Today, the geographic borders of countries matter less and less in the business world. With technological advances speeding up manufacturing, shipping, and e-commerce, growth opportunities abound. However, taking your business abroad can feel daunting, especially considering international laws and cultural differences.
Thankfully, there are ways of expanding internationally, both physically and digitally, that offer the benefits of globalization without the headaches. As with any meaningful business change, business leaders need to research, identify, and plan for the possibilities before implementation.
1. Seek Help With Regulatory Compliance
The employment laws and regulations of the United States are challenging enough to understand. So taking on the task of not one but many country’s laws can be enough to halt your global expansion plans. However, businesses large and small can both grow and maintain compliance internationally with the help of external partners.
If you don’t have a huge human resources team, you may need to hire a professional employer organization. What is a PEO? Just as you might outsource printing, warehousing, and content creation, a PEO helps you maximize results and minimize risk.
Think of a globally oriented PEO as an extension of your HR team that understands the intricacies of an international workforce. It handles benefits, payroll, taxes, and some compliance matters while you focus on running your business. With a PEO, you can be confident that your international hires have a smooth employee experience and competitive compensation package.
Some countries have specific rules on holidays, leaves, and withholding that can get unmanageable quickly. While you’ll need to have a working knowledge of some factors, like holidays, you don’t have to know it all. Use a PEO to fill the gaps and ensure regulatory compliance as you grow.
2. Immerse Yourself in Local Culture and Customs
The world may be getting smaller, but the opportunity to expand your cultural perspective is unending. And while Western influence can be found across the globe, that doesn’t give business leaders a pass on cultural understanding.
Learning about and honoring cultural differences is a sign of respect that can endear your business to its international employees and customers. Even if you operate in a solely digital space, culture and customs will impact how and when you do your work. Dedicate space and time to learn about the countries you plan to operate in. Consult with internal stakeholders on your company’s schedule and demands and consider their implications for your overseas operations.
Imagine that your busiest season matches up with a major festival or holiday in the country where your remote talent lives. This can create a demand for more paid time off just when you need all hands on deck. Use this information to adjust project schedules to ensure coverage during peak times. As you onboard global talent, develop a flow of information that helps you learn these intricacies so you can align your workload accordingly.
Beyond scheduling, you’ll need to learn about customs and social norms. Hierarchy, communication preferences, and social etiquette top the list of factors to consider. Commit to learning more and training your current employees on how best to integrate this information into daily practice.
3. Ensure Your Domestic Team Embraces Your Global Perspective
Now that you’ve established your global growth plan, you’re set for success, right? While you may have the paperwork in alignment, don’t forget the human element of the equation. Your domestic team deserves clarity and candor when it comes to business change. Plus, the success of your growth strategy depends on your people being able to execute at the tactical level.
Work with your internal communications partners to develop a change management strategy. Ideally, you’ll involve these important internal stakeholders early in the process so they can learn as the plan evolves. Plus, they’ll be able to make meaningful suggestions and provide input when challenging topics arise.
For example, if you’re hiring remote global talent and your domestic team is 100% in-office, it may prompt complaints of unfairness. You may need to modify your stateside operations to enable remote work so current employees feel they’re being treated equitably. Walk through the changes and adjustments associated with your expansion, considering them from all angles. Even if a change feels small, don’t downplay it. Change happens most smoothly when individuals know upfront what’s happening, why, and when.
Provide support and resources for employees during the change process, which can reduce confusion and improve buy-in. If your global workforce change has you shifting to collaboration tools and autonomous work, you’ll need to provide training. Create an internal task force beyond the management structure to champion your change process and serve as peer advocates. The more intentional and strategic you can be with your change management plan, the better your employees will adopt it.
Welcome to the Global Business World
Your global organization opens you up to a whole world of opportunities. However, the promise of limitless potential can be as daunting as it is inspiring. Don’t let that bog you down. Instead, focus on your business’s true north as you expand in a meaningful, manageable way.
Lean on your technology partners to keep you compliant. Empower your managers to get good work done on a global scale. Monitor and manage your customers’ experience with special attention to the impact of internal shifts. And remember to engage your human workforce throughout the process. When you do, you’ll bring your business into the future of work and discover your company’s true potential at scale.