International Community’s 10 tips for retention
Retention starts with recruiting
If at all possible, invite the employee and family on a recruiting trip. Tackle the housing issue during the visit and try to present some choices - there is nothing worse than living in a hotel when starting a stay in a new country, especially for a family. Be honest about expectations during the visit and avoid seeing the future through rose-coloured glasses.
Assign a “fixer”
Although several HR staff members may be required on the project, assign one contact person through the entire recruitment period that the employee respects and trusts. Make this person the primary contact throughout the employee’s stay – also for the employee’s family.
Small changes make a big difference
Walk with a critical eye through your company and read signs, bulletin boards and posters. Take a look at the intranet. Are invitations to the company’s summer party announced only in Danish? What about instructions for using the telephones? These small changes will make a world of difference in helping a new employee adjust.
It takes expats only 8 weeks to decide to stay or leave
Paperwork for taxes, driving license registration and finding a doctor can be especially tiring upon arrival. Help by having a checklist ready during the welcoming period and stick to it. Remember to hold short evaluations, where openness and honesty prevail and make sure to hold at least one social event during the first 8 weeks.
Think inside the box too
Make sure that everyone inside the office, from the management to cafeteria staff, are informed about the new employee. Remember it is not only the international employee who has to adapt to a new situation, and joining forces will make the transition easier for everyone.
Stay focused on the family
Remember that problems with integration of family members are the number one reason for failed contracts - not only in Denmark, but internationally. If the family doesn’t plan to move to Denmark, try to identify and discuss potential hardships and mutual solutions.
Create networks
Take part in a network with other companies that work with international employees.Learn from each other’s experiences, share ideas and share knowledge. Invite each other’s expats to social events. Such a network will also help spouses and partners find job opportunities.
Mentor
Consider offering your new employee a professional mentor. Remember though that mentoring is based upon a professional relationship and should be different than a “fixer” as mentioned above.
Diversity management
International employees create value, improve innovation and enrich company culture. Remember why you’ve chosen to hire an expat and make sure that their ideas and visions are cultivated and recognised. That is a management responsibility.
International alumni are great ambassadors
The departure phase is as important as the welcome phase. Document why international employees leave and where they go. Keep in touch through social medias like LinkedIn – the minute they leave they are ambassadors for life.
