Sarah Benson’s Post

In this article, we will explore key topics related to expanding a startup from the U.S. to Europe, with a particular focus on practical aspects such as notice periods, salary expectations, and flexible work models. We’ll also discuss how to navigate cultural differences to build a harmonious and effective global team. https://lnkd.in/e_Qfv4Ht #WorkAbroad #GlobalCareer #InternationalJobs #WorkingOverseas #ExpatLife #LivingAbroad #WorkInUSA #EuropeJobs #CulturalDifferences #GlobalWorkforce #WorkAndTravel #CrossCultural #GlobalOpportunities #DiversityAtWork #EnergyJobs #RenewableEnergy #SustainableEnergy #EnergySector #GreenJobs

The Future of Work: Going Global 🌎 The future of work is increasingly global, and this shift is something I find myself contemplating often. As remote work becomes the norm and technology bridges distances, the boundaries that once confined talent to specific locations are fading. This evolution presents incredible opportunities for companies to access a diverse, worldwide talent pool. However, it also introduces new challenges—particularly when it comes to navigating the complexities of immigration and relocation. Ensuring that your organization is prepared to support global mobility isn’t just a nice-to-have anymore; it’s quickly becoming a strategic necessity. What does it take to thrive in this new landscape? For me, it’s about building a solid strategy that integrates immigration and relocation into the core of our HR and talent management processes. This means more than just handling visas and paperwork. It’s about creating a comprehensive experience that helps employees transition smoothly, from their first interview to their first day in a new country. Cultural integration, local support networks, and ongoing communication are key factors in making sure employees feel at home and can perform at their best, regardless of where they are in the world. As we prepare for this borderless future, I believe leaders must rethink how we approach global mobility. The companies that succeed will be those that not only attract top talent, but also excel in relocating and integrating them into a unified culture, no matter where they’re based. How are you adapting to this shift? I’m eager to hear your thoughts and strategies on how we can all better prepare for a world where work knows no borders. #FutureOfWork #GlobalMobility #Leadership #HR

First was Brexit which prompted EU workers to consider relocating back home, resulting in sectors such as health, logistics, retail, waste and transport becoming seriously short of staff. Then the Covid pandemic gave employees a new perspective of work life balance, leading employers to redesign jobs to attract talent from a market characterized by more demanding work-life needs. As a result, some employers are beginning to consider going back to wholly office based work to regain more control of systems and processes that used to define work but with stiff resistance from employees who already have tasted the sweetness of their preferences. With Al invading the world of work, employers now face a whole new challenge to deal with the digital employee visa vis the conventional human employee. This has been happening in the face of Gen Z employee demographic sector whose attributes are an increasing high mobility, independence and a deep appetite for new technologies directly influencing their choice of work. Its now an exciting new chapter that HR including Health & Safety professionals may need to start SERIOUSLY thinking about to remain relevant to the world of work.

Celebrating International Workers' Day: Recognizing the Vital Role of the IT Industry Professionals As we mark International Workers' Day on May 1st, let's spotlight the vital role of IT workers. They're the wizards behind the scenes, powering our digital world. In today's tech-driven era, IT folks are crucial. They create software, manage networks, and keep our digital lives running smoothly. Think about how they've helped us transition to remote work during the pandemic. They're the unsung heroes of the digital age. But it's not all smooth sailing. IT workers face challenges like burnout and job insecurity. We need to support them better. So, this Workers' Day, let's celebrate IT professionals for their hard work and dedication. Let's advocate for fair treatment, work-life balance, and diversity in the IT industry. Thank you, IT workers, for keeping our world connected and running smoothly. Happy International Workers' Day! #InternationalWorkersDay #ITProfessionals #ThankYouITWorkers #DigitalHeroes

🌍 Happy International Workers' Day! 🌍 Today, we celebrate the labor movement's achievements and advocate for improved workers' rights globally. 🚀 The Future of Work Has Arrived! 🚀 The role of employees is evolving rapidly. Here are key principles defining the future worker: 1) Flexible Workspaces: Employees are no longer tied to traditional office settings and have the flexibility to work remotely. 2) Custom Career Paths: The outdated career ladder is replaced by personalized career journeys tailored to individual skills and interests. 3) Collaboration and Sharing: The modern workplace values openness, with knowledge sharing as a cornerstone for innovation. 4) Modern Communication: Beyond emails and calls, new technologies are harnessed for more effective collaboration. 5) Accessible Leadership: Leadership is no longer about titles but about influence and idea-sharing at all levels. 6) Continuous Learning: Adaptability through lifelong learning is essential in navigating new challenges. 7) On-Demand Learning and Teaching: Employees learn on the go through mentoring and peer interactions, without formal structures. This International Workers' Day, let’s embrace these evolving work principles to thrive in a dynamic and inclusive future. #InternationalWorkersDay #FutureOfWork #EmployeeDevelopment #Leadership

🌎 Global mobility has dissolved geographical barriers that formerly restricted businesses and employees alike. ☝ The term refers to an organization’s ability to shift workers from one location to another to work on projects, conduct local market research, and more. ✈ In a broader sense, global mobility is when an organization works with a mobile workforce that can move freely between different countries and locations. 👩💼 As such, it encompasses anything from short business trips to long-term assignments abroad to permanent employee relocation to another country for personal reasons. There are several reasons why global mobility is crucial for businesses. They include: 🔎 Access to a larger talent pool, 📃 Basis for work-from-anywhere policies, 🤝 Asset for attracting and retaining employees, ✅ Positive impact on workforce diversity, 💰 Potential cost savings, and ⌛ Greater flexibility. However, global mobility also creates new challenges for organizations, such as: 💱 International compensation and benefits management, ⚖ Compliance challenges, 🌐 Asynchronous communication and collaboration, and 💸 Administration of cross-border payments. Organizations can solve these challenges by developing a detailed global mobility strategy. Interested in knowing more about managing global mobility at an international organization? Then check out the respective chapter in our Global Employment Academy 👇 #lano #globalmobility #globalemployment #globalteams #distributedteams

The Gig Economy: Shifting Paradigms in Global Mobility?! As the gig economy continues to expand, its impact on traditional employment and Global Mobility is becoming increasingly significant. The rise of short-term, flexible jobs is reshaping how we think about work, careers, and even international assignments. Traditionally, GM has focused on long-term expatriate assignments, often involving years of planning and significant investment in relocation and integration. However, with the gig economy, there's a growing trend towards shorter, project-based assignments. This shift poses both challenges and opportunities for GM professionals: Opportunities: Flexibility: Gig assignments can offer professionals and organizations more flexibility. Short-term projects can be tailored to immediate business needs without the long-term commitment of traditional expat assignments. Diversity of Experience: Gig workers often bring diverse skills and experiences, having worked on multiple different projects across various industries and cultures. Challenges: Compliance and Regulation: Managing the legal and regulatory aspects of short-term international gigs can be complex, especially concerning visas and work permits. Cultural Integration: With shorter assignments, ensuring that gig workers are effectively integrated into local cultures and teams becomes more challenging. The gig economy is not just changing where we work, but also how we work internationally. It introduces a dynamic element to GM that requires new strategies and approaches. I'm curious to hear your thoughts: How is the gig economy influencing Global Mobility in your organization? Are you seeing a shift towards more flexible, project-based assignments? #GigEconomy #MasteringGM #GM2024 #FutureOfWork -- 🌍 Interested in more insights on Global Mobility, HR, and International HRM? Follow me for regular discussions on the latest research, trends, and practices in these dynamic fields! 🌍

How you think about work might be a lot more culturally dependent than you think! It certainly has been an adjustment for me seeing how people in different countries work. Let's take Norway as an example... Sondre Kvam, co-founder of Naer, a VR productivity platform, spoke to Business Insider about how different cultural attitudes toward work can influence productivity. Norway, where he lives and works, is often highlighted as one of the most productive countries globally, frequently ranking in the top three for GDP per hour worked. Here's why, according to Sondre: 1) Collaborative Work Culture: "Much of our work life is based around the Norwegian model of cooperation and mutual respect between employers and employees, unions, employee associations, and the government." 2) Structured Negotiations: Annual "lønnsoppgjøret" or salary settlements help establish fair pay guidelines, ensuring transparency and satisfaction across sectors. This structure allows employees to focus on their work without distractions during traditional working hours of 8 a.m. to 4 p.m. 3) Deep Work Philosophy: In Norway, work time is for work. The culture of deep work—free from life admin and casual distractions—prevails, making every work hour productive. "At work, Norwegians are working, and deep work is expected of everyone." 4) Respect for Personal Time: Norwegians maintain strict boundaries between work and life. "A lot of people turn off notifications outside work... Talking of work outside work is not taboo, but you don't want to be the guy who can't shut up about work." 5) Punctuality and Efficiency: Being on time is non-negotiable. "For Norwegians, being late to anything is incredibly rude. Either you're ahead of time, or you're late." This respect for time optimizes meetings and decision-making processes. Every country will have different cultural norms, and these are important to understand ex-ante so that you can collaborate with others effectively. #Productivity #WorkCulture #Norway https://lnkd.in/e_Dvb86n

As an expat, are you leveraging the full potential of your local team? 🌎 A recent Harvard Business Review article highlights some common myths that expats can have about local employees (HCNs). These myths can hinder collaboration and limit the effectiveness of both expats and HCNs: ❌Local employees are always excited about expat arrivals. ✅Not necessarily! Building rapport takes time and effort. ❌All local employees are the same. ✅Local employees are just as diverse as any workforce. ❌Their primary function is to support expats. ✅ Local team brings a wealth of local knowledge to the table. ❌They might lack valuable market knowledge. ✅On the contrary: local team members are experts in their local market. ❌They adapt to new cultures more easily. ✅Adjusting to a new work environment takes time for everyone. By overcoming these myths and fostering strong working relationships, expats and local teams can achieve greater success together. #globalization #culture #communication #hcn

"Life of an expat sucks..." ...That's what every single expat has said at least once in a lifetime. The journey of living abroad is filled with amazing experiences, but it often comes with a heavy dose of guilt and emotional strain. As professionals in the recruitment and HR fields, it's crucial to understand the unique challenges expats face, particularly the missing of loved ones back home. One innovative solution could be offering remote work options for a few months each year. This approach allows expats to reconnect with their families, leading to happier, more engaged employees. Implementing such a policy not only shows empathy but also promotes a supportive and productive work environment. In today's competitive job market, providing this level of flexibility can become an important competitive advantage for your company. It demonstrates a commitment to employee well-being and work-life balance, which are increasingly important for talent attraction and retention. What are your thoughts? Have you considered or implemented similar policies in your organization? Could this be the next big step in enhancing employee satisfaction and retention? Let’s discuss and share our experiences! For more insights, read the full article I linked in the comments! #expats #hr #recrutation #multilingual #europelanguagejobs