Jobs and CareersThe news media aren't exactly in business to cheer us up. After all, their stock in trade is doom and gloom.
But even by their standards the economic news is depressing stuff at the moment, with every week bringing another round of bad tidings, including a flurry of announcements around the world of firms culling jobs.
Certainly these are uncertain times for the workforce at large. And while in former years companies have often taken a Last In First Out approach to redundancies, this time many employers appear to be getting rid of some of their most experienced staffers, since these are the ones that get paid the most!
With so little job security at the moment it's understandable then why many employees are prepared to do whatever it takes to get or stay in a job, including hauling themselves and their families around the world on expatriate assignments, whether they want to or not.
And given the need for many companies to find new and more lucrative revenue streams by targeting opportunities in markets around the world, it seems mobility in the global workforce will continue to rise.
For example, according to the 2008 Global Assignment Policies and Practices Survey conducted by the International Executive Services practice of KPMG, 83% of the human resources executives polled expected the number of people their organizations send abroad for work to increase or stay the same in the next five years*.
However, the survey also revealed serious concerns about the practice of international assignments, with 49% of organizations saying assignees take too much time to administer.
Meanwhile, an article in the New York Times highlighted the difficulties the families of expatriate workers often face when they are assigned abroad**. It noted that such problems are an important reason why many overseas job postings are not successful, sometimes at enormous cost to the firms that sent them.
In short then, it's crucial that the issue of working overseas is handled correctly from the start, for everybody concerned: the employee, their family, and the companies involved.
And that means the worker and their family understanding what the assignment will mean for them in terms of the lifestyle they can expect, and assessing with frank honesty whether they are in fact suited to it - and more importantly whether they are likely to enjoy the experience.
Knowledge and preparation are crucial here:
• Speak to the employer about the work expectations and what assistance they provide with the relocation (including if there are any programs on offer for the trailing families).
• Talk to other expatriate employees within the company if you can to get some color on what to expect, and how their families have coped.
• Do research into the country and specific location you'll be in, to get some idea of the climate, geography, leisure opportunities, culture and traditions, to discover what life for you might be like there.
Now, we may all feel a degree of apprehension at the prospect of a change, which can cloud our judgment and lead to fear. Plus it's not always easy to know how you'll cope with a life abroad until you go and see.
Nevertheless, your gut instinct is normally a good barometer. If, once you've clearly understood what the assignment entails, your predominant sense at the prospect of relocating is one of excitement - or alternatively it fills you with dread - then you have as good an answer as you're likely to get.
And then, if you do decide to make the jump, determine to embrace it! If you're going to go, you may as well make the most of the opportunity.***
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By Paul M Allen
Paul Allen is a freelance journalist and writer who has lived in northern Spain since 2003. He is the author of "Should I Stay Or Should I Go? The Truth About Moving Abroad And Whether It's Right For You," a comprehensive e-book guide for people seeking advice on whether or not to move abroad. For more details about the book, and to get lots of free information and advice on moving and living overseas, visit his website at http://www.expatliving101.com/
But even by their standards the economic news is depressing stuff at the moment, with every week bringing another round of bad tidings, including a flurry of announcements around the world of firms culling jobs.
Certainly these are uncertain times for the workforce at large. And while in former years companies have often taken a Last In First Out approach to redundancies, this time many employers appear to be getting rid of some of their most experienced staffers, since these are the ones that get paid the most!
With so little job security at the moment it's understandable then why many employees are prepared to do whatever it takes to get or stay in a job, including hauling themselves and their families around the world on expatriate assignments, whether they want to or not.
And given the need for many companies to find new and more lucrative revenue streams by targeting opportunities in markets around the world, it seems mobility in the global workforce will continue to rise.
For example, according to the 2008 Global Assignment Policies and Practices Survey conducted by the International Executive Services practice of KPMG, 83% of the human resources executives polled expected the number of people their organizations send abroad for work to increase or stay the same in the next five years*.
However, the survey also revealed serious concerns about the practice of international assignments, with 49% of organizations saying assignees take too much time to administer.
Meanwhile, an article in the New York Times highlighted the difficulties the families of expatriate workers often face when they are assigned abroad**. It noted that such problems are an important reason why many overseas job postings are not successful, sometimes at enormous cost to the firms that sent them.
In short then, it's crucial that the issue of working overseas is handled correctly from the start, for everybody concerned: the employee, their family, and the companies involved.
And that means the worker and their family understanding what the assignment will mean for them in terms of the lifestyle they can expect, and assessing with frank honesty whether they are in fact suited to it - and more importantly whether they are likely to enjoy the experience.
Knowledge and preparation are crucial here:
• Speak to the employer about the work expectations and what assistance they provide with the relocation (including if there are any programs on offer for the trailing families).
• Talk to other expatriate employees within the company if you can to get some color on what to expect, and how their families have coped.
• Do research into the country and specific location you'll be in, to get some idea of the climate, geography, leisure opportunities, culture and traditions, to discover what life for you might be like there.
Now, we may all feel a degree of apprehension at the prospect of a change, which can cloud our judgment and lead to fear. Plus it's not always easy to know how you'll cope with a life abroad until you go and see.
Nevertheless, your gut instinct is normally a good barometer. If, once you've clearly understood what the assignment entails, your predominant sense at the prospect of relocating is one of excitement - or alternatively it fills you with dread - then you have as good an answer as you're likely to get.
And then, if you do decide to make the jump, determine to embrace it! If you're going to go, you may as well make the most of the opportunity.***
----------------------------------------------
By Paul M Allen
Paul Allen is a freelance journalist and writer who has lived in northern Spain since 2003. He is the author of "Should I Stay Or Should I Go? The Truth About Moving Abroad And Whether It's Right For You," a comprehensive e-book guide for people seeking advice on whether or not to move abroad. For more details about the book, and to get lots of free information and advice on moving and living overseas, visit his website at http://www.expatliving101.com/
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