Category Archives: Global Mobility

 

Guest Post by Kevin Castro

In a survey commissioned in 2019 by Santa Fe Relocation Services and conducted by Savanta, a critical view is revealed on how and why Global Mobility professionals need to take action to affect change. 

The findings suggest again that even now, not all stakeholders are aware of the full roles performed by Global Mobility and that there is an opportunity here to educate both internal and external stakeholders on the true future potential that Global Mobility brings to an organisation and its development. This is further underpinned by John Rason, Group Head of Consulting, Santa Fe Relocation, who identifies that: “Those of us working in the Global Mobility industry will tell you that it can be frustrating, challenging, complex—sometimes even scary. However, when executed well it can also be exciting, fulfilling…” 

You can request a copy of the report by clicking here

While Senior Leadership recognizes the role that GM professionals play in the organization, does it transcend to having real benefits for those supporting the company’s best talents i.e. not feeling under-resourced or undervalued?

Perhaps only for some. As GM professionals, how can we further demonstrate value in order to improve the team’s perception and thus influence how the organization provides support to the team? It is evident from the above quote that challenging, rewarding work is being done but not being recognized at all junctures. In fact, given the impact of the COVID-19 pandemic on international travel and thus international assignments and GM in general, Global Mobility professionals have stepped up in a big way to manage and facilitate expats stranded in foreign countries, navigating complicated and unknown pathways to providing them essential support.

Such value should not go unappreciated. In light of that, I have listed four points, which I hope can help you and your teams increase your value in the organization:

1. Get a Seat at the Table 

Do you have Joint-Business Planning with your HR & Business Leaders? If none yet, you should start engaging them in order to better understand their goals, focus, and how you can support Talent Strategy. This may lead to an easier path in demonstrating your value to the business as you will get to know how and where to play towards their goals. Does your company do assignee pre-screening, where you determine the suitable candidates for the international assignments? If not, this is something that you can explore and introduce. If done right, you avoid the pitfalls of selecting the wrong people. 

2. Communicate Your Value, Regularly and Consistently

Do you consistently communicate what you have achieved, the projects you initiated? Ensure that you communicate the things that you do and how you have supported the business. A study by Cartus in 2016, a global relocation services provider, found out that 54% of companies lack focus on tracking and reporting on assignments. Hence, it is high time to gather that data (assignment success, costs, the return on investment, assignees feedback, etc.) and have a regular newsletter, blog post or presentation at your next strategy and planning meeting. As my clients always ask, how will I know if the expat assignment is successful? Presenting reports is useful to communicate such info. 

3. Demonstrate Why Your Expertise Matters

You are the expert, and you should try to demonstrate this frequently. You can do this through sharing GM insights, trends, and how these contribute to business or talent strategy. If the opportunity is available to increase your Global Mobility expertise through having certification and further studies. GM organizations and consultancy organizations provide certifications/courses, where you can further deepen your mobility knowledge. For example, Global People Transitions offers the FlyMe! Program, a career coaching geared towards Global Mobility professionals.

An academic course to certify you as a “Global Mobility Advisor” is available with Expatise Academy in collaboration with Erasmus University in Rotterdam, the Netherlands.

4. Be Flexible and Agile 

In previous years, the goal was to ensure that you arrange logistics and meet compliance needs, which are more transactional. In today’s world, the role expands and you are now viewed by the business as a strategic partner not merely as administrators. You should always understand what is important to the business. Today, the focus may be costs, but it might be something else in three months’ time. Keep your eyes and ears open for this and be agile and flexible.

In addition, as practitioner (in-house or outsourced),tyou should also be aware of trends in terms of mobility practices and service delivery.  You can start by looking at how technology affects the delivery. Do all assignees adapt to these changes, or do we provide omnichannel delivery? What do other companies do?  Such questions might lead you to new service delivery models or enhancement.

I hope these four points will prove to be beneficial for you and will help your team to push more value to the organization. So, don’t forget to get a seat, market your value, be the expert and be agile and flexible.

I remember a conversation with my previous boss, where he shared with me that HR is a cost-generating function, so it might sometimes receive smaller budgets (e.g. hiring additional headcount, higher bonus, etc.). However, HR’s role has transformed itself from a back-office support function into a more strategic business partner. This principle should also apply on Global Mobility regardless of where it is structured in the company. In fact, as the Santa Fe survey points out, Global Mobility is now increasingly connecting more formally with broader HR and Centres of Excellence subjects such as: workforce planning, innovative policies and advisory services (to both executive management and employees).

To summarise, in today’s world, Global Mobility teams are and will continue to become more valuable than ever!

P.S Sign up for FlyMe! now. If you would like to become a Global Mobility Specialist or deepen your knowledge, improve your skill set and build your professional network at the same time, this program is for you. Read in details below.

 

Kevin Castro is a Filipino by birth, who lived in Singapore for almost 8 years and is now residing in Zurich. A Global Mobility professional, with experience in Mobility Operations, HR Services, Project & Supplier Management, and Customer Service. He is currently learning German and at the same time enjoying cooking & curating travel experiences.

https://www.linkedin.com/in/kevin-castro-37010a49/

Guest Post by Artur Meyster

Women continue to be painfully underrepresented in many economic sectors. Unfortunately, tech is no different—women hold only about 20 percent of all jobs in technology worldwide. If we expand our scope to STEM education more in general, the percentage is still low: worldwide only 32% graduates are women (WEF, 2016). 

Striving to improve the woman-to-man ratio, companies around the world are looking to hire female talent. However, with women so vastly underrepresented in the sector, this is no easy task. Executives are scratching their heads, wondering what they can do to increase the number of female workers and attract the best female talent. 

The answer is multilayered, with changes needed across the entire educational and professional apparatus—from early education to the workplace. Here we explore a few ways to boost female representation in the tech sector.

Promote STEM Education 

It all begins with early education. Science, Technology, Engineer and Math (STEM) is still widely perceived as a male-dominated field, which explains the low number of girls who choose this educational path. Even today, only 18 percent of computer science bachelor’s degrees in the US are earned by women, according to the Computer Sciences Organisation.

Studies point out that girls tend to lose interest in STEM and related fields at around 15, which suggests that tech companies need to reach out to young teenagers before this age. For many teens and pre-teens, hearing about the job prospects in tech directly from a local leader or executive could mean the difference between choosing a technical or non-technical career.

Companies should consider partnering with schools and organizations in their area to speak to girls about the opportunities that the tech sector has to offer. But why stop there? To really pique their curiosity, firms can organize workshops where the students get hands-on experience in coding, web development, user experience design, and other skills. These events could be pivotal in helping young girls develop the analytical mindset the industry requires.

Increase Exposure to Role Models

The scarcity of female workers in the tech sector contributes to the low number of girls choosing a technical career, statistics from the World Economic Forum (2016) suggest. Exposure to more female leaders in the industry is therefore essential to encourage more young girls to opt for this career path. 

Schools and universities must prioritize the creation of spaces and opportunities for female students to meet successful women in tech. Bringing female tech leaders to discuss their experiences in the sector would allow girls to hear first-hand accounts of what it is like to work in the field, the problems they are likely to encounter, and the many opportunities available.

During these events, attendees can explore the main questions and concerns that women face, such as social expectations, family and work balance, and thriving in a male-dominated industry. These young women will benefit from the advice of professionals that have already dealt with these issues.

Access to Mentorship

Mentorship is key to support young women navigating important life decisions, as a study of young women that chose to join a tech initiative in Cambodia shows. During secondary and tertiary education, institutions must consider offering mentorship opportunities for young women who are interested in tech. 

This mentorship can take various forms. For example, the students can be paired with a dedicated mentor throughout their studies. Schools can also organize visits to tech companies in the area where students can join group mentoring sessions led by female executives.

Education institutions can get creative and consider events such as speed mentoring, where a group of female leaders is invited to talk. Each is given a certain amount of time, say 20 minutes, to introduce themselves and their work, tackle a specific topic relevant to the sector and answer questions from the audience. When their time runs out, another speaker takes the stage.

Talent Mobility

Many believe that you need to have impressive coding skills or be a math whiz to start a career in tech, but that’s nothing more than a myth. The truth is that companies in the tech sector require the services of many professionals with non-technical skills. These professionals can have very satisfying and lucrative careers in a tech company.

Compensation monitoring site Comparably recently compiled results from more than 14,500 users to determine the most popular jobs for people without a technical background, and how much they pay.

The employees surveyed came from companies of all sizes, including Apple, Uber and Facebook. The study found plenty of roles that require little to no tech experience—some of them complete with handsome salaries and bonuses. 

These are a few of the non-technical roles in high demand in the tech sector: accountants (base salary $60,249), copywriters ($65,976), customer service managers ($65,400), business analysts ($78,393), and marketing managers ($81,095).

The thing is that these positions can also serve as a springboard to a career as a tech professional. It is not unheard of to start working for a tech startup as a copywriter and then progressively transition into a more technical role. Some non-techies hired by tech companies are eventually bitten by the bug of coding, and start to learn programming languages and other tech tools on their own. Eventually, they may move on to an entirely technical role, such as a web developer, database administrator or SEO expert.

Get the skills you need

Whether you are a high school student deciding what to study in university or a professional working in a non-technical role, if you are considering starting a career in tech, you first need to acquire certain skills and knowledge. You have several options at your disposal.

The traditional route is to study Computer Science at a university or college to earn an academic degree. Many tech employers indeed favor university graduates, but earning a college degree entails a four-year commitment and a substantial financial investment.

A second—and increasingly more popular—path is to attend a coding bootcamp. Bootcamps allow you to acquire the skills you need to have your foot in the door quickly. In less than 15 weeks of intense, practical training, you will learn the basics of your chosen profession and be ready to apply for jobs. 

More and more people are choosing coding bootcamps as opposed to studying full-time at a university. This is because bootcamps represent a much smaller time and money investment and are, therefore, considered the smarter alternative. Compare the average cost of a bootcamp—$13,500—to what a university degree could potentially cost. Earning a degree at the Massachusetts Institute of Technology (MIT), for example, costs between $60,000 and $70,000 per year, making the cost of a single semester exceed that of an entire coding bootcamp.

Finally, many tech sector hopefuls choose to teach themselves. Depending on how disciplined and able to motivate yourself you are, this may be the right option for you, but keep in mind that the accreditations you’d earn by completing a university degree or bootcamp can be very helpful during the job application process.

Seek Support

The journey is always easier with other like-minded people by your side. Fortunately, there are multiple organizations and regular events to inspire young women to enter a tech career and support those already walking down this path. 

Women in Technology (WIT) is an organization with one aim—advancing women in technology, from students to seasoned professionals. To achieve its goal, WIT engages in leadership development, technology education, networking and mentoring opportunities for women at all levels of their careers. The organization has over 1,000 members in the Washington, D.C./Maryland/Virginia metro region.

Similarly named, Women in Tech, is an international organization that aims to close the gender gap and help women embrace technology. The organization focuses on four primary areas: education, entrepreneurialism, social inclusion, science and innovation. The aim is to educate, equip and empower women and girls with the necessary skills and confidence to succeed in STEM careers.

The Women Tech Global Conference​​​​​​ is a virtual conference connecting thousands of women and minorities in tech through an interactive platform featuring keynotes, engaging panels, technical workshops, and a tech job fair with face-to-face networking sessions.​​​​​​​

Taking place in Amsterdam, the European Women in Technology is mainland Europe’s biggest celebration of the successes and innovations engineered by women from across the tech industry. European Women in Technology seeks to give women the educational tools, inspiration, knowledge and connections they need to thrive as individuals and become active participants in driving progressive change and equality in the sector.

ABOUT THE AUTHOR

Artur Meyster Headshot

Artur Meyster is the CTO of Career Karma (YC W19), an online marketplace that matches career switchers with coding bootcamps. He is also the host of the Breaking Into Startups podcast, which features people with non-traditional backgrounds who broke into tech.

https://twitter.com/arturmeyster

https://www.linkedin.com/in/meyster

Resources

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

https://www.weduglobal.org/advancing-women-in-tech-in-cambodia/

https://www.comparably.com/blog/study-10-popular-jobs-in-tech-for-non-techies/

https://careerkarma.com/careers/web-development/

https://careerkarma.com/rankings/best-coding-bootcamps/

References 

Microsoft. (2016). “Why Europe Girls aren’t studying STEM.” Microsoft. https://news.microsoft.com/europe/features/dont-european-girls-like-science-technology/#sm.0000a046evm91crtzzd15dbmak88g%23O0g4dh2732ZlhJdB.97

World Economic Forum. (2016, Jan). “The Industry Gender Gap. Women and Work in the Fourth Industrial Revolution.” Executive Summary. WEF. http://www3.weforum.org/docs/WEF_FOJ_Executive_Summary_GenderGap.pdf

Cultural Overlaps

By Sara Micacchioni

Yachi Namamoto is Japanese, an expatriate residing in Hawaii, and a quiet intelligent individual. Though he initially is shy with strangers, he likes a lot to play host for his friends. In conversations, he will demonstrate techniques of jujitsu, in which he holds a high-ranking belt. He will also talk about the incidents that he experienced in his travels throughout Asia and America. Brought up in a middle-class, though relatively traditional home, Yachi Namamoto finished high school and taught ikebana, the art of flower arrangement. In high school, he became a member of a splinter faction of the Zengakuren, the militant student movement in Japan. He participated actively in numerous demonstrations and student revolts too.

How would you describe Yachi Namamoto? Do you think he identifies more as a Japanese or a Hawaii resident? Maybe he applied to and obtained his Green Card and he’s now a US citizen. Perhaps, sometimes he introduces himself as an expatriate and ikebana teacher, and other times as a middle-class man who is into politics. 

Like Yachi Namamoto, we all hold multiple intersecting identities which define who we are and how we understand and experience the world. When we think of these identities individually, they are just a snapshot. In fact, depending on the context in which we find ourselves, the importance, salience and awareness of certain identities change. This means that the perception we and the others have of our identities not only varies during the course of our lives, but it may change throughout the same day. At the same time, other identities might as well fade away in time as a result of growing older and having different responsibilities in life. For example, “student identity” may be a rather central one during university time, but it then gradually fades away in favour of other features such as “career identity” once graduates move onto different stages of their lives. 

And if you were to conceptualize your own understanding of who you are, what are the most important identities that come to your mind? 

How might others think of your identities? Is this answer similar or different than the first one?

Like Gardenswarts and Rowe (2003) point out, there are many aspects of identity, such as age, gender, sexual orientation, physical ability, ethnicity, race, parental and marital status, religion, union affiliation, department or unit group, etc. The list is actually much longer.

The way our multiple identities overlap is a fundamental symbol of our existence and functioning aspect of our individual personality, placed at the core of the scheme proposed by the two authors. 

The Kaleidoscope of Identities

Imagine a kaleidoscope with several different colorful pieces. Think about those pieces as your relevant identities. There are also three mirrors, and depending on the lens through which you observe the reflection, different patterns are generated. With a turn of the lens, one can see things from a different perspective and understand better what all the identities at play are.

Very often, we are too focused on our national identity, which we often use to describe ourselves in an international context where, given the abundance of nationalities, our national identity becomes more relevant. In fact, even if we rarely think of ourselves in these terms, we are a patchwork of multiple identities. We act according to certain internalized roles, rules, norms and functions which are typical of certain subcultures. 

Who we are is not individually determined by the single subcultures to which we belong. Rather, psychologically and socially, we are the result of the overlap of all these subcultures taken together and each person’s identity is shaped by this multiplicity of traits. As we said earlier, they are generally all equally relevant at the same time, though they always co-exist. They can also confer privilege and power or can be marked by oppression and marginalization.

Try to recall a situation in which you might have had a wrong impression about someone and think of what made you change your mind. 

About Sara

Author's Headshot
Sara

Sara Micacchioni is currently working as Academic Intern at Global People Transitions, where she is responsible for research and quality assurance projects. At the beginning of 2020, she graduated from an international English-taught master degree in Intercultural Management at the University of Burgundy, France. In the past, she also carried out several short-term and long-term voluntary work projects in Europe and South America.
Sara lived, studied, and worked in seven European countries and speaks four foreign languages. She considers herself an interculturalist with a real passion for globetrotting. In her mission to travel the world, she has now ticked off 30 countries globally.

Resources

Adler, P. (November 2002). ‘Beyond Cultural Identity: Reflections on Multiculturalism’. Retrieved May 6, 2020, from https://www.mediate.com/articles/adler3.cfm#comments

Gardenswartz, L & Rowe, A. (2003). Diverse Teams at Work: Capitalizing on the Power of Diversity, Society For Human Resource Management.

Ngo, C. (2014). ‘Kaleidoscope of identities’. Tedx UOregon. University of Oregon. Retrieved May 6, 2020, from  https://www.youtube.com/watch?v=uRGqgNuJDIk

Blogs

Edgar Schein on Culture

Milk Car

by Oyin Adedokun  

oyindamola@globalpeopletransitions.com 

There is no doubt that the novel Coronavirus has taken its toll on your business. A lot of things are not working perfectly and the little things that are, are only doing so skeletally. There is a current wave of uncertainty, volatility, and complexities that is sweeping the world. However, I have some good news for you. Yes, good news! You are not the only one in this whole drama. We are all in this together. There is nothing to be gained from asking the question ‘when will this pandemic be over?’ because nobody knows. The best you can do instead is to start taking measures to stay ahead of the pandemic. Now, here is the good news. I will give you seven strategies that will allow your business to stay afloat this pandemic and its gruesome impacts.

Identify the unique challenges confronting your business. The starting point to proffering viable solutions to any problem is to first identify the problem itself. It’s quite amazing that many people run helter-skelter seeking solutions, yet give vague answers such as Coronavirus when asked what exactly the problem is. You must be explicit about the challenges confronting your business.

Be Flexible. This period requires the fortitude to be able to adapt conveniently with the series of changes that are sweeping across the world. A lot of decisions would need to be made promptly as events continue to unfold.

Embrace technology. The novel Coronavirus has fast-tracked the emergence of a digital world. As the need for physical touch and presence in executing and managing business suddenly fizzles out, the need to embrace digital contacts has further been accentuated by the pandemic.  According to Forbes’  the Corona Pandemic is forcing digital transformation. 

Apply for social security packages. You might be eligible for a support package for your business in your location targeted at cushioning the effect of Coronavirus. Governments are making a lot of fiscal and monetary policies geared towards stimulating the economy by supporting companies from suffering bankruptcy and facilitating a sustainable recovery.

Ensure effective Communication. This point ought to be at the head of the list because it is a non-negotiable factor to keeping your business running successfully during and even after Coronavirus.  You must be able to keep in touch constantly with your employees, clients, and customers. This is simply because you must keep intact the trust that relevant stakeholders have in you. The greatest tool for achieving this is tomaintain constant and effective communication with both your customers and stakeholders. Employ the service of a copywriter, if possible.

Think ahead.  It is imperative to think about what would be obtainable after Coronavirus is over or perhaps, when the social restrictions are totally lifted. You need to put strategies in place that would give you a competitive advantage. Think about what could be done differently. How do you deliver to your clients in the most dynamic way that keeps them glued as patrons of your services? These and more are the questions you must consistently ask yourself. Our RockMeApp provides you with the facility to help you get ahead. 

Lastly, keep a positive and optimistic mind. I know that the world is currently a difficult place to live in. And even the image of the Coronavirus itself looks scary on its own (well, maybe for me). However, I want you to know that things will fall back to normal. It might interest you to know that this is not the worst pandemic that has ever confronted the world. The world has conquered over and again. We will whip this pandemic as well. But you need to have a positive and optimistic outlook about life to keep your sanity and maintain belief. The fact that you are taking out time to read this piece means you already have hope that things will get better, and trust me, they will.

This too shall pass. Remain positive. Cheers.

Oyin.

Further Reading:

Is COVID-19 Forcing Your Digital Transfomation? 12 Steps To Move Faster:

https://www.forbes.com/sites/blakemorgan/2020/04/05/is-covid-19-forcing-your-digital-transformation-12-steps-to-move-faster/#44f6f1f5617b

ILO: Social protection responses to the COVID-19 crisis-Country responses and policy considerations 

Doing Business during COVID-19: Going Online to Weather the Storm: https://www.tomedes.com/business-center/doing-business-under-covid19  

Oyin is an immigration specialist in Nigeria and will work for GPT from September 2020 as an Academic Intern.
About Oyin
Oyin-Ayo Adedokun is a seasoned Immigration Specialist, who engages effective and efficient measures in providing expatriates with the processing of all relevant visas such as, Residence Permits, Quota Approvals, Temporary Work Permit and any other work-related documents required to enable expatriates to work in Nigeria, with a demonstrated history of working in the oil and energy industry.
Oyin has a practical insight into how the Nigeria Immigration Service (NIS) and the Ministry of Interior work and so, facilitates itch-free immigration processes.
He prides himself in mobilizing human capital for international businesses, as well as investors from the global pool of human resources while ensuring that they have a stress-free immigration process both in Nigeria and at various Nigerian Embassies and High Commission all over the world. He is currently managing the immigration facilities of well over 100 expats in one of the leading oil servicing companies in West Africa.
https://www.linkedin.com/in/oyindamola-ayomide-adedokun/
Munich

The German language or “Deutsch” is the world’s 15th most spoken language according to Ethnologue’s latest data. The language is spoken in 28 countries, and 76 million people worldwide speak it as their mother tongue. Globally, there are 132.1 million German language speakers. As of 2016, Germany is home to 82.67 million, 95% of whom speak German as their first language.

Status of the German language

German is the official language in Germany, Austria, Belgium, Switzerland, Luxembourg and Liechtenstein. In Switzerland, it is one of the country’s three official languages. German, which belongs to the West Germanic branch of the Indo-European language family, shares some of the characteristics with its co-branch members, English, Dutch and Frisian languages.

It is a cultural language in some parts of Brazil and a national minority language in Bosnia and Herzegovina, Czech Republic, Denmark, Hungary, Italy, Kazakhstan, Poland, Romania and Ukraine. German is a national language in Namibia and a minority language in Russia. Many more countries around the world speak German, including France and South Africa and the German diaspora in several countries, such as Argentina, Australia, the United States, Canada, Paraguay and Costa Rica contribute to the spread of the German language.

Working in Germany

If you’re a qualified professional, you’ll find many work opportunities in Germany. Like other developed countries, there are standard immigration conditions that you should meet. You need to get recognition for your professional qualifications and meet the requirements for German language skills.

Let us say that you have fulfilled all the requirements and are now starting to work in Germany, so you’ll be interacting more with new officemates.

This article shows you how the German language expressions and manners create a positive impact on the work environment in the country.

Communication in the Workplace

As an employee, you will have many chances to converse with your German colleagues or even clients, and you’ll be using verbal and non-verbal communication techniques, as you get familiar with your new work environment. In Germany, the communication style is often direct. Germans are not overly emotional during conversations at work. You could consider it a plus since you do not have to indulge in small talk and you can quickly express your opinion or concern. Thus, it is to your advantage to learn to do the same.

Answering the Phone with Your Last Name

As to answering the phone, you have to observe some specific rules. You have to be respectful. It is customary for the Germans to answer the phone by giving their last name. When you are calling a person you do not know, you should use “Sie”, which is a polite form of address. Being polite is very important. Stick to the polite way of speech, using their titles and their last names. Using their first names used to be reserved for family and friends. There is is a shift in the German society and the “Du” becomes more normal at work as well.

Being on Time is Crucial

Being punctual is very important to Germans. Many companies offer flexible hours, but for those who have fixed work schedules, punctuality is necessary. If you are going to be late, it is imperative that you call the office and briefly state your reason. If you are attending a work session or a meeting, please be on time as it is part of the German culture to start and end meetings during the appointed hours.

Unlike in other countries where you can discuss other issues, Germans prefer only to discuss what’s on the agenda. Moreover, it is not standard practice for office workers to walk into another colleague’s office to meet unannounced. If there are pressing matters to be discussed, prior notice is needed either by email or by phone.

Building a Relationship

You can say that Germans are quite reserved and they are not particularly gifted in making small talk. If you are from another country, use your knowledge of the German language to your advantage. Help keep the office environment relaxed by developing a flair for small talk. It can lead to better office camaraderie and lasting friendships.  

If you succeed in engaging your German colleagues in small talk, stick to safe topics like sports, the weather, hobbies or travel. It’s not proper to ask a new friend’s income. Likewise, do observe personal space.

Socializing is part of the work culture in Germany, often in the form of excursions and small celebrations in the office. You should attend, although talks about business or work should be avoided.

Learning the German language will help you to be comfortably conversant with colleagues. You do not have to be knowledgeable or funny to engage your German acquaintances in friendly conversations. What you need to know is how to relax and develop the art of small talk. Listen to how Germans start conversations and observe their language expressions to help you imbibe the language better.

Germans are perceived as humorless, precise, punctual, disciplined, direct, and organized. But if you look at their work environment, their language expressions and their manners contribute significantly to their business success.

Germany’s economy is one of the strongest in Europe. Working in Germany can be challenging. If you want to get out of your comfort zone, you discover many things about yourself, explore another culture, become more competitive and learn different work environments and management styles.

Are you ready to take the challenge of learning the German language?

Sean Hopwood, MBA is founder and President of Day Translations, an online translation and localization services provider, dedicated to the improvement of global communications.

Find DayTranslations and Sean on LinkedIn:

https://www.linkedin.com/in/daytranslations1/

https://www.linkedin.com/in/seanhopwood/

Please check out our website https://www.daytranslations.com/blog/do-you-know-german-well/