Corporate support

Relocating an employee requires a lot of organization from your company. Your employee might need to sell their house, or get a temporary house in their new home country, for example. All these responsibilities result in inevitable costs and setting up a relocation budget quickly becomes a necessity. In this blog, we will share best practices for doing this.

Employee relocation expenses — what to expect

No one likes unpleasant surprises. That’s why you want to be prepared for the costs that come with relocating an employee. Before setting up a budget, you need to bring all the foreseen expenses together so that you have an overview of what to expect. When listing employee relocation expenses, you will have to keep at least the following in mind:

• Accommodation – including selling or buying a house, finding a potential temporary home to rent etc.
• Moving goods – moving furniture can be very expensive, this is something to keep in mind when budgeting
• Travel – the move itself will cost money as well, think of plane tickets, extra fees for a travelling pet, rental car etc.

If you are looking for ways to reduce employee relocation costs, head over to our blog post on how to go about this. 

Setting up a relocation budget at the right time

When it comes to relocation, timing is everything, and the same goes for setting up a relocation budget. If you’re not prepared when you’re extending the offer to your employee, they might decide they don’t want to relocate for your company. Asking someone to leave their safe environment behind is not trivial and acknowledging that is crucial. That’s why the timing of setting up a relocation needs to be around the same time your employee receives the opportunity to relocate. 

This is especially important when you’re making use of a relocation company like Jimble. The reason for this is that we can take care of any concerns or questions your employee might have. After all, a lot will change, so naturally your staff will want to be reassured. When you use Jimble, you and your employee will be content knowing that everything is taken care of. In this way, your employee can ease into the new location, which means better performance for your company.

Interested in how we can help? 

Curious what we can do for your company? Please contact us, and we would be happy to assist!

Further reading:

• 4 Ways to reduce relocation costs
• How to relocate your employees or company to the Netherlands? A complete guide

The change in working conditions during the last few years has led to a phenomenon that is often called “the great resignation”. This is referring to people quitting their jobs for various reasons. The great resignation is probably not the best of terms to describe what is going on, as it implies that people just give up and stop working. A more accurate term would be “the great work change”. In the US, the number of people quitting their jobs each month is hitting new records. In November 2021 4,5 million people resigned from their jobs. Apart from the baby-boomers, who are retiring in large numbers, people are changing jobs.

What fuels the resignation wave?

There are many reasons why people want to quit their current job. It may be because they look for a more favorable work-life balance. Some people have moved from the big cities to a rural setting and have to find new jobs as they cannot work remotely anymore. Of course there are those who change jobs to get a better salary. After all, the economy is booming and corporations are hiring. Some people feel burned out at their current workplace and want to start something of their own.

The resignation wave, or job change wave, is not only a US phenomenon as it is also visible in Europe. In Germany, for example, more than a third of the companies feel a shortage of skilled workers. While the most common reason in Europe to quit a job is that the person got a better offer somewhere else; mental health issues have also emerged at the top of the list. Almost three out of four young Europeans have experienced burnout that is related to work.

How can employers turn the process around?

What can managers do to retain people at work? For one thing, instead of just looking at the numbers, they should look more at the person delivering those numbers, and make sure the person feels valuable and cared for. Failure to retain employees means that companies have to start hiring in large numbers. Poaching employees from a competitor in the same city is probably the easiest way, but it just leads to higher salary costs without necessarily improving performance.

Eventually, corporations need to look further out if they want to hire new talent. Offering convenient relocation & destination services is one way of making it easier to acquire new talent from other cities or countries. Also, as employers often have a fairly rigid salary range for certain types of jobs, an attractive relocation package is an effective way of reaching out to a potential new employee in cases where the employer can offer a supplement for salary using compensation and benefits packages for their employees. While being a huge financial help for the employee, the relocation cost is a one-time expense for the employer.

What can employees do?

Relocation is not just something that employers offer to their employees. Employees can also ask to be relocated in order to join a team in another location. Employees are often the persons who know what needs to be done in order to improve corporate performance. Jimble offers extensive tailored relocation services to corporations that care for the wellbeing of their employees and their families when relocating to the Netherlands. 

It will be interesting to watch whether the great job change also will result in “the great relocation” in the near future in Europe.

Interested in how we can help?

Please contact us, and we would be happy to assist!

Further reading:

• Why working abroad boosts your creativity

• What is global mobility? Our mission

Diversity & Inclusion is a hot topic in the 21st century, as more and more organizations try to adopt D&I practices in their hiring processes and foster D&I  amongst their employees. ​​The pandemic has also made organizations rethink and change their old ways of doing things to be able to cater to the well-being of their employees. While the benefits of having a diverse workforce are widely known (e.g. wider candidate pool, increased creativity and innovation, economic competitiveness etc.), is this enough? What does it mean for an organization to be truly diverse and inclusive? 

Global Mobility is key in driving a diverse workforce

This is where Global Mobility leaders step in. The role of Global Mobility in driving a diverse workforce is key. For an organization to be called truly diverse, having an international presence is not the end-goal, but only the beginning. Global Mobility leaders should be mindful of the challenges of diversity and they should be able to step at the forefront of equal opportunity amongst assignees. 

Organizations are forced to change their old “traditional” way of thinking as they become more diverse. This will also improve the image of the organization to outsiders. By having a more diverse team, global mobility organizations will also be more culturally aware and have employees with a good variety of language skills at hand and thus companies will be able to offer better services to global markets.

What is the ideal skill set for an assignee population?

An organization that demonstrates Diversity & Inclusion is one whose workforce, as well as their assignees, are representative of the wider population. This means that a diverse organization’s assignees cannot be homogenous. Rather, they should come from a variety of different backgrounds and have a diverse set of skills. When it comes to the ideal skill set an assignee population should have, cultural adaptability, flexibility, language skills, curiosity and emotional intelligence are only some of the key employee characteristics that are essential in any successful global assignment. Once these skills are integrated in the assignee population, not only will the assignment be successful but the ROI will also increase.

Overcoming cultural biases 

The 21st century has also transformed attitudes towards gender. This means that international organizations should include more women and LGBTQ+ employees in their international assignments, and reap the benefits of having a diverse workforce. If global mobility teams can overcome -unconscious- biases and embrace diversity, they will have access to a wider talent pool, and they will improve their reputation within the global business.

Working remotely is the new normal

The pandemic has made work-from-home the new normal and it is forcing employers to be more flexible when it comes to addressing the needs of the employee and making sure the employee knows they have somebody to count on.

The workforce is more diverse now as people from different cultures, living in different locations can work remotely on the same team. Suddenly the office is not located in a set location, but it is spread around the globe. This demands increased inclusiveness and sensitivity from both employees and leaders.

Making sure that the assignee population represents the diversity of society as a whole is the only way to ensure success in an international assignment. Global mobility leaders will be responsible for carrying out this new workforce and they will act as the catalyst for the integrity of global mobility now and in the future. 

Interested in how we can help?

Please contact us, and we would be happy to assist!

Further reading:

• What is global mobility? Our mission

• 6 Reasons why having a multicultural team gives your company a competitive advantage

If you’re planning on expanding your business internationally, there are a few factors you need to take into consideration. What are the challenges of international business? What location do you want to go to, for example? And is there enough potential talent in the area? In order to help you go through the process as smoothly as possible, we have listed a range of things you need to consider when going international.

Possible reasons for international business expansion

When you are expanding your business internationally, you probably have a good reason to do so. Possible reasons can be a gap in the market or a local increase in demand for your service or product. Whatever reason you have, in every situation it’s important to base your decision on facts and not emotions. In doing this, you need to look at the market you want to serve and listen to their wants and needs.

What are the challenges of international business?

Every major business decision comes with its hurdles. Here are the challenges you should prepare for before expanding your business internationally.

• Regulatory and compliance requirements

Every country has its own tax codes, packaging standards, business regulations and banking system. Therefore, it can be a hassle to complete the necessary paperwork for  compliance and setting up a new corporation. Before you start expanding, learn everything there is to know about the local market you are aiming for to be fully prepared when expanding internationally.

• Language and cultural differences

Expanding overseas comes with cultural and language barriers. Not understanding the key differences in behaviours, beliefs and values can lead to a culture clash. Get a good grip of the local culture by hiring bilingual and native staff members or partners. They know the market to a T. This will give your team the necessary insights in how the culture of a country affects the market for consumer goods and services. 

• Market strategy

Products and services need to be suited for the market you are expanding to. That means packaging, language instructions, marketing materials etc. Create a market strategy, based on the research you have done about the regional or local market. 

• Local competition

It is a challenge to persuade foreign consumers to trust and buy your brand when a similar product is made in their home country. Think about why consumers would buy from you over the local competition. Ask yourself, can you penetrate the market under profitable circumstances?

The top 5 best practices for international expansion

If you’re ready to tackle the challenges of international business, follow these steps. 

1. Find the right local partners and team

It is essential to establish a team that understands the local market and language to be successful. Working with a local team and local partners makes it easier to deal with the regulations of the market you want to expand to. They also help to communicate your company’s unique selling points in a way that is meaningful to the local market. 

2. Do the necessary market research

Think about all possible scenarios before making major business decisions – especially during international expansion. Always do your market research or even spend time in the market you are aiming for. The information you receive is crucial to develop your strategic plan moving forward. Get to know the market and the competition by hand. 

3. Be willing to change direction

With every new market you enter come new challenges. Be acceptive and prepared for any bumps in the road. Being adaptive is the way to success. Always make sure your product or service meets the local consumer demand. 

4. Set up your local customer support team

Once you have stepped in a new market, you will have a new customer base to support. Like in any market, consumers will want immediate support. It will be vital to set up a local customer support system and team. 

5. Create the right infrastructure

It is vital to create the right infrastructure to ensure smooth sailing of all business operations. These are some questions you should have answered beforehand:

• Do you have your local management team in order and can they deliver your market strategy?
• Is your product or service localized?
• Are your distribution channels in order?
• Is your team ready to handle customer support?

How to do international business?

Just because you’ve got a good business in one country doesn’t mean you’ve got the upper hand when it comes to international expansion. Every company is different and the market is always changing. On top of that, understanding international business rules and regulations can be difficult. In order to expand successfully, you should hire experienced professionals who are well versed in international business law and customs. 

Relocating to a new market? We are here to help 

Next to hiring professionals for the business side of things, it’s important to pay attention to employees who might need to relocate to the new location. A well-organized relocation can increase productivity, efficiency and profitability. In most cases, successful relocation will require thorough planning and preparation with input from all parties involved. Our professional team of relocation experts can help you achieve optimal results fast.

Are you planning to expand your business to the Netherlands and are you in need of relocation professionals? Contact us today or check out our relocation services.

Further reading:

• Why working abroad boosts your creativity
• 6 Reasons why having a multicultural team gives your company a competitive advantage

Not only is Amsterdam one of the most beautiful cities in the world, it also has a thriving startup ecosystem. The city is exploding with entrepreneurs that have an innovative drive and ambition. Together they are growing the combined value of Amsterdam’s tech ecosystem every day. Your business can be part of that if you decide to relocate to Amsterdam.

Make your business an Amsterdam HQ

The fact that Amsterdam has become the home of many startups and entrepreneurs is evident in the expansion of its tech ecosystem. In 2015, the value was €10 billion, whereas in 2020 it had grown to a whopping €73 billion. This makes Amsterdam one of the best startup ecosystems in Europe. If that alone isn’t enough reason to convince you to start a business in Amsterdam, it’s also a hotspot for investors. Investors in Amsterdam have loads of experience and are willing to double down on investments they think are worth investing in.

Why your international company will prosper in Amsterdam

Next to the rapidly increasing tech ecosystem, Amsterdam as a city is also ideal for international companies. During the day, an average habitant of Amsterdam will speak more English than Dutch due to the international nature of the city. This makes the city incredibly welcoming for international talent, as most Dutch people are proficient in English. For this reason, Amsterdam attracts internationals. This is highly beneficial for your business, as you want your employees to feel at home when you relocate them. 

When you reach the stage where relocating your staff becomes necessary, you will need to arrange a number of things. Think about organizing accommodation, moving goods and overall logistics. Because arranging everything requires a lot of your time and energy, it can be helpful to use a relocation service provider like Jimble. Not only do we help your employees move to the Netherlands, we offer additional expat services like moving and logistics, settling-in services and integration services.  

Get in touch

Curious what we can do for your company? Please don’t hesitate to contact us today.

Further reading:

• Dutch business culture: your guide before your first day in your new office
• What work permits do employees in the Netherlands need and how to apply