Are you the owner, manager or HR director of a small or mid-sized company, and are you having difficulty lately filling vacancies with qualified staff? Have you made a capital expenditure in recruiting promising professionals in other countries? And now you’re hoping that these professionals settle into your operation, feel good, and stay comfortable as long as possible?
This scenario will apply to more and more mid-sized businesses in the future in light of our changing social and age structure. Although many companies find themselves in this situation involuntarily and only deal with it reluctantly, it also offers the chance to open up to new things, to find your way with the internationalization of the company, and to position yourself for the future. I’m convinced that the integration of international professionals can be a win for everyone involved.
My many years as a trainer and coach in international human resource management have shown me that only a multi-perspective approach to the situation works. Not only the skilled workers themselves, but also the collegial environment in the workplace, the supervisors, and finally the accompanying families, have shares in the success or failure of the venture. All parties have their own expectations, all of them have to master specific challenges, and they should all be taken into consideration.
“In my experience, successful integration and retention of international skilled workers requires the consideration of multiple perspectives: those of the company, the core staff, the skilled workers themselves, their accompanying partners and families...and finally, both the professional and the personal aspects of life in the new residence and workplace.”