Partner support policy workshop

Thanks to the generosity of HEINEKEN, we held our partner support policy workshop at the Heineken Experience in Amsterdam on May 30, with Ellen Jansma, Global Mobility Manager, as our gracious host. The workshop was fully booked, with 70 participants, consisting mainly of HR/Global Mobility Managers.

Goal

The goal of the workshop was to discuss the structural improvement options of partner support, taking into account the worrying trend of decreasing ‘partner support needs met’ scores (see Partner support demand article).

Quotes, quotes and more quotes

With so many HR officials gathered together, there are bound to be many interesting points of view. We collected a number of statements that you might find remarkable, recognisable or challenging.

• “My bonus is based on a budget which has been frozen since 2009 and not on the success of the expatriation. It is penny-wise pound-foolish but, unfortunately, I have not been able to change it.”
• “It is better to have the spouse in the communication loop too, rather than only the employee. We have learned the hard way that the partner’s opinion is crucial when it comes to mobility issues.”
• “It is becoming more and more important that we individualise support. The fact that you are doing something well in one country does not necessarily mean that you can replicate that in other locations.”
• “Especially in emerging markets, the big question is: what do you do if you can’t help a partner to find a job?”
• “It is also crucial to manage expectations.”
• “If an expat is experiencing dissatisfaction at home because their partner is not happy, then that will also reflect in the work environment, and affect their chances for success. In the end, the cost is huge.”
• “For expat partners, exploring other options than a paid job is important. They can change course. It’s the opportunity of a lifetime, really.”
• “In certain cultures, it is ‘not done’ to complain. Some expats will not allow their spouses to complain to someone within the company.”
• “The top of our organisation has not been expatriated; consequently, decision-making about partner support improvements is slow.”
• “Unfortunately, our support budgets are locally managed: local management, without any expat experience, doesn’t understand the needs.”
• “A lump sum for the partner is part of the salary package. It’s not easy to change that, but it has to be done.”