This article by Lexology was written for the inexperienced expatriate and family to help them consider five important things before agreeing to head off on an international assignment. It's all good stuff, and no question every expatriate should think through these things prior to agreeing to go on an assignment, but it did make me think that these points could also be extremely helpful for global mobility managers who are trying to improve the employee experience in their programs.
Many mobility programs are endeavoring to discover, define, develop, differentiate and deploy initiatives that improve the mobility experiences of their relocating employees. Sometimes that starts with making sure we understand the "come to" state of the employee. That is, trying to understand their concerns, needs and interests to be able to provide the support that makes a positive impact on the experience.
Much of the advice in the blog below addresses very real concerns of expatriates. If these items are proactively addressed, it would help improve the communication, process, support and overall experience of being a mobile employee. These concerns are things like compensation structure, allowances, benefits, healthcare, family support, duty of care, and safety and career implications.
What would you do if your employer asked you to relocate overseas? This blog offers some suggestions to employees – and some pointers for employers trying to anticipate employees’ questions. Are you the only candidate and how important is your role? What are the options for you within the UK business if you say ‘no’ to a move? Can someone else go instead? Will redundancy terms be offered and is keeping your current job an option? You’ll be in a stronger bargaining position if you are clear about your employer’s position - and an employer who anticipates those questions will be better placed to help the employee and reduce the risk of claims.