Experiencing the world on your employer’s dime via a global assignment is increasingly becoming harder to realize without answering key questions. Global assignments are big risks for firms, so you must do your homework prior to launching conversations around your desire to work abroad. High-profile HR professionals who’ve assembled compensation packages for global transfers at the big four accounting firms candidly shared how expensive mobility initiatives are. Sending you outside of your home country can cost a firm three to five times your base pay. There are further costs that add thousands more for your employer, like an early return before your contract expires. For this reason, approximately 50 percent of companies have or plan to increase the number of expatriates hired locally, which makes relocating employees even less vital to a firm’s success.
Many firms make it harder to land these opportunities by requiring a business case. 51% of companies surveyed in 2012 assess your candidacy on a cost-benefit analysis. Some ask for your own self-assessment to inform their decision-making. Therefore, it is important to think logically about your candidacy before asking for a global assignment. The following discussion addresses what you must consider when itching for a global assignment and what to do if you lack the necessary attributes to advance with that big “ask” for a relocation, and it also gives you a start to structuring your business case. Start by considering the following six questions to give you the most compelling reasons as to why you should be assigned abroad.
Start by comparing yourself against your peers.
- Where do I currently stand in the company? – Think about how important your skills, experiences or relationships are in comparison to those of your peers. If you are of more value to an employer, they will be more willing to invest in keeping you happy and succumbing to your request. An easy way to figure out your worth vs. that of your colleagues is if you were stack ranked. For better or worse, if you work in a transparent organization that openly shares your ranking, then you’ll have a clear idea of where you stand organizationally. Otherwise, take an honest look at your performance evaluation(s). Are you a consistent top performer? Consider your direct impact on individual(s), team(s), the business or the industry. Do you get the toughest projects? Are you entrusted with the most responsibilities? Do you lead tasks with higher visibility than your peers? If your answers are favorable, then take note of your findings and proceed to the next question. If your responses are unconvincing, then focus on rising above your peers within the next two years. Performance improvements take time but are prerequisites for launching global-assignment conversations.
Click –>The Essential Guide to Landing a Global Assignment by Melissa Llarena – to download the full edition of this blog. The full edition will address the five remaining questions, and…
-Help you figure out what to do if your manager does not support your relocation
-Share real examples of what successful expats did to land their global assignments
-Expose the two game-changing points that most aspiring globetrotters neglect to address