Why does it matter
Whether creating entirely new programs or building on existing ones, identifying potential challenges and impacts of the changes on the existing expatriate population is critical to achieving a smooth transition. Three critical areas — alignment, decision making and implementation — need to be considered.
Perform a gap analysis; align compensation approach with the new policy.
Gain management buy-in to the change.
Define the benefits.
Predict how the change will affect employees and what their questions will be.
Determine how the transition should be managed.
Identify roles and responsibilities:
- Who is managing the transition project?
- Who are participating in the transition committee calls and meetings?
- Who should be trained on the new changes?
Communication is key to a successful transition.
Both employees and internal administration need to support the change.
Good communication and trust are the cornerstones of a successful company. These critical elements help build solid relationships,engendering loyalty among employees who feel part of an organization that helps them develop and grow.
All employees want to know what opportunities are available and the criteria for taking advantage of those opportunities. For employees targeted for international assignments, the same imperative applies. Companies need to spell out how the assignment will help them and the company. They need to manage assignees’ expectations, providing detailed information on the logistics, repatriation process, and subsequent career opportunities.
Companies also need to address the roles and responsibilities of other stakeholders in the mobility circle. Managers must understand the business benefits, how to set expectations with employees, and what the company will do to support them. The HR department, if it’s to be accountable, must understand how it will support assignees in home and host countries in order to act as a trusted information source.
how mercer can help
Mercer can help you with each step of the implementation and communication process:
Development of a detailed implementation plan
Define process and functional specifications to implement process changes
Managing transition: cost simulation and individual comparison sheets for existing expatriates, if changes are to be made to current packages and allowances
Practical implementation support services:
- Preparation of policy documents and mobility handbooks for mobility stakeholders and assignees.
- Preparation of checklists, operational guides, fact sheets and FAQ documents.
- Providing letters of understanding templates.
- Briefing and training sessions for HR managers and administrators.
- Create business case for change: Explain rationale, benefits and impact of the changes.
- Provide training materials and program toolkits.
- "Spot surveys" of assignees and managers to check satisfaction levels, identify areas for resistance to change and determine where more communication and support is required.
- Feel part of an organization that will help them develop and grow
- Opportunities available
- Criteria to meet
- How assignment will help them and the company
- Expectation management
- What will happen next?
- Understanding big picture – release ‘their’ talent.
- Business benefits.
- Expectations to set with employees.
- What the company will do to support them.
- Clear accountability.
- How they will support individuals in home and host countries.
- Need to feel confident about acting as a trusted information source.