CapRelo Blog

Global Mobility: Ways to Help Your Employees to Assimilate

Posted by Amy Mergler on Thu, Jul 14, 2016

business-man-with-globe.jpgGlobal relocations present unique challenges that your HR team, and your employees, do not encounter during a domestic relocation. When you help your employees assimilate to the new culture in the weeks prior to, and during, a global relocation, you will ensure a faster return to full productivity in the office, greater productivity in the long run and increased employee retention. What can you do to help make a global relocation as smooth as a move within the States?

Learn more about managing global relocations with our free guide. 

How Can You Help Your Transferees Assimilate to the New Culture?

  • Multiple Trips Abroad: 
    Help your employees (and their families) connect with local networking organizations, sports clubs and the like, made up of both locals and expatriates. Find similarities to home, while also helping employees and their families embrace the new culture prior to their global relocation.

  • Foreign Language & Cross-Cultural Training:
    Providing lessons on the local language and cross-cultural training will not only help your transferees acclimate more quickly and become more productive in the office, it can also make them happier following the move, which improves retention.

  • Educate Your Employees on Laws Affecting Expatriates:
    Health care laws that recently went into effect may help reduce costs for employees living and working abroad. Let employees know about other positive changes and benefits they may experience as a result of their global relocation, too.

  • Assist with Paperwork:
    Help your transferee navigate the confusing maze of paperwork that comes with a global relocation, including obtaining visas and registering children in their new school.

A global relocation is more complex than a domestic transfer, but by providing tools to assist your employees and their families adjust to the new culture, you can help ensure a successful relocation and faster return to productivity for your transferee.

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Topics: expatriate employees, language training, global mobility, trailing spouse syndrome,, global relocation

Job Relocation: Why Employers Should Invest in Language Training

Posted by Jim Retzer on Tue, Jul 22, 2014

languages

For an employee, being relocated by his or her employer can be an unnerving process. Yet millions of people move every year at management's request, some of them moving globally to a place where the primary language spoken is different. Your employees will likely face language barriers, cultural barriers, perhaps even discrimination depending on where they are moving to and from. An global move must be managed very carefully, paying close attention to the needs of the person(s) being moved; language training is one very important part of the relocation process.

Find out more about managing global relocations in our free article.

Why Language Training?

It is not difficult to imagine what it would be like to be dropped into a country where you don’t speak the language. There is nothing worse than being lost in every sense in a foreign place. At the very least, one should have some idea of the language well in advance of leaving. Learning to speak a new language is a challenge at best for 99.9% of adults but there are accelerated learning programs available if one’s employer is willing to invest in courses for employees being moved.

Who Benefits?

Who benefits from language training? All parties involved benefit in one way or another. For the employee being moved, language training more fully prepares them for living and working in another country. The better they communicate with their new co-workers, the quicker they will be able to resume work and get back to full productivity. Struggling with the language can be costly in man hours spent correcting issues created by poor communication. Employees feel less stressed with fewer cultural and lingual barriers, and employers benefit from increased productivity as a result. There will be fewer complaints if all parties are speaking and understanding local language and culture, lessening the negative effects of an international relocation.

The Bottom Line

Every dollar invested in language training for employees who are relocating to another part of the world is a dollar well spent. The return on investment in cases such as these is profound. Not only does the employer retain an employee, they relocate a well-prepared employee who will be ready to hit the ground running once the relocation is complete. The employee is happy, his/her new co-workers are happy that their new peer speaks their language. Communication errors are less of a risk and productivity can resume without too much culture shock when the employee is prepared for it ahead of time. Language training: it’s a win-win proposition.

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Topics: job relocation, language training, relocating employees, international relocation services, global mobility, global relocation

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