HR Tech and Relocation: In the News

Posted by Kinga Ricci on Aug 24, 2016 11:48:21 AM

hr tech relocationWe're back this week with some of the top news from HR Tech and relocation in the past week!

It was a busy week in the wonderful world of HR and relocation, so we did you a favor and gathered some of the most noteworthy news and compiled it for you in one place.

Speaking of, here’s a good one to know. Have you wondered what the top 10 safest countries in the world currently are? Conde Nast Conde Nast Traveler has the answer.

Read on to find out what’s top of mind this week for HR and Global Mobility Professionals:

Are You Nurturing Your Global Leaders?

LSE [The London School of Economics and Political Science] published an interesting article on MetLife’s entrance on to the global stage. This a moment of great success for any company, however, MetLife found out that their workforce was severely lacking in international business experience. Not to mention, many employees did not possess the understanding of the complexities associated with operating a company on a global scale.

Their solution? You guessed it—a global mobility program aimed at growing global leaders.

Because, according to LSE’s perfectly titled article — A globalised economy requires a globally savvy workforce.

“We needed our more senior leaders to have international experience as they moved through the management hierarchy so they could really understand the complexity of operating in a global business context,” said David Henderson, MetLife’s chief talent officer and executive vice president of human resources for its global functions.

“Global companies are woefully understaffed when it comes to having employees with global experience,” Robert Salomon, associate professor of management and organizations at New York University, tells Business Researcher.

The need for a workforce that possesses global smarts is not just a luxury, it's a necessity. According to the article, there are currently more than 100,000 multinational companies compared to 40,000 twenty years ago.

Real Estate Investment Opportunities 

The Chron’s global mobility industry expert Michelle Sandlin is back with indispensable advice.

This week she covers investment opportunities in real estate for her Chron article

On the move: Houston market continues to attract foreign investors. Sandlin reached out to  Anne Incorvia, executive vice president at John Daugherty, Realtors to get some answers.

"It is important for people who are buying real estate for investment purposes to work with an agent who is well-versed about investing," Incorvia told Sandlin. "The agent needs to know the area and what the rental market is like in that area, what properties are currently available, how fast they are renting, what the pricing is, and also about property management options."

“Real estate is local, and you really have to look at a very local micro market, and not the macro market when looking for investment," Incorvia told Sandlin.

Read the full Chron article here.

Looking for more? Don’t worry — we've got you covered! Check out these additional articles:

Expatriate Taxation - Don’t Be a Cowboy! [Lexology]

Hiring A CEO? The Data Behind What Makes A Great One [ERE]

Hiring Wisdom: What Do You Really Know About Your Hiring? [TLNT]

Infographic: Average 2015 salary increase was 2.7%, SHRM says [HR.BLR]

Six Mistakes Expats Make With IRAs—And How to Avoid Them [Wall Street Journal]

Too Many Executives Are Missing the Most Important Part of CRM [Harvard Business Review]

United States: Update on Visa Appointment Backlogs at U.S. Consulates in India [FEM]

UK’s digital online visa application programme rolled out to over 180 countries [Expat Forum]

Surge in Britons and Americans eyeing move to New Zealand [Re:locate Global]

How to Get a Second Citizenship [movehub]


trends in relocation

Topics: Technology, Chicago Tech News

How to Create A Company Culture That Baby-Boomers, Millennials, and Gen Z Employees Can Thrive In

Posted by Laurence Marx on Aug 23, 2016 3:02:12 PM

company culture for different generationsToday’s managers and Human Resources departments face a new challenge—one that's unique to the current makeup of our workforce—and that challenge is creating a company culture to fit the different styles of 3 generations: Baby-Boomers, Millennials and Gen Zers.

Each generation is known to be significantly different from the next, which makes creating a company culture that works for everyone a difficult undertaking. However, while difficult, it is still possible.

Here's how. 

The Issue of Technology

The majority of Millennials and Generation Zers don’t know of a time where technology didn't exist, so they have a level of comfort with welcoming new tools and technological advances in the workplace. On the other side of the coin, Baby-Boomers and the generations behind them might not be as familiar with adapting to new tools, and they often view the introduction of new technology as a sign of rapid, and in some cases, unfavorable, changes.

The truth is, in today’s world, companies need to adapt quickly to survive.

That said, how do you balance the need for technology with the preferences of your older employees?

It’s all in the way you present information. Millennials and Gen Zers will be interested in hearing every detail about the new technological tool, and they'll research it and dive right in and start clicking around. Baby-Boomers, on the other hand, want to be reassured that it’s being introduced to make their lives easier, not to push them out.

Emphasize how every change that occurs in the workplace will benefit employees, and all three generations will respond well.

Employee Rewards

Companies can no longer use the "one-size fits all" approach to how they compensate and reward employees. Every generation has different preferences, and the root of those preferences stem all the way back to how they were raised and the unique challenges they may have faced.

For example, Baby-Boomers typically prefer to be rewarded with more traditional things like days off, bonuses, and things of that nature. Millennials tend to be interested in flexibility, so they may gravitate towards the opportunity to work from home or take advantage of flexible working hours. Gen Zers crave professional development opportunities, and they'll take advantage of any extra opportunity they can get their hands on.

When it comes time to recognize an employee for an achievement, how will you reward him or her? Give employees options so each generation can be offered something that excites them.

These differences should also be taken into consideration during the hiring stage. Offering a strong Millennial candidate a flexible schedule could give your company an advantage over others who are also actively recruiting him or her. Just like in sales, managers should know their audience and understand how to reward and entice each generation.

Mentoring Program

Every generation of employees has their own set of strengths and weaknesses, and more often than not, a Millennial weakness is a Baby-Boomer strength. Use this to your advantage! Every employee will benefit and learn something by being teamed up with a mentor from another generation (here's some advice on designing a mentoring program that's exciting for employees).

Baby-Boomers can teach younger workers the soft skills they might lack, while younger generations can teach Baby-Boomers tips and tricks to working with new technologies. This allows the generations to leverage the strengths of one another and bring them together to work as a team.

Millennials and Gen Zers are both interested in learning new skills and moving up the corporate ladder, so a mentoring program would be of great interest to them. Baby-Boomers, on the other hand, might be a little further in their careers, and thus not necessarily concerned with the same type of growth. This is a great opportunity to ask Baby-Boomers to mentor other employees. They'll feel valued and appreciated, which is something that members of this generation definitely crave.

A mentoring program helps break down the barriers and stereotypes that surround each generation. Employees will learn to respect each other for their differences, and it will in turn create a more collaborative and team-oriented work environment.

Let Them Work The Way They Want

One thing managers should try to remember while working with three different generations is that it's not always about how the work gets done, but more about the fact that it is done. Each generation prefers to work in different ways—and leveraging this will make a big difference in the output you receive.

Baby-Boomers tend to stick to the classic 9-5 schedule, while Millennials prefer flexible working hours. Your younger generations don’t believe you need to be in the workplace to get the job done—but if they are, they like working together in teams.

It’s important for managers to give their employees the freedom to work in the way they desire (so long as it's reasonable). The most important thing to focus on is that the job gets done and that your employees are communicating with the rest of the team. If one of your workers wants to stay in his cubicle all day, but a few others prefer to grab a laptop and work out of the break room, try to embrace that. 

By working with the differences of each generation, you'll cultivate a much happier and productive workplace for every type of employee—regardless of his or her age. This is a type of workplace that will naturally attract a wide range of talent, and from there, your company culture has the breathing room to thrive and organically grow to reach all new heights!

communication with millennials webinar


About the author: emphasisHR takes a holistic approach to helping clients build workplaces where their people and business thrive. Our services span the entire employee lifecycle to help your people and your company succeed. Specializing in Human Resources, Benefits, and Recruiting, tied together with a fully-integrated, web-enabled platform to streamline your entire HR experience.

Topics: Millennials & Gen Z

Bring It All Together: Communicating with Relocating Millennials

Posted by Ryne Inman on Aug 23, 2016 8:33:38 AM

communicating with Millennials

Winning Millennials’ attention is a big deal.

Maintaining that attention is a championship win.

Having them retain the information you’re sending out to them is a triumph.

And with the barrage of communication methods available to you today, it can be impossible to figure out which recipient received a message at which platform.

There are entire software suites centered around managing multiple social media accounts into one dashboard, and that’s exactly what you need to do with your Millennials in order to succeed.

Relocation is a bit of a maze for people of any age to navigate. With Millennials, you also get a heaping scoop of inexperience on top of the standard complications. This, combined with their generational tendency to be highly communicative via digital tools, means that one of their moves will be a much higher-touch scenario than those of more experienced employees.

As more and more relocating employees are Millennials, it’s time to come to grips with the reality of managing communications for all of these moves over all of these platforms.

The answer is, you shouldn’t be managing multiple channels, and we’re going to get ahead of this issue. As usual, the first step is to get ahead of the issue. Posting a summary of relocation benefits in an online portal will give relocating millennials a go-to spot for information in the one place they look first: the internet. With this, you can eliminate most of the policy-related questions that would otherwise flood your inbox.

Next, you’re going to direct traffic. Your first direct contact with a relocating employee should be via your preferred mode of communication. By doing this, you are setting the standard for what is expected. Especially with young, newer-to-the-workforce employees, this is very important, as they won’t know what to expect.

You can include a few additional methods of contact in this initial message if you’re inclined, but be clear about which situations are appropriate for each method of contact. For instance, if you don’t want to receive calls unless it’s an emergency, be sure to note that explicitly.

Now the ideal solution is a combined version of these two ideas: your online portal and primary communication method. Creating a specific mail account that is accessible through the portal can give your relocating employees and yourself a messaging hub that keeps your inbox clean, your life less stressful, and gives your relocating employees a direct line to you without associating it directly with you.

This is a big win-win, in that you get things done, solve transferee problems, and simplify a big trouble spot.

communicating with millennials

Topics: Millennials & Gen Z, Technology

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