible Mobility Policies Survey.’ Retrieved 18 August 2021, from https://mobilityexchange.mercer.com/solutions/data-solutions/policies-and-practices-surveys/flexible-mobility-policies-survey

Mercer. (2017). Worldwide Survey of International Assignment Policies and Practices. Retrieved 18 August 2021, from https://www.imercer.com/products/WorldwideIAPP

Mercer. (2021a). Global mobility policy flexibility in practice. Retrieved 18 August 2021, from https://mobilityexchange.mercer.com/Insights/article/Global-mobility-policy-flexibility-in-practice 

Mercer. (2021b).The rise of virtual assignments. (2021). Retrieved 18 August 2021, from https://mobilityexchange.mercer.com/insights/article/the-rise-of-virtual-assignments 

Mercer. (2021c). Upskilling the Mobility Function. (2021). Retrieved 18 August 2021, from https://mobilityexchange.mercer.com/Insights/article/Upskilling-the-Mobility-Function 

Mercer. (2021d). Talent mobility: looking ahead. Retrieved 18 August 2021, from https://mobilityexchange.mercer.com/Insights/article/Talent-mobility-looking-ahead

PWC. (2016). Women of the World: Aligning Gender Diversity and International Mobility in Financial Services. Retrieved 18 August 2021, from https://www.pwc.com/gx/en/industries/financial-services/assets/women-of-the-world.pdf 

Robb, A., Frewin, K. and Jagger, P. (2017a). ‘Global Workforce Trends: The Impact of the Digital Age on Global Mobility.’ Deloitte. https://www2.deloitte.com/content/dam/Deloitte/uk/Documents/tax/deloitte-uk-global-mobility-trends-latest.PDF 

Robb, A., Frewin, K. and Jagger, P. (2017b). ‘Global Workforce : Digital Innovation in Mobility.’ Deloitte. https://www2.deloitte.com/content/dam/Deloitte/fi/Documents/tax/deloitte-uk-digital-innovation-in-mobility.pd 

Vialto https://www.linkedin.com/feed/update/urn:li:activity:6943208654061850624/ 

Weinberger, A. (2019). The Global Mobility Workbook (Third Edition). 978-3-9524284.

Working from anywhere: A differentiator in the war for talent? (2022). Mercer Mobility. Retrieved September 15, 2022, from https://mobilityexchange.mercer.com/insights/article/working-from-anywhere-a-differentiator-in-the-war-for-talent 

2021 buzzwords and what they tell us about mobility. (n.d.). Mercer Mobility. Retrieved September 15, 2022, from https://mobilityexchange.mercer.com/insights/article/2021-buzzwords-and-what-they-tell-us-about-mobility 

EPIC BLOG POSTS

https://globalpeopletransitions.com/our-eight-commandments-global-mobility-trends-2021/

https://globalpeopletransitions.com/why-we-need-to-push-for-more-minority-and-female-expats-in-global-mobility/

https://globalpeopletransitions.com/the-rise-of-women-in-global-mobility-seven-obstacles-and-six-solutions/ 

https://globalpeopletransitions.com/eight-major-barriers-to-expat-spouse-employment-2/

https://globalpeopletransitions.com/bringing-the-human-touch-back-in-the-impending-age-of-ai-and-digitization/ 

https://globalpeopletransitions.com/getting-projects-completed/ 

https://globalpeopletransitions.com/why-we-need-to-push-for-more-minority-and-female-expats-in-global-mobility/ 

HireMeExpress

Guest Post by Balakirthika Jayakumar

Switzerland is considered a paradise on earth. Every human aspires to set his/her foot on the land of Switzerland. Why is it that one aspires to visit this place? It is the bounty of nature in this country that attracts people. Also, the high standard and quality of living.

The people of India are fortunate enough to have a glimpse of Switzerland through movies. It is a cliché to have a song shot in this country to add richness to the movie. Either personally or virtually people have ideas about this country that is exuding “excellence” on all levels (including but not limited to chocolate and cookoo clocks).

These days, thanks to social media, we find resources on the net. Your search for any insignificant or significant details and you get them on the Internet. Thanks to the encouragement given by YouTube monetarily and/or intangible recognition that motivates one to share their knowledge and resources. It is up to the person looking out for the information to decide what he/she wants to look at.

I am a fortunate few who did not just read and virtually visit Switzerland but have been blessed to stay in Switzerland that too with a work permit. My husband works for a Switzerland-based company and after years of service in due recognition of his contribution to his company, he was asked to relocate to Switzerland and execute the responsibility globally from the headquarters. My husband is a self-made man with high aspirations felt blessed by the opportunity and with the most difficult dream becoming reality came a series of expectations to make this blessed life more blessed. 

The first thing was to give wonderful education to children. To our surprise, the education consultants in India never suggested Switzerland. They supported Germany, but not Switzerland. With determination, my husband put us all on our toes, and the whole family was geared up to find a way. The process looked tedious as we did apply to colleges, but got rejections from many. We did not know the reason though it was clearly stated. The simple reason was the requirement of Work Experience for entering college.  In India, we would work only after the completion of the first degree. This difference was not obvious to us in the beginning. Now anybody asks us, we would guide them.

One of the challenges to studying here as per our understanding was the high cost of living. The expense of education was affordable as the government supported the funding for all students. It was the living cost that one had to plan and be equipped with to pursue the education.

Another challenge was that for the VISA, the country gets approval from the student that he/she will not demand employment in the country upon completion of studies. A country that readily extended its helping hand to accommodate the student to empower through education unbiased does not assure employment. Unlike the USA, Canada, and the UK, which charge their students a huge amount, but paves way for their employment, here was a country that did not assure the same. Unless the student has the thirst to acquire knowledge and the willpower to sustain the knowledge, he/she would choose the easier destination of the USA and like countries.

If the family relocates to Switzerland these challenges are nullified for the family bears the expenses of stay which is anyhow a necessity. Such was the case for us. The first add-on dream of educating our children abroad got fulfilled. The education system is highly commendable with passionate, unbiased teachers willing to impart knowledge genuinely. 

Here the challenge was the pattern of examination. The examination was based on the understanding of the concepts learned. It was never reproducing the concepts. This was a part of the assessment in the education system studied by our children. Now when the whole assessment module revolved around assessing the understanding, it did look challenging in the beginning, but later children knew that the effort required was more and in a new direction and they accommodated themselves for the new system and started learning and implementing the same.

Life in Switzerland is fantastic if you have all the needed money. One had the potential to earn and equally had to shell money for a living. One cannot just casually lead a life. Things have to be planned. Certain commitments like insurance, tax, travel and accommodation are inevitable. A major portion of the earnings is spent on these inevitable. Like any expat, who relocates to Switzerland, we too have landed upon dreams to earn, spend and save for the future. This is an opportunity to create savings. With one person’s earnings, it is not possible to save as per the expectation.

The standard of living raises, the quality of life exceeds the expectation, and self-development increases. One tends to be more systematic and accountable. The trust one has in others is another marvel. The fitness quotient is another dimension that calls for appreciation and motivates one to be so. The dignity of labor is the culture of Switzerland that every country needs to acquire.  The discipline inculcated into one from childhood requires a standing ovation. The concern for the environment, the patriotism ingrained in each, and the support they extend for local produce is something amazing.

Having seen all these wonderful aspects of this country as an expat wife with years of experience in my home country, I aspired to render my services to this holistic country. I landed in this country with high hopes of fitting into the job market and doing wonders in this already magical country. With almost score years of experience, I was very confident that I will be quickly absorbed into a renowned company and that there will be great learning as well as a contribution from my side. I took a month’s time to settle and with great enthusiasm started applying for the jobs that were suggested by well-known job portals. There was a rejection the first time, then the second, and then the third. And when the 10th consecutive rejection came, I was shattered. 

Every rejection came with a sweet note saying that your experiences are highly appreciable but sorry to share that they do not fit our company requirements. My confidence was reduced and I was literally groping as to what to do next. I had no clue where I went wrong. All these years of experience I had created a mark for myself in my job domain and where did I go wrong? I was not even short-listed. How do I prove myself when not called for personal interaction?

This was when Ms. Sonia Meier, Managing Director / Immigration & Relocation Specialist, BECOMELOCAL GmbH who helped in getting settled in the country shared the details of a series of 3 free workshops to be conducted by Ms. Angie Weinberger, Female Founder, and Managing Director at Global People Transitions Ltd. This was what I was looking for. A helping hand to assist me. It came as a boon. I was a bit apprehensive. With an open mind, I attended the workshop. That was mind-blowing. It was organized so systematically with no strings attached that with no second thought, I enrolled myself in HireMeExpress.  This program was for 12 weeks interspersed with one-on-one sessions with Ms. Weinberger. There were many other people like me who were looking for scaffolding. I deem that we were a blessed lot to be part of the group.

I could understand the system that worked in Switzerland. I knew what I had to work on. Never did Ms. Weinberger judge me. She was and is always there to guide me. She seems to understand what goes on inside of me. She understands my state of mind. I have understood how to proceed and what is that I am looking for. With great confidence and determination, my search is on. I am getting a few leads. It is not easy for a locale here also to switch jobs or get into a new job. The same applies to me. But I have got a path now with the destination. Soon I will be there.

I feel instead of being on a mission not knowing how to proceed when we know that there is someone to lend their helping hands, bringing in the human touch to global mobility not merely by words, but from heart, one has to utilize the service and follow the process religiously to embark on the best for you.

I am getting to know the culture of Switzerland. I value their space. I value their beliefs a lot more now. With conviction, I am all set to become the Digital Learning Specialist who would create a mark for herself in the industry as a trainer touching the lives of many. I started working as a Freelance Editor, pulled together several anthologies, and organized a club of writers and my days are busier than ever. While I still look for a full-time job, I cannot stress enough the importance of freelancing to expand my skills and enhance my personal brand and portfolio. I am on my path and look forward to meeting you anywhere in Winterthur, Zurich or Delhi.

If you want to contact me please reach out via LinkedIn or contact me through angela@globalpeopletransitions.com. 

Traditional Vs Virtual Teams

Unlike traditional teams, virtual teams don’t meet at the same location daily which is becoming more of a feasible option in this century. Globalisation has created this concept which is a common phenomenon in large organizations as well as small businesses. In one recent survey by HBR, 79% of employees said they always or frequently work in dispersed teams. They define virtual teams as “work groups which (1) have some core members who interact primarily through electronic means, and (2) are engaged in interdependent tasks — i.e. are truly teams and not just groups of independent workers)”
Like any other team, these virtual teams also require proper leadership and management for optimum results. Let’s start with why we should opt for virtual teams.
virtual-teams
Advantages of Virtual Teams:

• Companies can bring global talent together when projects start, while employees can enjoy the flexibility of working from where they live according to their schedule.
• Organisations can cut the cost of relocation, traveling, real estate and other business expenditures. Businesses that use virtual teams to build global presence, outsource their operations or/and need less common expertise or skills from people who are reluctant to relocate from their home location.
• Virtual teams add diversity to a project. It is always better to brainstorm ideas to add creativity into work process, these virtual teams are ideal to do that. They also enable organisations to network globally with the fresh perspective of every country.

Challenges of Virtual Teams:

• As compared to traditional teams, virtual teams might be hard to get right and hard to manage. It might not always be easy to bring people from different cultures at one platform and get them to collaborate on a project.
• They can fall short of goals and motivation because of the way they communicate. They rely on modern technology, emails, video conferences, virtual meetings etc., which takes away the full spectrum and dynamics of in office face-to-face-exchange. Thus in order to excel, each member needs to be self-motivated.
• Collaboration within a project might cause delays in the working on the project.

Tips To Manage Virtual Teams:

• Build Trust

The first and foremost requirement is to build and maintain trust between team members. This helps unblock their communication and sustains motivation of each person involved. If they can’t trust each another, they will have issues in working together which is the essence of virtual teams.

• Clear Goals, Standards & Rules

Managers need to pay attention towards setting clear goals of each member, as well as the team combined. Performance standards and communication rules must also be clearly defined to avoid misunderstandings and harmful assumptions. In addition, they should also be clear on tasks and processes.

• Constant Communication

Team members should be able to communicate clearly, constructively and positively, even in the absence of nonverbal cues of face to face communication. Optimum use of technology for this purpose is a requirement.

• Build a Team Rhythm

This is much more crucial for global team to have regular meetings so that they stay on track, ideally the same day and time each week. Create meeting agendas in advance with clear agreement on communication protocol and timings. You will probably have time zone conflicts so don’t put the time zone burden on same members every time, instead follow a strict rotation to practice fairness and avoid biasness.

• Global Leader for Global Teams

Develop into a leader who appreciates the experience of managing global teams. Set up one to one performance management meetings with your team members. Make sure that these are taking place periodically and give feedback based on those. Let your team know how they contribute into the success of your project so that they get a feeling of ownership.

How do you manage your global virtual team? What is your experience?

Culture Show

In the interview below we cover four key tips for your repatriation or your next transition.

1 – Repatriating Your Role – You own your career and your brand

  • Maintain a Repatriation Plan with your Employer
  • Regular “home leave” where you network with your previous colleagues and meet your sponsor and other important influencers, and key decision-makers.
  • Think about alternative roles you could do with your expat experience, start your own business
  • Update your CV and LinkedIn profile and add your transferable skills

2- Expect Re-Entry Shock – It’s not all milk and chocolate

  • Reading the news and keeping up with the latest trends in the country before you repatriate
  • Keep relationships up and return “home” regularly.
  • Psychological contract: Consider what you expect and write it down as it might need alignment with your employer, your partner, and your family

3 – Plan the Logistics – The devil’s in the detail, consult the Professionals

  • Negotiate a repatriation budget and clause in your assignment contract.
  • Check all immigration requirements for your kids, and partners with different nationalities (Example: Language requirements)Optimize Taxes – Talk to Your Tax Expert when to go

4 – Optimizing Taxes – Talk to Your Tax Expert about when to go

  • Go through all the tax and financial aspects of your repatriation carefully with an expert, especially when you are planning to retire early or when you expect a severance package.

CONTACT Angie Weinberger via LinkedIn, Email angela@globalpeopletransitions.com for participating in a free workshop series that will help you build your personal brand and sign up here.


By Sean Patrick Hopwood

Riddled with quirky traits and poetic descriptions, the German language is a fascinating one. But why is German called “Das Land der Dichter und Denker”? In this article, we take a look at some wonderful and fun facts about one of the world’s most intriguing languages to explore why it’s considered the language of writers and thinkers!

Das Land der Dichter und Denker

The German phrase translates to ‘The Land of Poets and Thinkers,’ and it’s a common nickname for Germany. German culture ran through the veins of many famous minds that influenced the way the rest of the world reads and interacts with each other.

From Goethe and Schiller to Heine, Mozart, Beethoven, Fred, Klimt, and Einstein, German was spoken by many brilliant leaders and continues to stand tall as one of the most important cultural languages in the world. Johann Wolfgang von Goethe, for example, the writer of Faust, is considered one of the greatest national treasures of Germany.

Interesting Facts About the German Language

Did you know that German is among the top 15 most widely-spoken languages on earth? It’s estimated that roughly 1.4% of the world’s population are German speakers. Here are some more interesting facts about the German language that prove that it’s the language of writers and thinkers!

German is a Close Relative to the English Language

German is a West Germanic language, just like the English language. This means that the languages share a lot of similarities and are actually closely related. However, there are many words that look and sound the same, but have totally different meanings!

Proverbs in the German Language Can be Bizarre at Times

Alles hat ein Ende, nur die Wurst hat zwei – Everything has an end; only a sausage has two. What it really means, however, is that all good things must come to an end at some point.

Das ist nicht dein Bier! – That’s not your beer. The meaningful translation would be that it is none of your business.

In German, All Nouns are Capitalized

If you’ve ever read a newspaper in a part of the German-speaking world, you’d have noticed how the paragraphs are permeated with extra-long words that are written in capital letters. That is because they write all nouns in capital letters. And it’s also part of the reason why written German is such a captivating language.

German is Full of Unique Words Describing German Philosophy

One notable aspect of the German language is its ability to create new, super-specific words that help to express life much more accurately than the English language could ever dream of. Schadenfreude, for example, literally translates the kind of happiness that is derived from someone else’s misfortune or pain. Then there’s Torschlusspanik, the word used to summarize the fear that creeps in with old age and the realization that one doesn’t have much time left, and this evokes a sense of urgency to do certain things before it’s too late.

Many German Words are Compounded Nouns

Did you know that many of the scarily-long German words can probably be broken down into smaller nouns? The German language is well-known for building new words from existing ones. A good example is Handschuhe. It combines the words Hand and Schue (which means shoes) to form a new word for ‘hand shoes’ and literally translates to ‘gloves’ in the English language.

It’s the European Union’s Most Widely-Spoken Language and the Heart of German Culture

Aside from being the official language of Germany, German is also an official language in Austria and Liechtenstein. It’s also a co-official language of Luxembourg and Switzerland, and thus, it is one of the most widely-spoken languages in the European Union! However, the dialect isn’t the same everywhere across the German-speaking world of the European Union, and depending on where you are in Germany, you’ll encounter various German dialects.

Nouns are Masculine, Feminine, or Gender-Neutral

All German nouns have genders, but the gender doesn’t comply with the gender of the object; it’s purely grammatical. According to Mark Twain, young ladies aren’t classified as a specific sex, but turnips are definitely female.

German was the Proud Owner of the World’s Longest Foreign Language Word

The supercalifragilisticexpialidocious you were thinking about might be the longest word in the English language, but German history used to top that! The 63-letter Rindfleischetikettierungsüberwachungsaufgabenübertragungsgesetz, which means ‘the law concerning the delegation of duties for the supervision of cattle marking and the labeling of beef’ was too much for even the native German speakers. The word was eventually declared obsolete.

Germanic Script only Emerged in the Middle of the 20th Century!

German used to be written with the Fraktur script from the Latin alphabet up until the middle of the twentieth century. Gothic calligraphy was introduced to the language in the 16th century and was in use in German Universities until the end of the Second World War.

Wrapping Up

With all its unique quirks, fascinating words, and captivating phrases, German certainly is a wonderful language that can describe life and all its experiences in a very unique way. It’s no wonder the language is considered the best one that poets and philosophers can use to express their ideas! 

So while a German citizen might call their language the language of poets because that’s what they were taught, there’s a very good reason why the rest of the world also agrees. German is one of the richest languages on earth thanks to its huge variety of words. 

They have words to describe sounds, processes, and even the effects of certain emotional states, and very few other languages can boast of this. And it is in philosophy and poetry where words are armor to keep up the good fight of spreading knowledge!

 Author Bio:

Sean Patrick Hopwood is the President of Day Translations, an academic evaluation services provider. He is also a language polyglot and can speak English, Spanish, French, Arabic, German, Hebrew, and Portuguese with varying levels of fluency. Soccer is one of his many passions. It allows him to socialize with his friends and brings him in close contact with people from other cultures. He loves to dance and salsa is one of his favorite styles.