Has the thought of joining a global team ever crossed your mind? Are you worried you’ll be out of your depth? You’re probably right… but don’t let that put you off! Read on for some tried and tested tip on making a smooth transition…
Six months ago, I made the decision to leave my HR role at a London agency to join LEWIS, a global agency spanning four continents. I went from working with 200 employees in one location, all of whom I knew by name and saw nearly every day, to working with 550 employees who were spread across the globe.
I’m hoping that by sharing my experience, you’ll be provided with some helpful insights on navigating your move into any global role.
While it may seem obvious (‘global agency’ and all…) the first thing that becomes quite apparent is that your stakeholders are literally based in different continents. While booking a quick ‘catch up’ meeting has never been an issue, you now have to navigate through different time zones, public holidays and working hours.
You’ll also need to get to grips with decision-making on a global scale. You have to involve more people when dealing with people matters than you would in a local agency. In addition, the repercussions of decisions and the implications of simple changes in one office or country, may have knock-on effects in another, so it is important to consult with all stakeholders affected.
With that said, the most interesting aspect of the role at LEWIS is the opportunity to work with different offices and cultures, but no doubt, it is also the most challenging part. It can be extremely frustrating when you’re trying to get to grips with different local laws, especially when they vary so much between countries.
…until you join a global team!
For the HR professional, access to a global network ultimately means the talent pool is huge. You can search far and wide to ensure you’re recruiting the right people for the right role. You’re no longer bound by borders, and the team at the visa office are like our extended family.
The HR role itself becomes more interesting. You have to learn, adapt and engage with different cultures, ensuring you tap into what employees really want in each region. This makes rolling out global ‘one size fits all’ policies virtually impossible, but it really means that you need to connect and understand each of the local teams.
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