Whether your business is expanding or you’ve got a new client to onboard, it might be necessary to send employees overseas. This is often exciting for the employee, but the stress sits on the business owner’s shoulders. In this case, it’s you. Now, there’s no need to worry too much – the right planning will ensure it goes smoothly.
But what exactly needs planning? While flights and accommodation are up there, your first focus should be the safety of your employees and your business. No one wants to be sent abroad if there are serious risks involved, after all. So, it is your job to ensure this will not be the case.
If you’re unsure where to begin, don’t fret. This post has outlined three of the key ways to protect your employees when they are sent abroad, as well as your business.
Conduct a Thorough Risk Assessment
First things first, a risk assessment is a must. As a business owner, you should be pretty familiar with risk assessments. This will identify the risks specific to the destination. Of course, this will vary from country to country, city to city, but it might include crime, environmental hazards, health risks, and political instability. Some of these could be very serious if encountered.
It is important to determine the nature of the trip – the work, the location, and the travel involved. Only use official government foreign office advice for this. Sites from FCO, the World Health Organization (WHO), and so on are good options. The knowledge found here should then be used to evaluate the risks to individual employees, considering their age, experience, gender, and health status.
Any and all findings must be recorded and reviewed regularly.
With the research completed, it will be time to implement certain mitigation measures. For example, vaccinations might be required in advance of the trip – at least six weeks at times. Similarly, you will need to arrange the appropriate accommodation and transportation.
Purchase Specialized Insurance and Medical Coverage
Employees should not be left exposed. If you do not purchase a suitable insurance, this is what happens. Standard domestic policies typically do not provide adequate coverage overseas – in some cases, they are completed invalidated. This is why you must find specialized international insurance, which includes health and travel, depending on the length of the employee’s stay.
A good global insurance for employers will see employees well-protected abroad. The most suitable policies will cover flight delays, lost luggage, medical emergencies, and more. Your employees might live abroad full-time or simply travel multiple times a year, but specialized coverage is required either way. Of course, it might seem a little complicated, but the right research will simplify the process.
Choosing an insurance plan is not a step to take lightly. In fact, such a choice could feel like a full-time job in itself. You need to look at the necessary specialized coverage as well as the destination country requirements; some have made local insurance mandatory.
Provide the Necessary Preparation and Training
This will be as new to your employees as it is to you. In fact, it is probably even more unfamiliar for them, especially if you have previously sent workers overseas. This means they will require some training and preparation to feel comfortable with the idea of working abroad. It is also vital to prevent assignment failure, which have a rate of 25% to 40%.
If you offer suitable training, then your employees will be more certain in their positions. The primary reason for failed international assignments is the inability of the employee – or their family – to settle in. Your offering preparation and training should provide the tools to manage this transition well. This reduces the likelihood of premature returns.
Most of the preparation will occur pre-departure. Focus on equipping the employee with the knowledge to manage this transition, adapt to the new environment, and avoid mistakes. You should do this by including workshops to teach business etiquette in the host country and cultural norms. Language lessons might also be necessary to improve relationship-building.
Preparation and training like this is not a one-time thing. It must be ongoing. Assigning a mentor in the home office and another in the host office is beneficial. The employee will have access to guidance and professional support this way. You, as the business owner, or someone from HR should have regular check-ins with the overseas employees as well, just to monitor their adjustment.
To conclude, sending employees abroad is no easy task. It requires a lot of planning and time. For business owners who have never done this before, it is normal to feel overwhelmed. Ultimately, this decision must be completed in such a manner that protects your workers and your business.
Hopefully, with the help of this post, you will find the process and transition period a lot easier.