One of the best ways to improve overseas operations for growing companies is to hire workers that know the culture, language, and customs of a particular country. This helps to create stronger relationships with international customers and stakeholders. It is important to note that hiring internationally may differ significantly from hiring in the U.S. If you are thinking of expanding into overseas markets, keep in mind that the process can be more daunting than just finding the right talent. Follow these tips to ensure a pleasant foreign employment experience.
Plan for different time zones
Time-zone differences can make the management of your employees quite difficult. Plan accordingly and use different communication tools to ensure the information flows constantly. Setting clear expectations when hiring abroad will help you and your team achieve the desired productivity goals in a timely manner. With a little bit of planning, the time difference can be an advantage rather than a burden.
Make sure you understand the culture
Besides language barriers, cultural norms can be a significant obstacle. Relying on your international staff can help you understand and manage cultural practices. Plus, it can have a positive impact in your communication with customers and stakeholders. Foreign customers’ needs may not be the same as your domestic partner’s needs. It is important to understand and implement local business practices for a successful business strategy.
Understand all tax and foreign employment regulations
When deciding to hire abroad, make sure you understand the legal complexities of both managing an employee and engaging in commercial agreements in a foreign country. Some of the most common obstacles growing companies face are related to tax and employment regulations. According to Ben Macaluso writing for the Denver Business Journal, U.S. employers should watch out for different employment laws that openly forbid non-compete clauses in employment contracts, as well as the existence of strong Unions and an extreme protectionism to the employee that negates the possibility of signing an “at will” employment contract. Reaching out to experts in international expansion will help you navigate complex regulations and avoid unnecessary risks.
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