Get Organized to Reach the Peace of Mind You Need to Focus on What Matters
hiremeexpress

 

How was your week? Are you starting to feel the cheery holiday atmosphere? That nice blanket of snow I found Friday morning sure did jumpstart that magical feeling for me! Christmas lights and snow always bring an enchanted mood to Zurich, and after a week away at our RockMeRetreat, I feel even more present than usual and less anxious about the daily tasks. Don’t get me wrong, I’m still concerned about the state of the world, the health of my loved ones, and all the fatigue I hear from clients and colleagues. However, in this state of presence, with renewed energy and this joyous state of mind, it is a lot easier to focus my energy on what is really important.

Presence is important as we are constantly pulled in so many directions, and “energy flows where our attention goes” (Robbins, T n.d., para. 2).

I would like to share with you a small confession: Before I launched my business and when I started to blog I had a tendency to spend a lot of time on social media. There was a time when my family was concerned that I was getting addicted to Facebook or Twitter. Luckily, I got over this by developing healthy ways of interacting with social media. However, last week during our RockMeRetreat I enjoyed not engaging for a few days and now I feel ready for the online world again.


If you are like me you can hardly survive a day without your smartphones anymore, let alone access your bank account, google account, or any account for that matter.
When we are offline or have low batteries, it creates feelings of anxiety. I have an ongoing experiment where I am trying to increase my productivity and get more done by using less and fewer resources (money, paper, time, people). I would like to summarize the learning for you and you might want to follow me in this experiment. In my Mastermind Group, we are all considering getting a paper planner again because we feel that our digital tools are just not doing all the tricks. I also feel that often paper gives me a higher sense of security than an app. Obviously, I am trying to reduce paper where it is not needed but there are areas where paper just beats digital tools.

1 – Start with an Inbox List


To write this I started an inbox list I am regularly checking. The list became very long. I am not even sure I finished it yet. I’m not surprised that I am occasionally concerned about inbox anxiety. Once you have completed your inbox list, review my simplification principles and check which ones apply to you. Once you have completed your list review my simplification principles and check which ones apply to you. 

2 – Develop Your Simplification Principles


Here are examples of your simplification principles.

  • People over Robots! Any personal message is better than an automated response.
  • Move from DIGITAL to ANALOGUE on purpose. Use paper strategically.
  • Delete unused apps from your smartphone.
  • Turn your phone off from 9 PM to 6 AM. Give it a space for the night outside of the bedroom. (You will still hear the alarm!)
  • Use Post-it for visualizing what is important to you. The idea is One thought, one post-it.
  • Say “No, thank you…” or “yes, if…” to any proposal for meetings, work, and tasks right away. Commit fast and decline fast. Don’t ponder on decisions forever.
  • When asked for meetings give two time-slot options only.
  • Always set a deadline by when another person should come back to you.
  • Wear black most of the time. On Wednesdays add a color. Stop ironing during a pandemic.
  • If you don’t know what to wear because you don’t know if the occasion is formal or not, wear a black suit.
  • Choose your social media channels wisely. You probably have more than necessary.

3 – Write your 2021 Accomplishment List


Go through the RockMeApp archive and review all that you have accomplished in 2021. For those who are not on our RockMeApp, go through your daily planner or your journal: I’m sure you have accomplished more than you realize in your professional, as well as in your personal life. Check if there are open items that you wish to close within the next two workweeks.

4 – Participate in our Online Workshops


I bet you’re wondering how participating in our online workshop is going to simplify your life? HireMeExpress is not just a course, it’s a group of people wanting to evolve on the Swiss job market. Global People Transitions is a community of people with connections always willing to give a helping hand.
There are many advantages to joining our online workshops: this group offers the opportunity to meet others who are in a similar situation, looking for a job. Together, you will acquire and exchange knowledge, practice networking techniques, give each other feedback. The shared journey offers you peer support, fresh points of view, encouragement through collaborative work. Personal and professional development is not always easy, but these online workshops will help you grow confident, are motivating, make the journey less lonely, and give you the keys to make it easier. Who knows! you might even meet people who can introduce you to someone who knows someone… You might even make long-term friendships!
To simplify your life in 2022, start right away with a few simple changes like getting rid of the apps you are not using (or shouldn’t use), go back to analog, where it’s relevant, think of your achievements and reflect on what you want to achieve in the upcoming year, and think of the HireMeExpress program if one of your goals for next year is looking for a new job in Switzerland! You won’t regret it!

Please join us and celebrate your accomplishments and let’s practice what we preach. Let’s build even more personal connections this December, make friends, work on our fame and improve our finances. I look forward to seeing you on 1 December in our first free workshop.

Workshop 1: Partnering Masters – Building Effective Relationships (FRIENDS)

Wednesday, 1 December from 17:00 PM CET till 18:00 PM CET

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Workshop 2: Powerful Missions – Having a Voice in a Sea of Noise (FAME)

Thursday, 9 December from 17:00 PM CET till 18:00 PM CET

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Workshop 3: Persisting Mindsets – Designing Work to Support a Global Lifestyle  (& Gluehweinparty)(FINANCES)

Wednesday, 15 December from 17:00 PM CET till 18:30 PM CET

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All dates and updates will be shared if you sign up on our #HireMeExpress list. Please sign up here by SATURDAY to get further updates and our 19 FRESH RESUME CHECKPOINTS.

Why it is Hard to Measure Expat Performance
Performance

A study by Learnlight shows that four in ten international assignments are judged to be a failure. And yet the number of overseas assignments continues to rise. Global companies are under considerable pressure to determine what makes a successful overseas assignment and to understand why they so often fail. However, what has been so often overlooked is why it is difficult to measure expatriate performance. Since both assignment failure and success depends on how expats perform on the job, it becomes pertinent to consider how expats perform and why it is difficult to measure their performance. In the following points, I will highlight and elaborate on five reasons why it is difficult to measure expatriate performance.

  • Goals for Expats are often not clearly defined. They are often conflicting as they have to take into account the interests of the home and host company, or headquarters and subsidiaries. It becomes difficult to work effectively when expats are trying to achieve the home company goals while simultaneously trying to fit in the expectations of the host company. More expats would perform well if the goals of the host company align with the objectives of the home company.
  • Performance ratings have been calibrated for years. However, we know that there is an unconscious bias in the data. The first rater is usually a direct manager.  This person potentially judges their own weaknesses less and thinks that the expat is responsible for failure alone. However, often the manager in the host country does not help the expat to solve dilemmas. The home country manager should consider it a responsibility to make it seamless for the expatriate to integrate well into the system. One of the biggest factors that determine whether or not an assignee would be successful is who his or her line manager is. 
  • Cultural concepts of performance are biased. Definitions of “high performance” have been largely influenced by Western values and did not take team performance into account. The gig economy will need stronger team collaboration and fewer individual players. Eastern values and approaches might have an advantage now.
  • Management by Objectives is outdated. We need a new conceptual framework of performance. Even in the past setting annual targets was not always the best method of judging performance (irrespective of expat or local).
  • Expat managers usually lack the informal network and access to the host culture so it is not surprising if their performance drops in Y1. It is quite impossible to know how to navigate in a terrain that you are not familiar with. Also, they are busy adjusting and have a family to integrate into the new life abroad. One might think that we can accelerate the cultural adjustment and then just go “back to the normal way of judging performance” but I would advise against such thinking. It takes time to fit into the system and culture of a new location. Hence, the whole process of cultural adjustment takes its tolls on expat performance.

Expatriate Performance and Potential Assessment

Scullion, Collings (2011) describe the performance assessment system at Novartis which will be used as a generic example for global companies. The system “…grades employees on (a) business results (the “what”) and (b) values and behaviors (the “how”). While the business results are unique to each business area, the values and behaviors (ten in all) are common across the entire firm.” Together with the potential assessment talents are assessed in a nine-box matrix. (Scullion, Collings, 2011, p. 29)

Basing expats’ performance solely on business results may not give the overall picture of all that transpires to make an assignment either a success or a failure. There should be a holistic overview of all the processes that go into cultural adjustment and family acculturation. 

Expat adjustment as a success factor – The Term “Expat Failure” and what it commonly refers to

When discussing the success of an international assignment or project a common way to measure “success” is expat adjustment which in contradiction to “expat failure” is often equalized with completing an assignment for the planned assignment period.

“The authors leave open how long it may take an expatriate to attain the same level of applicability and clarity abroad as at home, stressing that one or two years may not suffice. To reach higher levels, the person may very well have experienced an identity transformation far more profound than passing through a cycle of adjustment.” Hippler, Haslberger, Brewster (2017, p.85)

“A “comprehensive model of success is missing” and Caligiuri’s (1997) suggestion that future studies should clarify what is meant by adjustment, as opposed to performance, indicated the need for definitional and discriminant clarity when examining performance.” Care and Donuhue (2017, p.107)

Talent management approaches in Germany and Switzerland and most of Europe are driven by the U.S.-based ideas about talent identification and definitions and use the “nine-box grid” to select key talents with a halo-effect towards white males. 

Influence of psychological contract on expatriate retention

An issue in expatriation is often the lack of clarity around the role after repatriation. A psychological contract exists between the expat and the company but there is no written agreement or clear understanding of the next role or roles in the process. Expectations are not properly managed and often expats are disappointed with their title, pay or role content in the next role when returning from an assignment.

Two years after repatriation there are several factors influencing retention significantly. 

  1. a) re-entry cultural adjustment, another 
  2. b) role expectation mismatch and 
  3. c) the lack of applicability of the learning from the previous assignment.

The Integration of Global Mobility and Global Talent Management

One of the reasons for this lack of synchronization is the missing integration of global mobility and global talent management activities and functions in today’s organizations. The only guidance focuses on academic concepts of expatriate return on investment.

A Holistic Competency Model is Needed

I claim that we not only need a better integration of Talent Management and Global Mobility (hence the term Talent Mobility) but we also need to look at our performance management systems, global competency models, recruiting and talent identification process under a new light. We finally need to advance HR to an interculturally competent function and reduce the inherent bias in all of our processes, tools and leaders. This will be a major task in a post-colonial BANI World.

My Global Competency Model has been an attempt to integrate Eastern and Western mindsets into a model. Our coaching approach builds on Eastern and Western coaching practices. We included the ethics by the International Coaching Federation (ICF). The holistic approach of my coach, educator Drs. Boudewijn Vermeulen, further developed by Dr. Eva Kinast into a holistic, body-oriented and intercultural coaching method. This method focuses on building and maintaining effective trust-based relationships, the body-mind-heart connection and is linked to the psychology of Carl Gustav Jung. 

The model also assumes weekly reflection, regular practices, which originate from Eastern mindsets and concepts such as ZEN. We integrated body learning which was taught to me by Dr. Jay Muneo Jay Yoshikawa in a course of Eastern Mindscapes (back in 2005 at the Summer Institute of Intercultural Communication in Portland, Oregon). Reflected experiences are based on the single-loop and double-loop learning theory of Argyris and Schoen. Also, experiential learning that I first learned from Thiaggi about 20 years ago and have further developed into all of my programs.

Trust and Relationships are Collaboration Glue

In almost every coaching session right now leaders talk to me about the need to get better at building trust (also in a virtual setting) and relationships. Relationships in my view are the glue to working well together within a monocultural but also multicultural environment. Collaboration (as opposed to Cooperation) requires a higher level of trust among project team members. Agile needs it. And Diversity, Equity and Inclusion demand it. 

WHAT DOES THIS MEAN FOR GLOBAL MOBILITY?

“Better alignment between global mobility and companies’ global talent agenda is a precondition for making mobility truly strategic and helping companies achieve a significant return on investment with their international assignments.”

  • Widening the scope of Global Mobility to include international hires, cross-border commuters, international transfers, lifestyle assignments, global digital nomads and other groups of internationally mobile professionals.
  • Reviewing all HR models and processes to reduce bias and White Supremacy should be on the priority list of every HR leader but you can also make it your personal mission. Help us create a world where everyone has a chance and invite those to the table that are often overlooked.
  • Defining assignment objectives up front and tracking progress throughout assignment. You must ensure that not only the home company or headquarters have clear cut objectives for the expat  but also that the host company’s objectives are in sync and align with that of the headquarters. Coach the expat or send them to me for coaching. Help them be a success rather than a failure.
  • Improving productivity by addressing development areas such as communication, process and culture barriers. Key problem areas should be identified. Oftentimes, expats complain about loss of connection to the home company. Nobody from the headquarters or home company is interested in how they fare in the new environment. If expats feel deserted, it could adversely affect their performance output. Proffering viable solutions to pain points of expats, such as cultural roadblocks would help improve expats performance. Give them the vocabulary to speak about their blockers, send them to intercultural awareness training. 
  • Helping coordinate annual talent review of all expatriates. Reviews like this give expats the opportunity to express their perception of the international assignment. 
  • Increase the expat’s self-awareness. Let expats learn more about themselves. We use the IDI (Intercultural Development Inventory) and ICBI™ (Individual Cultural Blueprint Indicator) for example for self-awareness assessment and the outcomes can be a great conversation starter in a coaching session.

You already know that I am on a mission to bring the Human Touch back into Global Mobility and therefore we would also like to contribute to research in the growing body of knowledge around Global Mobility. Our Academic Intern Monica Kim Kuoy is running a research project and I hope you would like to support us by being an interview partner or sounding board for our ideas.

We look forward to hearing from you.

 

RESOURCES

Who is an Expatriate Employee?

https://expatfinancial.com/who-is-an-expatriate-employee/ 

https://feibv.nl/wp-content/uploads/2019/04/Master-Thesis_Weinberger-Angela_Jan-2019_Final.pdf

Performance
Expat Performance
Do you Want to Live a Life Full of Purpose?
Ilanz, Graubuenden, Switzerland

Living a Life of Purpose – Four Ideas for Sanity Maintenance

Did you just have another day where you cleaned up your desk, wondered what you had achieved today, and got home to a stack of dishes, a pile of clothes, and a crying son? Did you spend last night driving your daughter to SCUBA class, squeezed in a conference call, and forgot that it was your mother’s birthday? Did you then at 11 PM sit down thinking “Why am I not moving on with my life?”

Often we think we are too busy to do that right thing, the Ph.D. we wanted to start, the Master we wanted to finish, the weight loss program, and healthy nutrition we wanted to implement. We keep ourselves too busy to meet a new partner. We play safe and the older we get the less risk we are willing to take.

Often we spend our time doing the wrong stuff. Sometimes there are good reasons to hang onto a job, a client, or even a marriage. Sometimes hanging in there is part of the deal (“…for better or worse…”) but there is also a fine line between going through rough patches and self-destruction.

In the past, I also got stuck in a story that I have been telling myself for the longest time. I have achieved balance in my life through continuous learning and weekly practices. And to speak like a true ZEN master: It’s the practice, not the achievement that makes it important for me. 

After you have been exposed to this pandemic and the anxiety in the world you probably lie awake at night thinking about the latest argument with your manager, the constant nagging of your spouse about living “here” and your teenager trying to find their identity as an artist.

You sometimes spiral down into the rabbit hole of worry and your inner Gollum starts telling you all the critical feedback you have received EVER as if you are Arya Stark and had to remember every man who was ever bad in the world. If you feel like this (even on the odd occasion) I would like to invite you to the following sanity maintenance practices

1 – Press the Pause Button

You might not know how to do this but I will teach you. For those of you who are following our programs you probably understand that maintaining a weekly practice helps you in the process of being more satisfied with your achievements. 

2 – Plugin Your Purpose Batteries

For some of you, reconnecting with your purpose sounds too difficult to even get started. Maybe you thought you had defined your purpose clearly but now you have doubts. Is that really the reason why you are in the world? Is this the area of work and life where you can influence the world the most for the better or are you just in this for the status, the money, and the company car? Is your reason for this international move the next career step in Caracas or is it the housing allowance and the package your company pulled together?

3 – Divorce Work from Your Self-Worth

When I speak to some of you I understand that work plays a very important role in your life but so does your spouse, your children, parents, siblings, and friends. You are more than a breadwinner and after having been in the corporate world for such a long time and having made it here, don’t you think you deserve to focus more on your important relationships? Don’t you deserve sipping rosé in the Biergarten at Zurichhorn on a Saturday? Open-Air movies with your loved ones on a school night?

4 – Kill Your Inner Corporate Zombie.

You do not have to be a corporate zombie either. The company pays you to deliver 42 hours of work (in Switzerland). All productivity research shows that our productivity declines after six hours of focused work. Potentially, we need to deconstruct the 42-hour workweek as it was designed for industrial workers, not knowledge workers, let alone our new breed of Digital Nomads.

Money has a limited value. When basic needs are met, the rest is a luxury, and no pair of shoes, no holiday, no luxury car will replace your health, your happiness, or time spent with your ailing elders. What is it that you truly need? Have you ever worked out how much money is enough? 

I’ve mentioned in a previous blog post “The Digital Nomad – Part 1” that we’re growing my company organically. I was inspired by creator Paul Jarvis and his book “Company of One”. Paul takes off time during the summer and winter when he thinks he made enough money for the year. How you can learn that will take a bit of reprogramming. I invite you already to join our upcoming free workshop series, where we will tackle:

1) Getting More out of Your Global Mobility Deal -> Packaging Moves

2) Designing Work to Support a Global Lifestyle  -> Persisting Mindsets

3) Becoming the Trusted Partner for Your People -> Presencing Moments.

All workshops will be held online via Zoom on Thursdays at 5 PM starting 9 September 2021. Guest speakers, workbooks, and slides will be given to you later through the participant list.

You are invited and you can just let us know that you want all the invites by replying “Rockstar” to this email.

Kind regards

Angie

P.S. Please note that seats are limited and that we have to have your reservation by 30 September 21. Should we need to cancel the RockMeRetreat because of the Pandemic we will pay your enrollment fee back. If you need us to send a formal proposal to your employer please contact our project manager Anne-Kristelle Carrier.

If you want in on the Rockstar Pipeline > Sign up to the RockMeRetreat list

Avoiding Global Talent Acquisition Failure – Six Basics to Add to Your Recruiting Guideline – Part 3
Hiring Talent from the Globe

I’m on a MISSION to bring the HUMAN TOUCH back into Global Mobility. One theme that I see more now is that we Global Mobility Professionals are involved in the recruiting of Global Talent. This makes a lot of sense when you consider that we have the knowledge and skills to deal with most of the challenges that hiring people from other countries brings. However, since in most organizations we are not officially responsible we don’t get the resources we need to deal with recruiting professionally. Hence, we can consult but not support. So, dear recruiters, I hope this is helpful.

Lifestyle Expats, or Self-Initiated Expats (SIEs), are an important factor in today’s global force and the actual circumstances suggest the phenomenon is on the rise (Habti & Elo, 2019). In fact, thanks to technological changes, such as online recruiting, the labour market has become more international and more fluid and made the process of filling jobs internationally (internally or externally the organization) much simpler. As a consequence, an increasing number of professionals consider working abroad a realistic career option and there are growing opportunities to identify and eventually find a job abroad.

We are in the middle of an unprecedented global crisis, which is bound to create a stronger recession than the 2008 financial crisis, and the war for talent is as heated as ever. 

Specialized Subject Matter Experts are increasingly hard to find and when you turn to places rich in talent such as Singapore and certain areas of the US like Boston and the Silicon Valley, that’s of course where competition is already extremely high. Moreover, there is no real point in stealing from the competition if you aim at bringing in innovation. 

It’s 2020 and the global workforce is as varied as ever, with five generations working side by side and companies striving to fulfill all their D&I goals (gender/religion/ethnicity/sexual orientation). As cited by Forbes, diversity plays an ever more important role in recruitment and is proving to be directly correlated with an increased revenue for the company (Boston Consulting Group, 2018; KPMG, 2018). 

Yet, relocation policies have historically been a one-size-fits-all model and are often still struggling to include points such as religion, ethnicity, age, disability status, working mothers, non-traditional family units, etc. 

Make sure your Global Mobility policies acknowledge and support your employees’ varying needs to make them feel more encouraged to accept International Assignment. The point is to ensure that deserving and promising talent does not experience barriers to success.

Demographic changes will require highly-skilled migrants to fill positions as turnout of university graduates declines in developed countries. Also at the EU level and among the Member States there is consensus on the need to address labour market shortages, worsened by the deepening demographic crisis and skill mismatch (Platonova & Urso, 2012).

Even rich countries like  Liechtenstein, (Beck et al., 2018; Hauri et al., 2016) may have a hard time attracting talent. Other more traditional expat hubs, like Singapore, London, New York City, the UAE, Hong Kong and Switzerland, continue leading the ranking despite the high costs of living. In this case, according to the 2020 Global Talent Competitiveness Index, what really makes the difference are their socio-economic policies in which talent growth and management are central priorities. 

Perhaps even more important to acknowledge is that the world of work as we knew has already changed. With new technology enabling employees to work almost anywhere and anytime, the classic ‘nine to five’ is outdated. In an article published by Sage People even before the pandemic changed companies’ approach, figures speak for themselves:  not only do 50% of the US interviewees say they’d like to be more mobile at work, but a good 54% would change job if it meant more flexibility.

In Global Mobility, Virtual Assignments are an opportunity to give employees the much longed-for flexibility they seek. Despite Virtual Assignments having always been on the rise since the widespread implementation of the internet, it’s easier to see how they’re going to be even more numerous in the aftermath of the Corona-crisis. In fact, never before have so many employees worked remotely in order to guarantee essential business continuity. 

But there is another side of the medal, and this is the portion of talent who seek international experience as part of their decision to join a company.  In particular, overseas assignments are becoming more appealing among Millennials, who often see the opportunity to live and work abroad as more rewarding than a pay rise. They are called Digital Nomads or Telecommuters. According to Smart Gear, 90% of digital nomads plan on working remotely for the rest of their careers, while 94% of them encourage others to try Digital Nomadism themselves.

Whether or not you’re having troubles attracting talent, here are six basics to add to your recruiting suite that you should consider during and after the recruiting process. 

1 – Make Sure They Have a Realistic Picture of What it’s like to Live in Your Expat Hub

Try to put yourself in the mind of a candidate who is contacted by a company in a foreign location. What’s the first thing that you would like to know? Salary? Job title? The direction of the company? Probably none of these things, but rather: “Why would I want to move there?”

Moving continents, or even “just” countries, isn’t a decision that can be taken on the potential of a great office view only. Instead, candidates need to know what the place looks like, what language is spoken, where they (and maybe their families) would live and whether they would fit in.

It is useful to include this information on your careers page so as to make it more of a relocation portal and less of a job listing. Workable offers a service to help you in this process. Not only will candidates benefit from this information, but so will your company: showing what candidates want to know during the overseas job hiring process builds your credibility from the beginning.

This type of thinking is beneficial for companies at every level, whether you’re hiring someone 70 or 7,000 miles away.

2 – Help with the Move of Household Goods

Among Expats and Expat Spouses, the phase of moving abroad is often cited as the most stressful one. Moving out doesn’t take one day only: there are farewells, often a party, and especially when small kids are involved, the family needs to stay with friends or in a hotel room. While Expats are still busy handing their work over and finalizing conversations with clients, Expat Spouses are often alone in coordinating all the logistics behind the move. That’s why it is important that they are connected with a moving company. Having someone who takes care of their house goods until they are settled in the new location surely spares the Expat family from a lot of stress. 

If you are looking for a relocation company, consider paying a visit to the Keller Swiss Group. They offer relocation services, household removals, business relocation and household storage services, both in Switzerland and worldwide.

3 – Organize Support with Immigration 

Organizing support with immigration is definitely another helpful and efficient way of helping the expat family during the stressful pre-assignment phase. In recent years, the process of obtaining work permits and visas has become more complex. Letting Expats and Expat Spouses navigate this sea of bureaucracy all alone would put on them an incredible and unnecessary amount of stress. 

When it comes to immigration compliance, each case is different and needs to be examined thoroughly. Some relocation companies, like BecomeLocal in Switzerland, are specialists in this field. They can help you handle the permit process, write applications and submit to the authorities, instruct professionals and executives to obtain visas, sparing your organisation and the expat family a lot of hustle.

4 – Provide Spouse Career Support and A Pre-Hire Assessment for the Spouse

The effects that International Assignments have on the Expat Spouse’s wellbeing and state of mind are often underestimated. For some Expat Spouses, the sudden change from independent career person to stay-at-home parent has a strong psychological impact, even more so if getting a working visa is not possible.

Coaching is a very powerful tool with which companies can support Expat Spouses. With the help of a Career Coach, some Expat Spouses manage to start their own businesses while living abroad, thus finding deeper fulfillment in the experience.. At Global People Transitions we are specialized in this. If you want to know more about what we do to help Expat Spouses find motivation and new perspectives, visit Global People Transitions or send me an email (angela@globalpeopletransitions.com).

It is also very fair to the Expat Spouse to have a realistic idea of whether their profile actually leads to potential employment in the host market or whether their chances of finding work are slim. An Expat Spouse Coach can also help with a pre-hire assessment for the Expat Spouse.

5 – Consult them on Technical Issues such as How to Get Health Insurance, What to do About Their Taxes 

Once again try to put yourself in the mind of your future employees. They now have a clearer idea of what it means to live in your expat hub and they are positively considering relocating there. Perhaps their spouses and children are coming along. In this preparatory phase, Expats are inevitably very busy with what needs to be handled back at home in their professional and private life. But they also need to be ready for what’s coming next. 

Handling both “back home” and “in host country” can be extremely overwhelming, especially if this means going through important technical issues of a country with a different system and in a language they don’t understand. This is the right time to step in and consult them on important decisions such as which type of health insurance to get and how to do it, but also on how to handle their taxes. If you can’t deliver this in-house we’re happy to help.

6 – Sprinkle Everything with  A Bit More Human Touch

As I said earlier and many times before, HUMAN TOUCH is my MISSION and the key to enhancing the employee experience. Deloitte (2019) proved to be onboard with that when stating that today’s global workforce is attracted and motivated by a more personalised, agile and holistic experience than before. This is why it’s important that you find your way to unlock the HUMAN TOUCH. For example, you can start by welcoming new team members with a hand-written card. You will make their first day a celebration. 

If you wish to review your global recruiting policies or your process please contact me for a proposal via angela@globalpeopletransitions.com.

Resources 

Become Local. Swiss Immigration Adviser. https://www.becomelocal.ch 

Harrison, C. (2019, 19 Sep.). „7 Surprising Statistics about Digital Nomads.” Smart Gear Blog. https://smartgear.travel/7-surprising-statistics-about-digital-nomads/

Hayes, A. (2020, 7 Apr.). „What is a Digital Nomad?”Investopedia. https://www.investopedia.com/terms/d/digital-nomad.asp

Keller Swiss Group. Worldwide Moving Relocation. https://www.kellerswissgroup.com/

MBO Partners. (2018). „Rising Nomadism: A Rising Trend.” MBO Partners, Inc. https://s29814.pcdn.co/wp-content/uploads/2019/02/StateofIndependence-ResearchBrief-DigitalNomads.pdf 

Montilla, E.  (2020, 17 Jan.). „Achieving workplace diversity through recruitment in tech.” Forbes. https://www.forbes.com/sites/forbestechcouncil/2020/01/17/achieving-workplace-diversity-through-recruitment-in-tech/#2214496a1359

References

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

Boston Consulting Group. (2018). „How diverse leadership teams boost innovation.”, BCG. Retrieved 28 May, 2020, from https://www.bcg.com/publications/2018/how-diverse-leadership-teams-boost-innovation.aspx 

KPMG. (2018). „Inclusion and Diversity: How Global Mobility can help move the Needle”, KPMG. Retrieved May 28, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

Habti, D and Elo, M. (2019). Global Mobility of Highly Skilled People. Cham, Switzerland: Springer. 

Hauri, D., Eisenhut, P., and Lorenz T. (2016). „Knacknuss Wachstum und Zuwanderung: Hintergründe unde Zusammenhange.”Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/application/files/3215/1635/3318/Knacknuss_Wachstum_und_Zuwanderung_Endfassung_22_11_2016.pdf

Platonova A. and Urso, G. (2012). „Labour Shortages and Migration Policy.” International Organization for Migration. Retrieved May 28, 2020, from https://publications.iom.int/system/files/pdf/labour_shortages_and_migration_policy.pdf?language=en

Second-Class Commuter – Showing Status in an Egalitarian Culture

As a Swiss resident, have you ever pondered over your social status living in Switzerland? 

Whether the minor details that portray status such as the level of luxury you adhere to while commuting on the train? The transport system in Switzerland is very well laid out and fully planned, so much so that the railway system is the primary commute system for most. Trains have two categories or classes, aptly named as the first and second class. The first class is geared more towards “business people” and professionals on their daily commute to work, whereas the second class or lower class is reserved for the “normal” or median people of society. The question arises that, the system set in place is very clean and safe, with emphasis put into an effective schedule and overall experience, so why is there any need to travel in first class other than seeking out a higher status in society.

I am a second-class commuter and by choice. The train gets me from point A to B without lacking anything in-between. I’ve travelled in first class on a few business trips, and I proclaim to not be aware or ignore my status however that isn’t true. After meeting many expats and foreign personnel, most come from a high and elaborate social lifestyle from their respective homelands, pouring their wealth into extravagant luxuries to portray their accumulation of wealth. 

Many of them have informed me of their housemaids, cooks and sometimes even drivers, as they aren’t accustomed to housework and chores let alone looking after their children. Their perception of Switzerland is that they will fit seamlessly and thrive in a land of milk and honey (or cheese and chocolate in our case!).

But then again! The Swiss lifestyle and reality is far different. When we discuss privilege and being in the “Circle of Trust”, we must understand what status means in an egalitarian society and how it might be different from a more hierarchical society or a society where you are born into a status.

The “Classic” Family Model

Life, although simple, is beautiful in Switzerland for the “natives”, that is, women are more likely to uphold the household and carry out the associated burdens of home economics. Running the home and grooming their kids is all part of the routine, yet if the women are professionals they’ll take a step back after their first child to accommodate the family. Women only received voting rights in Switzerland in 1971 and there is still a lot of catching up to do when it comes to gender balance and equal rights for women in the workplace.

You must not forget that the Swiss also often have their parents and in-laws nearby, so they have support options for childcare and emergencies that you might not (yet) have as a newcomer to this country.

Childcare is very expensive, gross childcare costs were equal to 69 percent of the average wage in Switzerland, the highest proportion among OECD countries in 2018, based on a double-income, average-wage-earning couple with two children! 

That is more than half of the mean income a household generates. Switzerland also lacks in qualified educators, but fees for private kindergartens are quite high, with an indicative day cost of CHF 60 to CHF 150 for cities like Bern and Zurich. (If you are interested in working in childcare, I highly recommend a consultation with my friend Monica Shah at Children First.)

So many women decide to stay home or not work 100% and if you are a female expat with children (or even without) it might be expected that you do the same. 

Other Support Options I Have Tested

Opting for a cleaning person was a trial-and-error story for me. I was very used to having a cleaner, even in my early career but even those who may afford it are often not satisfied by the quality of work given the steep price you may have to pay. I tried several agencies for cleaning and finally came to the conclusion that I’d rather do it myself (together with my partner). This is not great, because I’m not very good at cleaning and ironing but I have gotten better over the last 10 years. To be honest, now I often feel that it even helps my brain digest all that has been going on during the week. If you are planning to hire a cleaner make sure that they are insured either through an agency such as Batmaid or you run your own payroll with SVA.

Egalitarian Cultures value Modest Behavior

Culture clashes here are evident due to the difference in “status” as compared elsewhere in the world. High ranking professionals such as CEO’s are often seen taking the bus and train to work. Their appearance isn’t necessarily associated with designer suits, expensive cars and watches. The Swiss tend to live a modest life, with small houses they do not like to show off. They define their status and luxury by travelling the world, bearing children and enjoying a vacation in a nice cottage in the mountains. 

Luxury is a longer period of time taken off work to follow a dream, being able to volunteer, support an NGO or support the commune by being in the fire brigade or in an association. Being able financially to work part-time or have your spouse stay at home are signs of luxury in the world today.

I often hear “The Swiss don’t like to work hard.” And I would like to add “The Swiss don’t have to work hard, but they still show up for work, because they have a strong work ethic and believe in delivering high quality at work.” Your perception of what comes across as being slow or not interested in service delivery might be influenced strongly by your home culture and expectations created by how things are in your home turf.

Go through the Pain to Follow Your Dream

Although most steps may feel common when moving to a new country, it often takes a while to truly get settled in. Time and real integration play a vital role in my opinion especially after two to three years. 

You start to enhance your social circle outside the reserved expat or foreign community, the sooner you embrace the country in its entirety  is when you really feel “at home”. I used to have status in Germany. I was an Executive, a “Leitende Angestellte”. I had an apartment, a nice company car, and a team. I also had a cleaning person, a tailor and enough money for several holidays and trips. Then I moved to Switzerland and suddenly my status changed. You probably wonder how I could let that happen as a Global Mobility professional. 

I should have made a net-to-net comparison and request a better package. I should have insisted on coming to Switzerland with an appropriate corporate title AND I should have known that there will be social security risks when I transfer on a local contract. And yes, despite the fact that I am a Global Mobility Expert I made a few miscalculations. I did not get the deal I deserved and I suffered a few years from this mistake. I accepted the terms of the contract because I followed my dream. I wanted to live in Zurich no matter what. And when you are emotional about a goal in life, you easily forget the pain. 

Learn Budgeting and Cash Flow

What does this mean for the “second-class commuter” in Switzerland? It means learning and following more frugal habits, planning finances not just for the future but also for recurring expenses and lifestyle quirks. Based on my experiences and those of people who have lived in similar circumstances, here are the nine budgeting tips that will be helpful especially for the startups and entrepreneurs:

1) Carry very little money with you when you go to town. Leave your credit card at home. Use your credit card only for emergencies or online bargains. Have enough money to buy a cup of coffee (max 10 CHF).

2) Call a friend for coffee instead of dinner and hope that they will ask you to come to their house. Invite friends to your house for a glass of wine.

3) If you reach a milestone such as two years in the business, celebrate yourself at home. Cook a nice meal and buy healthy food.

4) Pay small amounts at the grocery store with your bankcard so you see exactly what you spent your money for. When you go out for drinks or fun only carry cash and when you are out of cash return home. That’s especially important when you tend to buy expensive drinks at 15 CHF. (Imagine how long you work for one drink!)

5) Budget all your spending especially your holidays or how much money you spend on clothes, makeup, sunglasses and shoes.

6) Strictly separate business from private spending but try to optimize your private spending by using legal options to deduct costs for a home office, laptops, phone, Internet connection and cleaning services.

7) Avoid television and exposure to advertising. You feel a lot less like spending money on crap that you don’t need.

8) Avoid impulse buying decisions by adding all potential buys (books, seminars, travels) to wish lists. I even have a wish book. A lot of my wishes do not appear so important after a few weeks. Others just materialize themselves.

9) Love your business plan. Add anything you will earn right when you have the confirmation. Stay on the careful side but motivate yourself by adding all future turnover and checking the total annual turnover regularly.

If you need more advice on how to secure your old-age pension or budget your life in Switzerland without the hassle of watching every Franc, I highly recommend Keren-Jo Thomas, Financial Planning for Women.

How you show Status in Switzerland

A big luxury in Switzerland is being able to have one half of a couple stay at home to oversee the children, oftentimes the woman fills in the role while the husband earns the bread. What will happen if you move to Switzerland, unpacked your luggage and barely just settled in to realize you’ll have to live life like a “second-class citizen”? Feelings of struggle and working too hard at the office may arise with thoughts of not visiting the mountains as often you’d have hoped for. 

Learn Swiss German or French

Expats, migrants and international hires often underestimate the need to learn the local language Swiss German (or French), and in this phase doubt whether the move to Switzerland was the right choice. However, learning (at least understanding) the local dialect and language(s) will help you integrate and get access to what I refer to as the “Circle of Trust”.

With a more realistic idea of what to expect, detailed planning and the right support in the face of challenges, you can offset the “valley of tears” associated with your move to Switzerland and achieve the financial and mental stability that every “second-class citizen” would like to achieve. If you need our support we are happy to connect you with the right resources. Ideally, you join our HireMeExpress program or the RockMeRetreat in November.

Have an inspired week ahead

Angie

References:

https://www.expat.com/en/guide/europe/switzerland/10476-child-care-in-switzerland.html

https://medium.com/gokong/how-to-budget-for-childcare-costs-in-switzerland-31e4f024214a