Employee experience seems to be the hot topic button for HR in the last couple of years, and this is with good cause. Research shows that 75% of all employee attrition could be prevented if employers took relatively reasonable and simple steps to ensure that the employee was fairly treated. That is worth literally tens of millions of dollars to any large multinational businesses bottom line. One of the easiest ways to improve employee satisfaction is to provide more opportunities to develop and grow. Whilst this is not always possible within an existing team, with a proper global mobility strategy it becomes quite simple.
Talent Shortage? What Talent Shortage?
There is a global skills shortage, I do not think there is a debate about that at this stage. Study after study shows that whilst people may be out of work, or looking for work, they do not necessarily have the required skills to perform the vacancies that are available. Do you want to know a remarkably simple way to solve this problem? Make use of a global mobility opportunity. Imagine you have a high performer in Singapore, who really should be promoted, but this is not possible because their boss is not going anywhere, anytime soon. At the same time, it is highly likely that you may have a business in Czech Republic that is struggling because the talent in Czech Republic does not have the same skills as those in Singapore. This is an obvious opportunity to kill two birds with one stone. You are able to offer the employee who is looking for development that opportunity, by leading a team in another location, and at the same time have someone with the required skills, train a team in another location to have those same skills.
Supercharge Employee Development
Did you know that expats typically represent about 40% of an organisation’s high performers? This is usually because high performers are selected for international opportunities, but this is not the only reason. The additional reason is that it significantly enhances the capability of that high performer by putting them in to a completely new environment. To succeed internationally, an employee must learn a completely new way of doing everything. In the new role its likely language, culture and working environment are all quite different. This means that the employee must adapt their style to get the required results. It is a lot easier for someone to get a team working collaboratively when everyone is from the same city or country. But if they can develop the skills to get people working effectively in London, Lagos and Laos all working effectively, you have taken an employee who is potentially the next manager in their home location and helped them develop in to a potential global leader. Everybody wins.
Thanks for reading! If you enjoyed this post, be sure to check out my international bestselling books available globally on all Amazon sites and Kindle via the following:
- The Employee Handbook: A Practical Guide for Managing Your Career
- The Manager Handbook: A Practical Guide to Managing Your Team
- The Talent Acquisition Handbook: A Practical Guide to Candidate Experience
- The HR Handbook: A Practical Guide to Employee Experience
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Lee Nallalingham 