Businesses face an uphill battle when it comes to relocating employees to the company’s overseas operations. Yet mobility is incredibly important to many companies. With two in three businesses operating some sort of international transfer process, investing hundreds of thousands of dollars in relocation every year, the concept is clearly popular among corporations around the globe, and it’s not hard to see why. With international markets booming, businesses seek to expand their consumer bases and increase profitability. Thus, internal mobility is one of the keys to successful overseas operations and has been common practice in many industries for decades.
However, given that many employees are against or apprehensive about corporate relocation, it can be challenging to achieve those much-needed mobility goals. What can business owners and HR departments do to get their employees interested in moving abroad?
Let’s not waste time. The incentive that many people have outlined as their biggest driver toward accepting an international working role was increased pay. Money is hugely influential when it comes to moving abroad, and when struggling to get people interested in the prospect, financial stimulus is going to be your most effective solution.
If you don’t want to simply raise salaries as an incentive, you may also consider offering equity in return for international relocation. Moving a worker overseas often has one goal: to increase profits and make the company more valuable. If you lay this idea out to your staff and offer them equity in return for moving, their commitment and hard work will not only pay off for you but also greatly benefit them as well.
Establish support structures
International relocation involves a lot of elements that need effective management. These include:
- Locating accommodation
- Finding schools
- Moving pets
- Selling property
- Relocating family
- Establishing day-to-day essentials, like bills and banking
There is so much to think about and so many subtasks Read More Here