Top 15 international relocation destinations
Companies are moving employees all around the globe, with U.S. employees being transferred more frequently to China and the UK than anywhere else. Global relocation management company, Cartus reports that many employees are not fully prepared for their new assignment, but with awareness of standards and traditions, any relocation can go more smoothly.
“Every location presents unique challenges in the areas of decision making, relationship building, and preferred communication styles,” said Jenny Castelino, Director of Intercultural and Language Solutions for Cartus. “Our research found that a full 75 percent of companies believe cross-cultural training is important not only for the transferee, but also for the transferee’s family.”
To help companies understand the cultural challenges their transferees often face, Cartus’ Intercultural Training Solutions group compiled a list of important career survival tips for each of the top 15 countries, shown in rank order according to 2012 international relocation volume from Cartus clients:
Top 15 relocation destinations
From Cartus’ report:
1. United States – American business managers often deliver bad news in a sandwich; first the good news (“You’re doing a great job!”) and then the not-so-good: (“but I really need you to…”) followed by a final dollop of good (“So keep up the good work!”). Many non-American workers hear only the first assessment and leave the encounter without taking away the “meatier” interior message.
2. United Kingdom – Refrain from asking personal questions of someone you’ve only recently met – especially in the workplace. Individualism is a prized value of British culture, and a person’s privacy is highly respected.
3. China – It’s never a good idea to begin meetings by immediately framing challenges/issues and asking for opinions on how best to address them. In a Chinese business setting, a direct and confrontational interaction is not the norm and is likely to result in a loss of “face.” Spend time upfront making small talk and focus on developing relationships before diving into the business at hand.
4. Germany – Expect to communicate formally in German workplaces and try, to the extent possible, to speak in complete sentences. In German, the most important word in the sentence is the verb, which usually comes at the end. As a result, Germans will generally listen very intently for the end of a sentence.
5. Switzerland – Don’t assume you will automatically be as successful doing business in Geneva by behaving as you did in Zurich, 170 miles away. That’s because Switzerland is quite unique in that it has four main linguistic and cultural regions: German, French, Italian, and Romansh.
6. Singapore – Don’t assume that all Singaporeans you meet professionally are very Westernized just because English is used for business practices and many social interactions. Singapore is perceived to be mainly Western in outlook, but it is also Eastern in mindset, and hierarchy and not “losing face” are key drivers in business success.
7. Canada – Steer clear of statements that indicate Canadians are just like Americans. Canadians consider themselves quite different from their neighbor to the South, and assumptions to the contrary may cause a strong reaction.
8. India – If recruiting staff in India, be prepared to gear your message not just to the candidate, but to their entire family, as well. Parental control is strong in India, and status-conscious families expect to be equally as impressed and wooed by the choice of company as the recruits themselves.
9. France – Don’t be offended if your French counterpart refuses your comprehensive contract for a much shorter, simpler version that they have created. One of the reasons for this is France’s civil law system (versus a common-law system). As a result, business agreements tend to be much shorter than many others because they are able to refer to the French legal code.
10. Hong Kong – Never run out of business cards. Because your business card is your identity and your “face” to the professional community here, keep an ample supply on hand. If you don’t have business cards when you are in a meeting, people won’t know your title or your role and will feel uncomfortable; lack of a business card can even convey a lack of interest in furthering the relationship.
11. Netherlands – Promises, promises! Never make a commitment you don’t plan to keep. Dutch nationals communicate directly and mean what they say. They are also task-focused, pragmatic people who value the ability to act swiftly. These values mean a promise can be taken literally.
12. United Arab Emirates – Don’t be distant or detached when interacting with Emiratis. Body language and personal space in the UAE are areas where boundaries are small, and physical contact (between males) is common. Emirati colleagues tend to sit close to each other in meetings and may hold another male’s hand while talking.
13. Japan – Just because no one says “no” in a business meeting, it doesn’t mean all are in agreement. It’s important to pay attention to non-verbal body language and indirect signals. Generally speaking, many Japanese find it difficult to say “no” directly. This is particularly true in a hierarchical setting where most attendees will express their “public mind,” which means they will agree with the most senior individual in the room.
14. Australia – Work-life balance is highly valued here, so generally speaking, it’s not a great idea to ask Australian staff to work on time-sensitive projects late in the afternoon, when they might carry over past traditional work hours. This is particularly true on Fridays.
15. Italy – Don’t turn down the opportunity to go out for a quick coffee with a colleague. Working relationships in Italy revolve around trust, and the idea that an Italian knows you on a personal level is a building block for working relationships.
“It’s incredibly important for employees on global assignments to be immediately productive in their new locations,” said Castelino. “Understanding the host country’s business and cultural norms and preparing for them, in advance, is imperative for a successful assignment.”
This web platform for cannabis is blowing up online distribution
(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.
The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.
Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.
There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.
Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.
Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.
Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.
“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”
For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.
Ford adopts flexible working from home schedule for over 30k employees
(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?
The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.
As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.
And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.
Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.
How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.
“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”
Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.
Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.
Unify your remote team with these important conversations
(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.
Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.
According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.
Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.
Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.
With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.
The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.
Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.
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