When setting up operations in a country that isn't your own, there is a lot to organise, such as ensuring your business complies with international trading regulations, complex financial management, and practical aspects like finding the right premises.
In this ready flow of practical tasks, is all too easy to forget that you will be working in a new culture, with new employment rules, and with new people, whose expectations differ – sometimes vastly – from those you are used to.
With twenty valuable years of experience working closely with British and French companies, and the holder of qualifications in both employment disciplines, I am well-versed in the HR differences between the two countries, and how these translate into effective business operations.
The official introduction of Brexit has seen a wealth of new enquiries about how to manage HR effectively in France. As there seems to be scarce guidance online, I have set out some key considerations below.
The third national UK lockdown may have officially begun on 5th January, but for many people, it will have felt much longer ago.
As well as coping with the intense, stressful 'stop-start' environment we currently live in, we are also trying to keep ourselves and our families fed, watered, motivated, and in some cases, educated from the kitchen table.
And as if all that wasn't bad enough, we've still got another long, dark month of winter in lockdown ahead.
In times like these, it is vital that employers provide an effective programme of support. Here are three ways to help your staff avoid burnout in February.
An intensely challenging year that was characterised by uncertainty and chaos, waving goodbye to 2020 felt like a huge relief for many people.
Yet as we all know, the economic fallout is far from over. According to a recent People Management article, there were more than 800,000 UK job losses since the start of the pandemic, as companies of all shapes and sizes struggled to stay afloat.
The good news is that with an extension of the job retention scheme, not to mention the promise of a Covid vaccination schedule, there is hope on the horizon for 2021.
However, last summer ACAS reported that redundancy-related calls had "shot up by 160%" from 2019. Further restructuring – and redundancies – will be unavoidable for many organisations as the year unfolds, creating a landscape of further insecurity.
Amidst such heightened anxiety about the job market and our general wellbeing, the way organisations choose to approach and implement their restructuring plans matters more now than ever before.
Here are some tips on how to carry out the process with both confidence, and much-needed compassion.
Happy new year!
Saying goodbye to 2020, one of the toughest years in living memory, surely has to count as a form of motivation in itself.
However, with Covid restrictions still in place for some time to come, the January blues may seem far bleaker than usual for many of your employees.
Still unable to connect properly in person, and with most day-to-day work still being carried out from home, it's easy to feel that nothing has changed except the date.
Luckily, there are many simple and cost-effective strategies to help keep everybody motivated as we head into this brand-new year. Here are some examples.