Adaptive Leadership Strategies, Llc

The ability to have a globally mobile workforce and relocate employees internationally is one of many areas COVID-19 has had an impact on businesses around the world, with new assignments either canceled or indefinitely put on hold. As countries move into new phases of their response to the pandemic, organizations will now need to consider the next steps for international assignments and how best to proceed in the weeks and months ahead. Whilst new international assignments will still be necessary,  safety and practicality will be top of mind with a host of new factors to take into account.
 
1.  Variations between different locations. As has been seen throughout the pandemic, countries have responded in different ways and at different times. This can also be extended to policies on immigration and travel, with many countries beginning to reopen borders. While an initial response might be to place all international assignments on hold, the opportunity exists to consider cases individually to mitigate business disruption. Concurrently, organizations will need to account for the potential for changes, should an assignee be impacted by the reinstatement of restrictions previously lifted in his/her host country. Having a comprehensive communication plan to address the “what if’s” is vital, helping both employers and assignees proceed with caution as we ease into the next normal.

2.  Additional practical and logistical challenges. Where overseas assignments proceed there may be a range of additional difficulties during the moving process. These could include delays in visas being approved, quarantine periods on arrival, and new and unfamiliar social restrictions both in and out of the workplace. It will be important for organizations to be mindful of the potential impact on assignees under such circumstances. Examples include greater restrictions on freedoms in accordance with local guidance and possible difficulties with integrating into the host environment. Thought should be given to adjusting onboarding processes and increasing communication with assignees to provide the support needed for the assignment to be successful for the organization and the assignee.
 
3.  Legal requirements. As requirements for legal compliance become more fluid, organizations may be faced with unanticipated delays and the need for additional documentation. For existing assignees, addressing issues associated with visa renewals and related gaps in employment authorization can take extra time. New assignees may be impacted by requirements to provide travel history and health records/screenings. By taking a proactive stance, anticipating the possibility of needing to comply with additional requirements, organizations can experience less disruption and instill greater confidence in the assignees being asked to relocate.
 
Each of these should be reviewed in conjunction with the organization’s approach to duty of care and decisions made accordingly about whether or not to proceed with an overseas assignment. Whilst the situation remains uncertain and challenging, there are a range of resources available to help implement a successful global mobility program.  Whether your organization is looking to relocate an employee for the first time, or restart global relocation activity, we can help.
 
Please contact us to schedule a call or virtual meeting to explore options that will enable you and your employees to achieve your global mobility goals!
 
In the US
Call +1 703 723 6509
or send a message to  info@adaptiveleadershipstrategies.com

In the UK
Call +44 7711 734 015
or send a message to  david@mcconsulting.co.uk
 
Post authored by Liane Cheyne

Duty of Care has been redefined in the face of COVID-19, with ‘business as usual’ no longer an option for many organizations. Brenda Harrington and David Schofield discuss the implications for International Assignments and how organizations can respond to this new challenge:  https://www.youtube.com/watch?v=BUJsOvLYSqQ&t=4s

If you are interested in reading the full research report from The RES Forum please email  info@adaptiveleadershipstrategies.com​

When an unforeseen event or situation occurs, people can experience a range of emotions; confusion, fear, and frustration being just a few of those. This can happen to anyone, in any walk of life. These emotions can be compounded when someone is in an already unfamiliar or alien environment, away from their usual support networks and systems that we all rely upon in times of uncertainty. This is certainly the case for international assignees who may find themselves in an array of situations that lead them to lean on their organization for advice and support. In such instances, it is important not to underestimate the importance of timely, clear, and regular communication, not only to advise and assist but to reassure assignees at a time of heightened anxiety.
 
During the ongoing COVID-19 health pandemic we have seen a variety of responses in different countries based on the degree to which they are affected, as well as different local norms, infrastructure, and constitutional arrangements. It is important, therefore, that employees assigned to roles outside their home country are given clear guidance on how to respond in terms of following local guidance, but also in understanding the organization’s expectations and protections regarding risk to the wellbeing and safety of overseas assignees. With this in mind, there are three key aspects of communication that organizations with overseas assignees should be mindful of.
 
Communicate your plans. Most organizations will have some well-documented emergency plans, but how effective are these without good communication? It is important to make sure that key players at all levels are aware and have access to the policies and plans they need to effectively manage situations as they arise. It is also important that assignees are aware of the support that will be available to them, and who to approach for support, before undertaking and international assignment.
 
It is better to say something, than nothing at all. As an international assignee perhaps the worst scenario is to feel forgotten or abandoned by your organization at a time when you expect them to step in and help. When extraordinary and unforeseen events occur, it will naturally take a little time for any organization to put into practice any necessary measures or procedures, and often no communication is made until the time which everything has been figured out. However, it is important to communicate in a timely fashion. Not only does it demonstrate that the organization is taking action, it also provides reassurance to employees. Being transparent and acknowledging that you don’t have all the answers right now is preferable to radio silence, and helps to instill a level of trust between assignees and their employer.
 
Be effective, be consistent. Ineffective communication is almost as bad as none at all. Ensure that you are reaching everyone by utilizing multiple communication channels, formal and informal. Email lists, for example, can quickly become outdated, but if you use social media too, you might catch anyone who falls through the net. Effective communication is also two-way - it is important also that assignees are able to easily make contact with their organization with questions or concerns. Without this, organizations cannot effectively address the issues that require their attention.
 
Has the global health pandemic had an impact on how you communicate information to your employees, either at home or overseas? Going forward, these challenging circumstances will provide a benchmark for organizations to assess their performance and refine their emergency communications strategy and plans to support overseas assignees. Whether you are looking to expand or improve how you manage international assignments, we can help. Please contact us to schedule a call or virtual meeting to explore the potential options available to you.
 
In the US
Call +1 703 723 6509
or send a message to  info@adaptiveleadershipstrategies.com

In the UK
Call +44 7711 734 015
or send a message to  david@mcconsulting.co.uk
 
Post authored by Liane Cheyne

For many years international assignments have overwhelmingly been viewed with positivity, both from a business and personal perspective. But the current pandemic is challenging many of our natural assumptions about the need for organizations to have a presence, or to be represented in global locations. Businesses around the world are adapting to remote working and learning to overcome challenges brought about by the unprecedented circumstances we face.

Many organizations are demonstrating high levels of resilience as they find creative ways to continue conducting business in the midst of extreme uncertainty. But we must continue to be mindful of the irreplaceable value international assignments provide as a means of accomplishing strategic business and career objectives. Achieving the best outcomes requires having the best people in the right places.
 
Top of mind for employees and employers alike are questions around Duty of Care. What will we need to be safe? What will it take for employees and their families to feel safe? An April 2020 Global Pulse Survey conducted by PwC provided insight into how some companies are managing global mobility programs in the midst of COVID-19. Below is a snapshot of steps being taken by respondents from more than 38 countries: 
 
Reporting in from home. About 50% of respondents are allowing people to begin working on new assignment responsibilities from their home country.
 
Monitoring local policy. Companies are closely monitoring regulatory changes to keep current on modifications to home/host location policies.

Communication and planning. There is a hyper focus on communication with expatriate employees and families to make sure everyone is kept well informed.

Know who is where. Staying on top of where mobile employees are is critical! It is also important to have clear contact protocols in place to be able to facilitate fast notification in the event of an emergency or changing circumstances.
 
While much of this may seem a bit daunting at first glance, the good news is that there are plenty of resources available to help organizations of all sizes begin or continue with strategic global mobility implementation. Please contact us to schedule a call or virtual meeting to explore your interest in initiating a global mobility program and potential options available.
 
Call +1 703 723 6509
or send a message to  info@adaptiveleadershipstrategies.com

You can also find us in the UK - please call +44 7711 734 015
or send a message to david@mcconsulting.co.uk