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Welcome to our Blog

Our blog lets us share with you current news and views from the world of HR and Global Mobility which we hope you will find interesting, informative and even entertaining. Along with our own thoughts and opinions we will bring you external articles and updates on items we think may matter to you.

We hope you enjoy reading our blog.

03
Jan
2018
Relocating Overseas… With Your Pet
If you have pets, you’ll know that they are definitely part of your family. So what happens if your employer offers you an international relocation?
15
Dec
2017
Ten Christmas Travel Tips
All too often, stressful journeys create a bad start to the holidays. Here are ten simple steps to help enjoy a smooth journey and arrive…
12
Dec
2017
Our Global Relocation Survey Says…
Customer feedback is extremely important to the team at BTR International. Referrals and recommendations are the lifeblood of our business and first impressions count.
28
Nov
2017
Easy Relocations
Any move can be stressful, especially when you are relocating to a new country. Working with the right partners can minimise this stress.
06
Oct
2017
BTR Wins Platinum Award
BTR International Receives Top Level, Commitment to Excellence Platinum Award at Cartus 2017 Global Network Conference.
22
Sep
2017
The New Normal of Global Mobility
This year’s report from the RES Forum looks at ‘Flexibility, Diversity and Data Mastery’ within global mobility – and how these traits are becoming the…
24
Aug
2017
Global Mobility: Predictions for 2020
The last decade has seen a 25% growth in global mobility. A further 50% rise is forecast by 2020 says pwc.
09
Aug
2017
Work Friendships Help Relocations
Good relationships at work help international assignees to settle faster and stay longer in their new role.
03
Jul
2017
It’s Official: London is Europe’s most dynamic city
A new report places London at the top of the list of Europe’s most dynamic cities. What is this based upon?
28
May
2017
One Big Benefit for Today’s Mobile Talent
Ideally, international relocations offer benefits to both the organisation and employees. But there is one big benefit that increases the chances of a successful relocation…
Relocating Overseas… With Your Pet

Relocating Overseas… With Your Pet

If you have pets, you’ll know that they are definitely part of your family. So what happens if your employer offers you an international relocation?
In many cases, it is absolutely ok to take your pet with you. Different countries have their own requirements, however you should find that your pets could relocate with you.

4 Tips for Moving Abroad With Your Pets:

1. Check the requirements of your destination country before travelling

2. Your pet’s health

You will need to obtain a health certificate for your pet, approved up to ten days prior to travelling. Also, please consider the age, disposition and general health of your animal prior to deciding to ship him/her abroad. In addition, how will; the living conditions in your new destination compare to what your animal is used to?

3. Shipping your pet

To ensure that your pet endures minimal stress whilst travelling overseas you should:

• Buy a suitable carrier
• Get your per used to the carrier before travelling – from sleeping and feeding to taking them on short journeys. This ensures that the crate that they travel in is familiar and confortable to them.
• Access to water is essential, so fix a bottle securely to the crate and ensure that your pet is used to drinking from it before he/she travels.
• Provide adequate food (usual brand) and feeding instructions with the carrier. Plus, if you are transporting your dog, provide a collar and lead so that they can walked between flights or during delays prior to boarding.
• Mark your crate with your destination and contact details plus your pet’s name.

4. Returning home

Art the end of your internal assignment, you must meet UK border control requirements when return home with your pet. These include making sure that your pet:

• has been microchipped
• has a pet passport or third-country official veterinary certificate
• has been vaccinated against rabies - it will also need a blood test if you’re travelling from an ‘unlisted country’
• has a tapeworm treatment, (dogs only).

Your pet may be put into quarantine for up to 4 months if you don’t follow these rules - or refused entry if you travelled by sea. You’re responsible for any fees or charges.

“Many assignees want to take their pets with them when they relocate overseas,” says Louise Chilcott, Global Move Specialist at BTR International. “It’s important that every detail to taken care of to ensure that animals are looked after properly during transit and reunited with their owners safely.”

If you would like to know more about what is involved with taking your pet with you to your planned location, contact Suzanne for an informal discussion. Email .(JavaScript must be enabled to view this email address) or call her on +44 (0) 1582 495495.



Image by Mister GC. at FreeDigitalPhotos.net

Ten Christmas Travel Tips

Ten Christmas Travel Tips

All too often, stressful journeys create a bad start to the holidays. Here are ten simple steps to help enjoy a smooth journey and arrive with your festive spirit in tact!
The festive season involves many traditions. For many people this includes travelling to see family and friends... or even an exotic holiday. Whatever your travel plans are this Christmas, bear in mind these helpful travel tips:

1. Avoid the peak travel dates – you’ll save money as well as avoid the crowds.

2. Check your baggage allowance along with your shopping list – taking your Christmas shopping on your flight can create extra fees if you exceed your weight allowance. In fact, the allowance often changes over the Christmas period. If you’re travelling to see relatives or friends, how about ordering online with your destination as the delivery address? (Remember to allow time to wrap presents when you get there!)

3. Avoid excesses before your flight. There is little tolerance of inebriated behaviour – at airports and on flights. Make sure that you are allowed on the aircraft!

4. Allow extra time for parking – this is a busy time… there will be even more fellow travellers around than usual. Even better – can a friend or a taxi give you a lift to the airport?

5. Allow some extra time for booking in.

6. Allow even more extra time – so that when something doesn't go to plan, you deal with it in your stride. Delays happen!

7. Do not wrap presents before your flight – security personnel will need access to all items.

8. If you’re driving, remember to check the car before travelling – we know it but we don’t always do it!

9. Stay connected – there are lots of travel apps that will keep you fully informed about everything from real-time updates on delays to the time you’ll spend in airport security, cheapest petrol prices to the cleanest toilets along your route.

10. Relax! This is the start of your holiday… get ready to enjoy Christmas!

Wishing you a happy festive season from everyone at BTR International.
Our Global Relocation Survey Says…

Our Global Relocation Survey Says…

Customer feedback is extremely important to the team at BTR International. Referrals and recommendations are the lifeblood of our business and first impressions count.
Earlier this year, we commissioned an independent agency to speak with our clients. What matters the most when it comes to planning and implementing international relocations? How do organisations choose their relocation partners?

Importantly, all the feedback we received was anonymous. We offered our agency a list of clients – all of whom had been contacted to explain our research initiative and ask for their participation. Speaking to someone outside of BTR International and knowing that their feedback was strictly anonymous meant that clients could be totally open and honest.

A summary of the key results is below:

3 most important features of global mobility support:
1. Service standards – BTR International has a 98% customer satisfaction score
2. Recommended – most of our work comes from referrals and recommendations
3. Value for money – not price alone, but what is provided for the cost involved

Understandable, people want to have confidence in their global mobility support provider– and prefer to work with a company which has been recommended.

Quote: “Customer service – your girls are excellent.”

3 big benefits of working with BTR International:
1. Speed of response
2. Keeping in touch
3. Organisational skills

A consistent theme through the research calls was how much clients are impressed with the responsiveness of the BTR team. Actions are carried out promptly and feedback offered.
They appreciate regular communication and feel that BTR is helpful and well organised. This helps clients to feel reassured that their global mobility is being handled expertly and efficiently.

Quotes:
“Your speed of response is great.”
“Your extraordinary support and quick answers.”
“There’s no doubt that you are one of our leading suppliers.”
“You are well co-ordinated with good follow up contact.”
“You always go the extra mile.”
“You take the stress from us alleviated problems such as bank accounts, National Insurance numbers – it’s great to have one point of contact for all this.”
“Everything is very easy.”


It was important to gain a neutral view of how BTR International is performing. We nervously awaited the results… and were delighted with our clients’ views about the service we offer. Our next goal? To maintain this valued level of service and attention to detail for every single global move.

Are you involved with international relocations for your company?

Discover how BTR International may be able to help you make your relocations as stress-free as possible.

Contact our Global Move and Relocation Specialist Louise Chilcott for a no-obligation chat about how BTR International can help your organisation. You can reach Louise via  .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.
Easy Relocations

Easy Relocations

Any move can be stressful, especially when you are relocating to a new country. Working with the right partners can minimise this stress.
‘The devil is in the detail’ – it’s a popular saying and it’s absolutely right. From research to choosing your new home, to physically arriving in your new location… working with accredited, experienced people will dramatically reduce the stress involved with your move.

A successful relocation – global or domestic – will involve professional support for:

1. Research
Moving to a new country is exciting yet can be a little daunting too. It’s important to research your new location. Be aware of housing options – where and what type – as well as schools (if necessary), transport links and local amenities.

We’re all individuals – and will have our own priorities and requirements for where we live. Find out if your relocation package includes orientation services and help with settling in. This support can make your transition into a new community much smoother and happier.

2. Finding Your New Home
Many international assignees start their relocation in temporary accommodation whilst they settle into their new country, defining what they are looking for from their new home. This step helps to make your initial move easier, however you may need to move again within your new location.

3. Your Physical Move
Moving abroad, you need a removals partner who will support you with a true ‘door to door’ service. Choose an accredited company that has experience of global relocations. They’ll have the contacts and knowledge to ensure that your physical move – from your personal belongings to valuable items and your family pets – will be completed reliably and with minimum anxiety.

“We make sure that moving is as stress-free as possible,” says Louise Chilcott, Business Development Executive at BTR International. “We provide a move plan which meets the needs of the organisation and the assignee. Plus – you will have as dedicated account manager for easy, direct communication throughout your move.”

In summary
These three points can make all the difference to the ease of any move but especially an international relocation.

Talk to BTR about the countries involved with your organisation’s international assignments. We’ve been successfully moving corporate assignees and their families worldwide since 1983. We have a proven track record for providing excellent services and have a network of reliable contacts across the globe.

Contact Louise via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.
BTR Wins Platinum Award

BTR Wins Platinum Award

BTR International Receives Top Level, Commitment to Excellence Platinum Award at Cartus 2017 Global Network Conference.
We were honoured for our outstanding performance at Cartus Corporation’s 2017 Global Network Conference, held September 25 – 26 in Chicago, Illinois, at the Hyatt Regency, McCormick Place. The Cartus Global Network is Cartus’ industry-leading worldwide service provider network. Each year, Cartus recognizes the companies and individuals in the Network who have provided extraordinary service to its customers and clients worldwide. The theme of this year’s conference was “Innovate.”

BTR International was named winner of the Global Network Commitment to Excellence Platinum Award for its exceptional service results, the highest level award a supplier can achieve through service performance. This award recognizes a supplier’s measureable commitment to excellence and is presented to Global Network service providers who have distinguished themselves by achieving critical performance metrics.

"BTR International consistently demonstrates an above-and-beyond commitment to our customers – and to Cartus,” said Mike Brannan, senior vice president, Global Supply Chain Management. “Our Global Network providers are a crucial part of the Cartus team, because they minimize the stress that our customers often feel when they’re making important relocation decisions. This award acknowledges their unparalleled work ethic, compassion, professionalism and commitment to excellence.”

“We are delighted to have won such a prestigious award,” says Louise Chilcott, Global Move and Relocation Specialist at BTR International. “We always strive to provide an outstanding service to every one of our clients and are proud that these standards have been recognised on a global platform such as the Cartus Global Network Conference.”

She adds: “Cartus has always maintained rigorous criteria and performance standards for their Network providers, but also for the recipients of the Platinum Commitment to Excellence Award. We’re proud to be a part of Cartus’ Global Network, and to have received this honour, which recognizes our mutual commitment to quality, superior service and to finding innovative ways to provide that service in the changing face of relocation.”

To find out more about the services provided by BTR International, contact Louise via .(JavaScript must be enabled to view this email address) or call her on +44 (0) 1582 495495.
The New Normal of Global Mobility

The New Normal of Global Mobility

This year’s report from the RES Forum looks at ‘Flexibility, Diversity and Data Mastery’ within global mobility – and how these traits are becoming the new norm in our fast-moving sector.
The report looks at five key issues:

1. Global mobility data
Most companies see a variety of benefits to discovering and visualizing useful global mobility (GM) information. Data analytics allows international organisations to source evidence-based conclusions. The report states that The GM data analytics field is still immature and relatively neglected within companies. However, the field is gathering energy, speed and focus.

2. Managing age diversity in global mobility
The report identifies a number of trends within international talent mobility. In particular, the personal drivers that motivate different age groups are highlighted:
• Personal drivers were most important to early-mid careerists (Generation Y, Millennials)
• Expatriation package was most important to mid-peak careerists (Generation X)
• All age groups sought sense, fulfilment and career progression. However, career impact was more important to early-mid as well as mid-peak careerists compared to their older counterparts
• Professional challenge was most important to early-mid careerists (Generation Y, Millennials) in comparison to the other generations
• Younger expatriates perceive a stronger need to expand their social capital even though it is probably older assignees who utilize their social networks more for work purposes
• Partner and dual career considerations as well as family and educational concerns are more pertinent for mid-peak careerists (Generation X) than for other age groups
• Security concerns are more important to mid-peak and late careerists (Generation X and Baby Boomers) while early-mid careerists (Generation Y, Millennials) are more concerned about the attractiveness of specific host locations

3. The Brexit decisions and its impact on global mobility
The report summarises: “We live in an increasingly volatile, uncertain, complex and ambiguous environment that is likely to present both opportunities and threats.” It recommends that international organisations devote leadership attention and creative capabilities to understanding opportunities as well as the threats presented by Brexit.

4. Organisational development and talent management
In-depth understanding of assignees and their families combined with innovative thinking should shape global mobility practices. Many challenges faced by global companies are interlinked, dynamic and very complex. They are substantial challenges to overcome and impact greatly upon the success of global mobility programmes.

5. Reward package design
Assignment packages vary substantially depending on a range of factors. On average, short term assignees had a less generous deal than long term expatriates; business-driven and strategic needs based assignments were more generously rewarded than developmental assignments.

“The report shows that global talent mobility is increasingly vital for business success, “says Louise Chilcott, Global Move and Relocation Specialist at BTR International. “To gain the best results from international assignments, organisation must have a robust yet flexible relocation policy and a support package that suits assignees’ individual requirements and locations.”

If you would like to discuss your organisation’s global mobility without obligation, contact Louise via .(JavaScript must be enabled to view this email address)  or call her on +44 (1) 01582 495495.

To read the RES Forum’s report summary, click here.


Image courtesy of jscreationzs at FreeDigitalPhotos.net
Global Mobility: Predictions for 2020

Global Mobility: Predictions for 2020

The last decade has seen a 25% growth in global mobility. A further 50% rise is forecast by 2020 says pwc.
This increase is heavily influenced by technology and emerging markets, which have also impacted upon the structure and management of global workforces.

As international assignments become a necessity for many organisations, it’s good know that they are also popular with employees. The pwc report states that mobility opportunities are recognised as key to attracting, developing and engaging talent. 71% of millennials want to work outside of their home country during their career.

A New Form of Mobility
Whilst a 50% increase in mobile employees is predicted, assignments are set to change in nature. Traditionally, international assignments have involved a three/four year relocation abroad, then a return home. Instead, new forms of ‘purpose based’ mobility such as developmental rotations, reverse transfers (between emerging and mature markets for skills transfer, for example) and global nomads (regional leaders without a ‘home’ country).

Emerging Destinations
New markets have increased the number of global mobility locations offered by organisations. As emerging markets mature, so do employee reward programmes in this countries, affecting mobility demand.

Sophisticated Mobility Programmes
Changing assignment dynamics and a 50% increase in global mobility will demand more sophisticated mobility strategies. Organisations must utilise agile, adaptable and constantly evolving programmes in order to meet the specific requirements of the business and employee groups.

The Pressure on HR
HR teams will come under even more pressure to provide evidence and insight to support mobility decisions and manage programme costs. Predictive ways of thinking and analytical techniques will grow in importance.

Have you thought about how your organisation will cope with the increase in global mobility?

How flexible and robust is your international relocation policy?

Now is the time to ensure that your business can capitalise upon predicted changes within global mobility. To explore the options, have an informal discussion – without obligation – with Louise Chilcott, Global Move and Relocation Specialist from BTR International.

Contact Louise via .(JavaScript must be enabled to view this email address) or call her on +44 (0) 1582 495495. Let’s make your company’s global mobility as stress-free as possible.



Image courtesy of Nutdanai Apikhomboonwaroot.at FreeDigitalPhotos.net

Work Friendships Help Relocations

Work Friendships Help Relocations

Good relationships at work help international assignees to settle faster and stay longer in their new role.
Talent management company TLNT suggests that talent activation is built upon four pillars – one of which is “encouraging meaningful employee relationships”.

This is especially true when encouraging global mobility, with work friendships facilitating quicker productivity from international assignees. This is particularly relevant for younger employees. TLNT offers powerful statistics that reinforce the role of work friendships:
• Full-time employees (54% vs. 43% of part-time employees) were more likely to say they stay with their current employers because of their co-workers.
• 60% of employees feel their relationship with their employer positively impacts their focus or productivity at work, and 44% say it positively impacts stress levels.
• 3% of millennials consider “friendly co-workers” an important work atmosphere trait.
• 88% of millennials want to be friends with their co-workers.
• The number one source of hiring for organisations is employee referrals.

How can an organisation’s relocation policy maximise this opportunity?
Two aspects are important:

1. Communication
Encourage opportunities for shared experiences and communication, offering points of connection… and fun! A regular social programme with a mix of activities with help co-workers to bond and help new assignees learn about what their location can offer.

Ensure that managers have structured yet informal meetings with team members to encourage conversation beyond purely work-based topics.

2. Culture
Emphasise the culture of the organisation during team building and feedback sessions. Sharing ideas, providing honest feedback (safely) and celebrating team and individual success help to grow work-based friendships.

“Once an assignee has arrived in their new country and started their new role, support becomes even more crucial,” says Louise Chilcott, Global Move and Relocation Specialist from BTR International. “For the relocation to be a success, individuals need to settle into their new home and work role and quickly as possible. Friendships are hugely influential – especially as co-workers may be the only people that assignees know in their new location. Support as this stage is often overlooked and should feature within every relocation policy.”

TLNT adds: “Creating meaningful relationships can form a support framework, but effectively evaluating employees’ relationships serves as a way to measure their level of activation.” The following metrics are suggested:
• Is an employee a social butterfly or do they stay isolated?
• Is an employee volunteering for teams? How many?
• Is an employee providing feedback to others? Coaching others? Seeking out feedback/guidance?
• Is an employee actively recruiting friends and colleagues to apply for open positions within the organisation?

Learning from the results helps individual engagement and team performance to be analysed. This allows best practices and relocation support options to be identified.

Louise says: “The quicker an assignee bonds with their co-workers, the more successful the relocation and the team become. It’s win-win situation however it relies on a support framework being in place.”

If you would like to know more, or to discuss your organisation’s relocation policy, contact Louise for an informal discussion without obligation. Email her via   .(JavaScript must be enabled to view this email address) or call +44 (0)1582 495 495.
It’s Official: London is Europe’s most dynamic city

It’s Official: London is Europe’s most dynamic city

A new report places London at the top of the list of Europe’s most dynamic cities. What is this based upon?
Savill’s Investment Management analysed cities across Europe, using six categories:
1. Innovation
2. Inspiration
3. Inclusion
4. Interconnection
5. Investment
6. Infrastructure

Despite the uncertainty created by Brexit and the current political climate, London is predicted to remain a leading city during the long term. This is partly due to the London infrastructure plan 2050.

The London Infrastructure Plan 2050 is the first ever attempt to identify, prioritise and cost London’s future infrastructure to 2050, given London's growth. Costing around £1trn, services such as:
• Transport
• Green infrastructure
• Digital connectivity
• Energy
• Water
• Waste

5 Most Dynamic Cities in Europe:
1. London
2. Paris
3. Cambridge
4. Amsterdam
5. Berlin

Kiran Patel, chief investment officer at Savills Investment Management, said: “Europe’s most dynamic cities are future-proofing themselves by creating environments that encourage the growth of a ‘knowledge economy,’ which will increasingly drive wealth creation.

“The report shows that size isn’t everything: while some ‘supercities’ such as London and Paris are consolidating their already dominant positions, smaller cities such as Cambridge, Edinburgh, Dublin and Stockholm are well positioned to grow in influence over the coming years.” 

“Dynamic cities embrace global mobility,” says Louise Chilcott, Global Move and Relocation specialist from BTR International. “If your organisation would like to move people to or from these locations, we can help ensure that their relocation is as stress-free as possible.”

If you would like to know more, or discuss your organisation’s relocation policy or requirements, contact Louise for an informal discussion without obligation. Email her via  .(JavaScript must be enabled to view this email address) or call +44 (0)1582 495 495.


Image courtesy of Vichaya Kiatying-Angsulee at FreeDigitalPhotos.net


One Big Benefit for Today’s Mobile Talent

One Big Benefit for Today’s Mobile Talent

Ideally, international relocations offer benefits to both the organisation and employees. But there is one big benefit that increases the chances of a successful relocation abroad for everyone involved…
It isn’t about the money. However this remains the starting point for many recruiters. The HR Director reports that: “Two fifths (42%) of employers who have had difficulty recruiting candidates have increased the salary on offer, according to a survey of employers by the Recruitment & Employment Confederation (REC).”

Sometimes, an increased salary isn't enough. 80% of vacancies are re-advertised and 24% of employers lower the requirements of the role. So what is the big benefit that today’s employees are looking for?

The answer has emerged from a two-year study by the University of Birmingham Business School. Results show that: Employees with higher levels of autonomy have better overall wellbeing and higher levels of job satisfaction.

The Influence of Job Role
The university’s ‘Autonomy in Paid Work and Employee Subjective Wellbeing’ research found that job role influences the degree of autonomy – and therefore well-being amongst employees.
• 90% of employees working in management have some or a lot of autonomy
• Half those in lower skilled roles have no control over working hours
• Professional workers experience significant autonomy, however less than those in management roles
• Skilled trades experience various degrees of control; some have little autonomy whilst others can influence and/or control their work allocation and schedule

The research highlighted that in many cases managers remain unwilling to offer employees greater levels of autonomy and the associated benefits, because their primary role remains one of “control and effort extraction”.

The Gender Gap
The research also found that the level of autonomy differs between male and female employees.

Dr Daniel Wheatley of University of Birmingham Business School said to Personnel Today: “The study found compelling evidence to suggest that men and women were affected in different ways by the type of autonomy they experienced.
“For women, flexibility over the timing and location of their work appeared to be more beneficial allowing them to balance other tasks such as family commitments.”

He added that the manner of work and control over work schedule was more relevant to the wellbeing of female employees, whereas men were more affected by job tasks, pace of work and task order.

The Impact Upon International Assignments
Location is not a barrier to autonomy – support and communication play a vital role and today’s technology facilities these factors regardless of location. Dealing with the excitement and uncertainty of settling into a new country as well as a new role makes well-being even more important for new assignees.

“Everyone wants global mobility to be a success,” says Louise Chilcott from BTR International. “By supporting both the organisation and assignees, we ensure that relocations are as stress-free as possible. Helping employees and their families to embrace and enjoy their new location offers a degree of well-being. A work culture which is mindful of what helps individuals to be productive and content within their role is a winning formula for everyone involved.”

To find out more about the support available for your organisation’s talent mobility, contact Louise for an informal discussion. Please email .(JavaScript must be enabled to view this email address) or call her on +44 (0) 1582 495495.


Image courtesy of Sheelamohan at FreeDigitalPhotos.net