How do you help global talent adjust to new roles and locations?

1 Understand their needs and expectations

Before you relocate or assign global talent to a new role or location, you need to understand their needs and expectations, as well as the potential challenges and opportunities they may face. This means conducting a thorough assessment of their skills, competencies, career goals, personal preferences, family situation, cultural background, and visa requirements. You also need to communicate clearly and transparently about the role, the location, the compensation, the benefits, the relocation support, and the expectations of the organization and the local team. By doing this, you can avoid misunderstandings, misalignments, and disappointments that can affect their performance and satisfaction.

2 Provide comprehensive relocation support

Relocating to a new country or region can be a complex and daunting process that involves many logistical, legal, financial, and emotional aspects. To help global talent cope with this process, you need to provide comprehensive relocation support that covers all the essential elements, such as visa sponsorship, travel arrangements, housing assistance, tax advice, insurance coverage, banking services, and transportation options. You also need to provide them with information and resources on the local culture, language, customs, laws, safety, health, education, and entertainment. By providing comprehensive relocation support, you can reduce the stress and hassle of moving and help them settle in more quickly and comfortably.

3 Offer orientation and training programs

Once global talent arrives at their new location, they need to undergo orientation and training programs that can help them acclimate to their new role and environment. These programs should include both formal and informal sessions that cover topics such as the organization's vision, mission, values, policies, procedures, systems, tools, and expectations. They should also include sessions that focus on the local market, industry, customers, competitors, regulations, and trends. Additionally, they should include sessions that foster cross-cultural awareness, communication, collaboration, and adaptation skills. By offering orientation and training programs, you can help them gain the knowledge, skills, and confidence they need to perform effectively and efficiently.

4 Assign mentors and buddies

Another way to help global talent adjust to new roles and locations is to assign them mentors and buddies who can guide them, support them, and connect them with other colleagues and stakeholders. Mentors are senior or experienced employees who can provide professional advice, feedback, coaching, and career development opportunities. Buddies are peers or co-workers who can provide social support, friendship, and practical tips on living and working in the new location. By assigning mentors and buddies, you can help them feel welcome, valued, and integrated into the organization and the local community.

5 Monitor and evaluate their progress and satisfaction

Finally, you need to monitor and evaluate the progress and satisfaction of global talent during their transition and integration process. This means conducting regular check-ins, surveys, reviews, and feedback sessions to assess their performance, challenges, achievements, goals, and needs. You also need to recognize and reward their contributions, celebrate their successes, and address their concerns and issues. By monitoring and evaluating their progress and satisfaction, you can identify and resolve any problems, gaps, or opportunities that may arise and ensure their continuous improvement and engagement .

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?