Now that you have an understanding of the compliance and tax issues you may face, it’s time to move your people forward. A successful business starts with motivated and appreciated staff; understanding the needs of your workforce is critical to running any international business. If you’re asking your people to relocate, there are many considerations that must be taken into account before the move even begins. The main challenges range from the day-to-day issues such as transport and visas, to issues that may only arise annually such as an individual’s tax return.
How do you prepare for and resolve these, in order to motivate, move and retain staff in an international expansion?
Staff want certainty and understanding – they want to be listened to and their experience to be tailored for them.
We work alongside immigration specialists and relocation companies to make sure all the details are covered in the most efficient way. Bringing all these aspects together is RSM’s key strength when it comes to mobilisation of staff.
How do you get the ball rolling?
Be open and upfront with your workforce, have the answers they need and the details they need so they feel informed and cared for.
There is no substitute for on-the-ground knowledge, so clients are encouraged to talk to those at a local level to assess how key staff tie back in to the business, how the corporate structure works and what tax expectations may be.
Proactive rather than reactive
Set this all out at the very beginning; get a good grasp on what your business issues are, these will shape your policies, whether intricate or quite relaxed. These conversations need to start early, with all the information available in an understandable format.
Early focuses for your business
Mobilisation covers not only your staff, but existing local employees if you’re taking over a business. Employees need structure and guidance to make sure this is a smooth move for them, it is so important that the move benefits them, rather than leaving them in a worse position.
Tax is a fundamental issue and as an employer you must look at whether you’re taking this on as a responsibility or leaving the individuals to handle their own affairs. Where will they be taxed, at home or their new home? If you’re offering more taxable benefits, how do you deal with this? These are all pertinent questions that need to be considered.
While considering payroll, tax returns and reimbursements, you need to bear in mind that you don’t want the tax tail to wag the dog.
Rise of the global traveller
With constantly evolving technology, remote working has never been easier. The danger is that staff can often feel distanced or lack motivation with this approach. It’s important that you use your IT systems to keep an eye on what’s happening and to ensure people feel supported and listened to.
As we learned previously, standardised processes in your cross-border sharing is key to smooth business. This means all staff can access the same information, removing irritating technology issues.
Crucial steps in involving staff in their own mobilisation:
- highlight the need for change and their role in it
- ensure they know their value – show them how they can help
- include everyone in crafting the vision – engage people if you expect them to be engaged
- create channels for service – build organisational structures
- empower staff to work through any challenges