“Global markets must be balanced by global values such as respect for human rights and international law, democracy, security and sustainable economic and environmental development.” – Anna Lindh

Although we are undeniably part of a global workplace and global economy, there are many obstacles that can hinder an organization’s growth along with the global demands facing business today. Opening new offices in different parts of the world, hiring expatriates to go to another country to head up business ventures, and hiring the local workforce for a satellite office all offer their own unique challenges. When diving into this whole new world, it’s important to remember these three steps to help the transition go as smoothly as possible.

1. Learning the Language: The decision to hire from outside the organization in a new location, versus promoting from within and sending a U.S. employee to a new branch across the continent, is one that can carry long-term implications. You cannot transfer culture from one location to another, so make sure you research the factors involved, and make the best choice for the organization as a whole – not the best choice for one individual. If you do decide to transfer an existing employee to a new location across the globe, make sure you teach him/her the language, the culture, the customs, the traditions so he/she is equipped to embrace the local surroundings. While many organizations that operate globally do business in English, having a leader who knows the local language is a huge asset to the organization.
2. Trading Culture & Custom Tips: The new leadership for your global office needs to be well-versed in the culture and customs. If you hire within the region of the new location, but that person is new to YOUR organization, a whole new culture must be learned as they onboard into your company. Trading culture and custom tips will be a critical piece of the transition as well, to make sure the leadership in ALL locations of your organization are on the same page from a business standpoint as well.
3. Focus on Family: If you transfer employees to a new location, make sure you take into account that their family also needs to get acclimated to the new culture. If an employee’s family isn’t happy, chances are they may not stick it out as long as you hope. It is part of the HR team’s role to do the research about the culture, to provide suggestions to family members of transferring employees for expat support groups, culture and language courses, etc. to show that you are invested in the success and happiness of your employees so that the employee will in turn be invested in the company’s success!