When it comes to sending employees abroad, companies need to prepare for a number of challenges. How can you prepare for sending employees abroad? What are the cultural challenges? In this article, we will discuss the necessary steps for sending employees abroad as well as potential cultural challenges.
What steps are necessary for an employee secondment abroad?
There are several important steps to consider for a successful employee secondment abroad:
1. authorisations and legal aspects: It must be ensured that the employees to be posted have the necessary visas and work permits for the host country. It is also necessary to check the local laws and regulations regarding employment, taxes and social security.
2. selection and preparation of employees: Selecting the right employees for secondment abroad requires that they have the necessary knowledge, skills and characteristics. To this end, employees must complete intercultural training and language courses to prepare them for the new country.
3. organisational aspects: This includes arranging accommodation, transport and other logistical aspects for the employees in the host country. It must also be ensured that the employees from abroad have suitable health insurance and other insurance policies.
These steps are crucial to ensure a successful and smooth employee secondment abroad.
Cultural challenges when sending employees abroad
Language barriers: One of the biggest challenges when sending employees abroad is language barriers. Even if the employees speak the language of the host country, regional dialects or industry jargon can lead to misunderstandings.
Cultural differences: Every country has its own culture and business practices. Employees need to be sensitised to potential differences in terms of communication, negotiation style, management approaches and work ethic.
Adaptation to the new environment: Adapting to the new environment and integrating into the local community can be challenging for employees. They have to familiarise themselves with the new lifestyle, traditions and food.
Development of an international team: An employee secondment abroad offers the opportunity to build and strengthen an international team. Expatriates expand their skills by working with local colleagues and benefit from different experiences and perspectives - which promotes the growth and development of employees and the company.
Other important aspects when sending employees abroad
In addition to the steps and cultural challenges mentioned above, there are other important aspects that should be taken into account during preparation:
Financial aspects: Salary adjustments, currency differences, taxes and possibly higher living costs in the host country must be taken into account.
Health and safety: Companies should inform themselves about security risks, political stability, health care and health insurance for their employees.
Communication and technology: Employees need access to effective communication channels and the necessary technology in the host country.
Working conditions and social benefits: The working conditions, working hours, holiday arrangements and other social benefits in the host country must be taken into account.
Cultural integration: Companies should help employees to integrate culturally by providing training and guidance to avoid cultural misunderstandings. Regular feedback sessions help to recognise and resolve any adjustment difficulties at an early stage.
Comprehensive preparation and continuous support are crucial for successful foreign assignments - they offer advantages for the company and the employees.
Statista study on international employee secondment
A study by Statista sheds light on the changes in the management of employee assignments and offers insights into how companies can successfully assign, develop and retain their employees. The study looks at employee management in global organisations and surveyed 200 international companies in Germany to understand the importance of international assignments and how companies are tackling the associated challenges. The results focus on the efficiency and organisation of expatriate management, the importance of intercultural competence and the role of expatriation in career development.
Important documents for posting within the EU - in particular the A1 certificate - are listed in our article A1 certificate described in detail.
Frequently asked questions about posting employees abroad
Visas and work permits for the host country must be obtained before the posting. In addition, the local laws on employment, taxes and social security must be checked. Within the EU, the A1 certificate is also mandatory.
In addition to professional aptitude, intercultural training and language courses are crucial. Employees should be prepared for language barriers, cultural differences and adapting to new working and living environments. Regular feedback meetings during the assignment help to recognise adaptation difficulties at an early stage.
Posted employees require at least suitable health insurance that is valid in the host country. Depending on the destination country, accident, liability or travel insurance may also be required. The exact requirements depend on the host country and the duration of the assignment.
The most common challenges are language barriers (even with basic knowledge of the local language), different communication and management styles and adapting to the new daily routine and local corporate culture. Intercultural preparation significantly reduces the risk of misunderstandings.
Global Business Recruiting supports companies in sending employees abroad - from the administration of visas and work permits to the selection of employees from a large network in Eastern Europe, the Baltic States and Turkey, intercultural training, language courses and organisational support with accommodation and transport.
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