Do you own a business with operations overseas? While international operations will remain separate from the head office for the most part, there will be occasions when employees need to work across two or even multiple countries during their careers. This integration is beneficial for the business, helping to unify your operations and instill strong brand values and loyalty within your wider staff.
However, it can be a challenge to organise an employee going abroad. Travel arrangements, tracking targets, and maintaining motivation are all potential hurdles to your scheme. Help safeguard against problems by going through this checklist of how to organise an employee’s secondment overseas.
1. Choose the right employee
First things first – while it is a dream for many, working abroad is certainly not for everyone. When selecting the employee for secondment, consider that person’s temperament, track record, and any aspects of their personal life that may prevent them from long-term travel.
2. Consult with the employee
Once you have your nominations in mind, consult with those employees. Find out if they would be happy to go, and if so for how long. This also gives you the chance to answer any questions they may have, such as who will be paying them and to whom they will be reporting while they are abroad.
3. Create a set of clear goals
To ensure that you and your employee get the most out of their secondment, create a set of clear goals for their trip. This could include the integration of a new branch of the company, the organisation of an event, or meeting a particular deadline.
4. Provide accommodation
One of the most daunting aspects of moving overseas is finding somewhere to live. If you are asking your employee to go abroad, it is your responsibility to provide accommodation for them. Hotels close to the office work well for temporary travel, but for long-term secondment consider serviced apartments that are more affordable overall and give your staff more independence.
5. Consider the overseas costs
Do not send your employee abroad without considering the overseas costs. Depending on the country they are working in, you may need to provide further financial support in addition to their usual salary.
6. Nominate a support group
Nominate a support group to look out for your employee while there are abroad. This group can show them the local area and be responsible for introducing them to the rest of the overseas team.
7. Encourage cultural research
Lastly, it is important that your employee is well-versed in the country’s culture before arrival. Encourage research into local customs, language, and tradition to make sure that no faux-pas is committed by the employee while they are representing the parent company.
