THINK GLOBAL PEOPLE EXPATRIATE MANAGEMENT
Feeling connected to home, particularly in the early
days of the pandemic, has been so vital for assignees, which has forced businesses to shift focus onto the needs of the individual. Not only will this benefi t assignees and their families, taking into greater consideration their personal circumstances, but it will help businesses to access the right international talent.
DELIVERING ON THE PROMISE OF FLEXIBLE WORKING With a newfound need to work from home, businesses are beginning to deliver on the promise of fl exible working. While for many around the world this has been a diffi cult adjustment, it has the potential to revolutionise how expats work. Being able to work in any time zone, whether to keep in touch with family and friends back home or manage projects across more than one market, promises to make international workers become a more eff ective bridge between countries. I’m sure that we will see fl exible working arrangements as part of contract discussions more often over the next 12-18 months. From my point of view, it has been interesting to
see that the most signifi cant changes experienced by global mobility professionals have been cultural not technological. Whilst the technology for remote working has been around for years, the diff erence is that more employees and businesses now see its value. Collaboration is no longer something which must occur in a meeting room. Although there are real benefi ts to spending time face to face as a team, we’re now more willing to join a virtual brainstorm or jump on a video conference if needed. That can only be good for assignees with a foot in two countries and these developments are reasons to be hopeful that the next generation of expats will feel supported with more options than the last. As offi ces reopen across the world, the complex and
often very diff erent needs of individual assignees across multiple markets need to be addressed. People working in consultancy or digital-based roles for example, are more likely to push for a remote working policy than those who are required to be on site. Each country has diff erent regulations and constraints which makes it incredibly diffi cult for multinational organisations to have a simple or consistent policy. Discussions with members of the industry at our recent event in partnership with Global Mobility Executive confi rmed that there is no ‘one size fi ts all’ approach to introducing remote working policies or the transition back to the offi ce. This is partly due to the pace at which everyone has had to adapt, but also because there are so many competing needs when considering a fl exible working population.
THE NEXT GENERATION Undoubtedly, there will still be uncertainty over the coming months, but this year the international community has proven that determination and ability to adapt is in their DNA. I am excited to see the impact that this has on inspiring the next generation of international workers. We are already seeing many people reset their goals and I anticipate even more will take the plunge to move abroad in the months ahead. As the economic recovery picks up pace, employers will focus in on the value of international workers to help solve skill shortages and bring in new and fresh ideas. Those businesses that get their global mobility strategies right today, will be front in line to source the best talent tomorrow.
Expat colleagues living abroad? Let us help them feel at home.
Find out more Together we thrive T&Cs, eligibility and other criteria apply.
Issued by HSBC Expat which is a division of HSBC Bank plc, Jersey Branch: HSBC House, Esplanade, St.Helier, Jersey, JE11HS. HSBC Bank plc, Jersey Branch is regulated by the Jersey Financial Services Commission for Banking, General Insurance Mediation, Investment and Fund Services Business. HSBC Bank plc is registered and incorporated in England and Wales with limited liability, number 14259. Registered office 8 Canada Square, London, E14 5HQ. HSBC Expat is a participant in the Jersey Bank Depositors Compensation Scheme. The Scheme offers protection for eligible deposits of up to £50,000. The maximum total amount of compensation is capped at £100,000,000 in any 5 year period. Full details of the Scheme and banking groups covered are available on the States of Jersey website
www.gov.je/dcs, or on request. Deposits made with HSBC Expat are not protected by the rules made under the UK’s Financial Services and Markets Act 2000 for the protection of retail clients, including the UK Financial Services Compensation Scheme and the UK’s Financial Ombudsman Service. 210524/MA/169.
“ I am inspired by the way expats have adapted and redefi ned what home really means to them.”
CAMERON SENIOR, HSBC EXPAT
15
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78
