Millennials Are Critical to the Success of Your Global Mobility Program—Here's Why

Posted by Lauren Decker on Oct 27, 2016 1:35:13 PM

Millenials and Global MobilityOne of the most common reasons companies invest in an international relocation program is to aide in the development of employees, specifically future company leaders.

International assignments provide an opportunity for your employees to tackle new business challenges, broaden their perspective and cultural skills, as well as expand their professional network. Sending employee on an overseas assignment is a long term investment in the future of the employee, and the future of the company.

Believe it or not — the future leaders of your company are Millennials.

Whether you currently have a global mobility program in place or are considering international relocations for the first time, Millennials should be at the forefront of your mind.

This population of hyper-connected, socially conscious individuals is now the largest generation in the workforce. They have been influencing the workplace since they entered the workforce and demanded more technology, more flexibility, and more feedback from their employers. And now, they want to be assigned to an international position.  

Here’s why you should indulge them — and how to keep them at the center of your global mobility program.

The term "Millennial" is used to label the population born between the early 1980’s and the late 1990’s and range in age from about 20-35 years old. At this age, they are prime for an international assignment. Many of these employees have flexibility in their lifestyle that allows them to live abroad for a few years. Millennials are known as a generation of renters that hasn’t followed the traditional path of getting married and purchasing a home. With fewer obligations, Millennials can “pick up and go” more easily than others in your workforce.

What’s more, they want to make an international move.  70% US Millennials want to work internationally during their career. Growing up as technology natives with access to videos, images, and dialogue from countries across the globe, they've been instilled a global mindset, likely contributing to a far-reaching desire to travel internationally. Millennials are already the fastest growing segment when it comes to spending money on travel.

So Millennials are at a prime time in their life to live internationally AND they want to go. The question comes down to this:

Will sending your Millennials employees on an international assignment provide the ROI your company needs to see?

Millennials have a reputation of being chronic job hoppers with no sense of company loyalty. With 46% of Millennials likely to leave their current job by 2020 (Deloitte Millennial Survey 2016), this perception may have some truth to it. Yet, it’s important to dig deeper into the reasons why a Millennial employee may change jobs after a short period of time.

In the same Deloitte Study, researchers found that this lack of loyalty may actually be a sign of neglect with more than six in ten Millennials saying their leadership skills are not being fully developed. On the other hand, the respondents that indicated they were planning to stay at their company beyond 2020 said that their company provides “a lot of support and training for those who desire a leadership role” and that “young employees are actively encouraged to aim for leadership roles”.

Millennials want to see trust and investment from their employee. When employers deliver, Millennials are more likely to be engaged at work and stay with the company longer. If you provide opportunities, like international assignments, that allow your high performing Millennials to grow their leadership skills, you’ll find they are more than willing to put their skills to use for your company.

As with any relocation, there is always a risk of failure. Failed international relocations are inherently more expensive than domestic relocations. However, there are some things you can do to mitigate the chance that your employee leaves their assignment early.

Millennials use technology for pretty much everything they do — from ordering a cab to buying groceries. Relocation is no exception. Millennials relocating internationally are going to want to access information about their move online, from any device. Whether it’s reading their relocation policy, to claiming relocation benefits, or learning about their new country, they will want access to technology to help them manage the relocation. There are even tools available that help employees check their visa status online. Providing support through technology is just one aspect of the relocation, but it will be an important factor in the success of the relocation.

Because Millennials are uniquely positioned for international assignments, they will also want benefits that cater to their needs. There will be some core components of any international relocation that all employees will needs, such as shipping their belongings, housing, and travelling to the new location. Beyond these core benefits, employees appreciate the flexibility to decide how they can use their benefits.

For instance, a single young professional moving abroad doesn’t need school finding assistance or spousal support, but they may be extremely interested in language and cultural training. Giving employees the ability to pick and choose some of their relocation benefits provides a sense of control and ownership in the relocation. For you, as the employer, it provides control of the most expensive benefits, which are usually shipping belongings and housing, while still providing your employee with a relocation package that is tailored to their needs.

Investing in your Millennial employees is investing in the future of your company. Relocating Millennials internationally is an opportunity to develop their leadership skills, increase their loyalty to the company, and set your team and your company up for success in the long run. As you continue to evolve your global mobility program, keep Millennials at the top of mind to ensure you can meet their needs as future leaders of your company!   

international relocations

Topics: Millennials & Gen Z, International Relocations, October Monthly Blog

HR Tech and Relocation [In the News]

Posted by Kinga Ricci on Oct 26, 2016 2:08:10 PM

hr tech and relocationYou never have to worry about missing any HR tech or relocation news with UrbanBound’s weekly news roundup.

We bring you all the best into one convenient spot.

Want to know what happened this past week?

Check out the hottest HR tech and relocation news you may have missed:

Top 10 HR Tech Startups

As the business tech landscape grows, there are many great solutions out there for organizations and employers looking to boost employee engagement, increase retention, and efficiently administer benefits (to name a few.)

But with so many options, how do you know which solutions are best? Recruiter may have that answer for you. 

Their list of Top 10 HR Tech Startups recognizes the startups that are working hard to bring better, faster HR solutionsand UrbanBound is honored to be included. 

We are excited to be listed among so many great HR Tech startups:

  1. Maestro Health

  2. Juggle

  3. People HR

  4. Kin

  5. HR Company Store

  6. Waggl

  7. UrbanBound

How does UrbanBound fit into the mix? 

We know the best candidates can't always be found living nearby and relocation is a great benefit that allows you to look past your backyard when searching for the right talent. "[But] companies spend billions of dollars each year providing lackluster relocation benefits that fail to support their employees and are highly tax inefficient," said UrbanBound's CEO, Michael Krasman. "UrbanBound's technology solves these problems for many of the world's leading employers."

Check out the full list from Recruiter here and see what HR tech you may be missing out—and (maybe) come across a solution that removes tedious tasks from your plate.

Employee Engagement: How Does Your Company Stack Up?

Employee engagement is extremely important if you want happy employees because as we all know a company’s success is directly tied to their workforce. So how are you tracking employee engagement at the office? And are you tracking it on a regular basis? 

If your answer isn't yes to those questions, don't worryyou’re not the only one. At the HR Tech Conference, Saba — a provider of cloud-based talent management solutions — shared some interesting insights from their recent survey: Saba Survey Reveals U.S. Businesses Are Running Blind on Employee Management.

Key findings from the survey:

  • 61% of female employees, and 56% of male employees claimed they were rarely asked for feedback at work

  • A majority of employees believe that their employers do not provide an adequate employee feedback process

“While most organizations will agree that talent is their most important asset, the Saba survey highlights the struggle many have in effectively engaging, assessing and developing their people,” said Theresa Damato, VP of Global Marketing at Saba, in the press release.

“Organizations need to focus on the critical role continuous development plays in employee engagement and retention. They also need to find new ways to improve effectiveness of talent programs through more frequent and consistent feedback channels. This will not only improve engagement, it will also create a clear and direct line of sight between talent management programs and individual and organizational performance.”

While having a process to gather employee feedback is extremely important, it’s only the first step. You need to make sure the feedback is being used (and that data analyzed) towards implementing strategies that will result in happier employees.

Check out the full press release here.

Don’t stop now! Keep on reading to see what else you may have missed:

‘Global Citizenship’ on the rise [Re:locate Global]

Global Directions: Mobility Trends in October 2016 [Lexology]

Skill shortage looms for Asia’s emerging economies [Human Resources Online]

6 Social Media Benefits You’ll Get With a Millennial Team [HR Tech Weekly]

Corporate mobility: Talent and technology [MSI]

Technology Can Make Onboarding A Welcoming Experience [TLNT]

Canada a top destination for highly skilled immigrants, World Bank finds [CBC News]

Moving Abroad? Here’s the Checklist: Part Two [The Wall Street Journal]

Brexit has lead to a rise in UK-based workers looking for jobs in Ireland [Irish Examiner]

7 Ways to Introduce AI into Your Organization [Harvard Business Review]

Five Ways To Use Snapchat To Drive Employee Engagement [TLNT]

Moscow tops prime property rental prices among 17 global cities [FEM]


forgotten relocation benefits

Topics: HR Tech and Relocation News

Three Pillars of Successful Global Relocation Support

Posted by Ryne Inman on Oct 25, 2016 8:38:13 AM

global relocation support

A poor relocation can sour an employee’s relationship with a company, but a poor settlement afterwards can end the relationship completely. Moving to a new area is daunting. The time and mental energy required to learn new routes, meet new people, and understand the cultural quirks of a new city all pile up quickly.

On top top of that, employees feel the strain of learning a new position and team of coworkers.

Now, imagine that the employee has relocated to a new country.

Take all that stress and multiply it. A stressed out, disoriented employee is one that will not do their best work, and they certainly will not last long at your company.

For domestic relocations, supporting information can be as simple as a list of places to visit or eat in a city. More robust options can include housing and neighborhood advice, things to watch out for, and even information about commute times and routes. These bits of info can alleviate some of the stress of being in a new environment, and every little bit counts.

International relocations are a different beast entirely. Informational support is an absolute must in these cases. The amount and type of support is highly variable as well. In an international location, the differences between Point A and Point B are much more dramatic, and the cost of failure is much higher. If you want to cover the bases, you’ll want to look at three areas to educate relocating employees.

Cultural Support

No matter the origin and destination, employees will run up against cultural differences in their new home. Situations involving cultural differences can range from comical to embarrassing to mortifying. A reasonable goal for this information is to eliminate the worst situations, minimize the embarrassing ones, and mitigate some of the comical ones.

Your bandwidth to create informational content is likely minimal, but there is one source that is always helpful, your coworkers! They likely have excellent advice and entertaining anecdotes that will aid newly relocating employees.

Language Support

Even if an employee is moving to a country where they speak the same language, dialects can be divergent on even a regional basis. Ensuring smooth communication with coworkers, neighbors, and locals is critical for a successful settlement.

The skill and time needed to provide education in this area is daunting, and your best bet is often an outside party that your company contracts to educate relocating employees. This works out even better if you are relocating groups from one country to another, as you can arrange for group classes. You’ll save money and create a bonding experience and support group for those who relocated as well.

Don’t forget to provide this service for spouses and other family members who are also moving!

Geographic Orientation

Just like a domestic relocating employee will benefit from a primer on the geography and layout of a city, an international one will too. Similar to the support you provide domestically, providing information and itinerary for navigating their new city is welcome. A primer on things like the format of addresses and some of the local city planning (or lack thereof) quirks will help them explore on their own as well.

For a more extensive orientation, you can arrange for a guide to show new residents around the city. If you’ve had expats in a location before, they can also be a resource to provide tips and possibly even tours.

As a global mobility professional, your time and resources are likely thin to handle education on an international location’s culture, language, and layout. Look to experts in each location, and service providers to take this off your plate. Investing in these services will massively increase the odds of a successful relocation and settlement.

trends in relocation

Topics: International Relocations, October Monthly Blog

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