As companies consider virtual assignments instead of physical relocations, what pitfalls and opportunities must be addressed?

The global pandemic is leading many corporations to consider virtual assignments instead of physical relocations. Many considerations must be made to ensure employees in virtual assignments are fully supported in their new role. Among those include:

• Time zone differences
• How frequently the assignee needs to be onsite
• Assignment country compliance
• Tax regulations
• Leadership abilities across cultures
• Talent development needs

Discover best practices in this EuRA Fall Forum panel featuring Laura Levenson (Weichert), Tracy Kautzmann (IMPACT Group), Lucy Foster (IMPACT Group), and Kay Kutt (Silk Relo).

Laura Levenson (Weichert)

“My clients’ five deepest concerns with virtual assignments, including global movement and domestic movement, are immigration challenges, flexible approaches, duty of care, employee experience, and controlling costs.”

Lucy Foster (IMPACT Group)

“In a recent pulse check IMPACT Group conducted in the industry, we saw a growing need and concern around how to maintain synergy between business goals and a new remote workforce. Forty percent (40%) of companies in that survey indicated they believe they will need to invest more cross-cultural training and leadership training to ensure diverse teams work effectively together.”

Kay Kutt (Silk Relo)

“Uncertainty and well-being of the virtual assignee is a big concern. Lack of control can affect productivity and effectiveness of the person on assignment. It’s also vital to ensure there are proper communication channels to support the virtual assignment.”