Acting Human

In consideration of the increasing globalization the mobility of employees seems to more important than ever. In Europe around 60% of the company’s record stays abroad. Very common are single-status-postings where employees are send abroad without their family for a special amount of time. Even the number of women who work a while abroad is increasing in Europe.

A company who sends its employees abroad should consider a couple of points. First of all there is the question about the costs. Sending an employee in a foreign country means normally around one and a half up to four times more costs for a company compared to the hiring of a local worker. Especially if an employee takes his/her family abroad the costs can increase quite fast: apartment or house, costs for education, special payments and so on.

A company also must be clear about the ROI (Return of investment) for the deployment abroad. There are different factors of success which can be considered: will there be an increase of returns, is it meaningful to build up a base of high qualified managers, how important is a global corporate culture and competence, does the deployment abroad fit together with the expectations of the employee, will there be a development of local competences and will there be an increase of the market share in the destination country.

The main problem companies have is the re-integration of employees who worked abroad. The re-integration including better job perspectives and a job guarantee are the main aspects. Furthermore a company must know that the returnees might suffer a cultural shock especially in the beginning. The loose of an employee with experience abroad might be very pricey in the end. Eventually the employee ends up at the competitor.

Of course the Human Resource Department needs to take care of most of these aspects. It’s important to figure out if the deployment abroad fits the expectations of an employee, to talk about the leaving, problems which might occur and also the return. The employee should get an idea what he/she can expect when he/she returns. And as said also the re-integration is important because time can change many things in the end.

The term “work-life-balance” describes the balanced relation between job and personal life. The work-life-balance should be important to companies because if the balance is not right it influences the work of an employee.

Concerning the job an employee needs to feel comfortable at his/her working space. The job itself should bring fun and challenging without being always just stressful. Also a good relationship to other employees and superiors are important. Mainly the factors of job satisfaction are playing an important rule.

If the personal life offers support to someone and also the family supports an employee it is easier to cope with stress at the workplace. This includes that people with problems at home won’t be very effcient on the long term in the job. Some people think if one area of life works out well the other one will follow somehow. But people with family and job know that this normally isn’t true. Every area of life needs its tributes and you have to set the right priorities. Because after all you’ll figure that time is a rare good.

For a good work-life-balance the employee itself probably needs to put up with a less income. Other possibilities to reach a good balance are part time jobs, time outs, downshifting and a high level of flexibility from both sides - the employees and the company.
An employee should try to consider a couple of points to reach an optimal work-life-balance. As said he needs to know and to accept stressful times in the job. Afterwards there should be more time for himself/ herself and the family again. This knowledge also applies the other way around. On normal working days whereas it is advisable to go home early enough to spend the evening with the family. Also meeting friends regulary is important. Furthermore it might be helpful to make meetings for yourself where you take the time to do things you like to do.

The employee also should be confidient with his/her own goals and values. Regular time outs are helpful for that to figure out where you stand and which step you need to take next. Always review what you already reached, where problems occured, which steps to take next, what are the longterm and shortterm goals which are also realistic for your own situation and so on.

Other simple things to take care of in the daily routine is to eat something for the meals and to take enough time for them. Regular breaks and small walks at the air make the head clearer and can give new impulses. Also small excercises help to find a good balance: get of the metro station one station earlier and walk the rest or go by bike to the work, don’t take the elevator, get up once a while from your seat and walk around or stretch yourself.

After all also your health is important. If an employee feels fit and strong enough to its way then he can go his way and reach an optimal work-life-balance.