"CAN you be in London by June?"

For many people, the prospect of an international assignment, with its promise of more money and prestige, is a heady one.

But it is also a loaded proposition.

For many professionals, decisions about transfers involve family discussions about the needs of spouses, children and ageing parents. These are issues that may not be easily offset by the most generous of relocation packages.

Twenty years ago, anyone climbing the corporate ladder knew better than to say "no" to an assignment overseas.

But with the Internet linking business activities and people all over the world 24/7 and improvements in virtual communication, some executives may wonder if there is really a need to move to advance in their careers.

They know well the risks of being stuck in a new city (or some rural backwater) without a network, and of loyalty split between the parent and the local company.

They worry about having less access to policy-makers back home. And there is that very real danger of being "out of sight, out of mind".

But thorough research and good negotiation skills can help you make the right decision. Consider the following pointers regarding transfers:

1 Understand your family's needs and expectations

For married professionals, a move often means that a spouse will have to give up his or her job.

Is he or she willing to be a stay-at-home person? How will this affect the marriage and family dynamics? Will the company compensate for the loss of the second income?

Spousal dissatisfaction is one big reason for many failed postings.

2 Take ownership of the relocation process

Unless the company has a regular exchange of international employees, it may not really know the minute requirements at the destination.

Find out more from a colleague who has been down the same road.

Ask for a familiarisation trip, an orientation seminar or a cultural briefing. Do not just plan these as pre-trip activities.

3 Itemise the assistance you will need as a family

Request the services of relocation experts specialising in your destination, both before leaving for and after arriving in the new country.

Local experts are better equipped to deal with paperwork and the local property market, and provide information relating to health care, banking, private and public transportation, schools, food and shopping.

There are also plenty of little things in local etiquette and culture that can impact your daily life. For instance, a Singaporean in Germany was taken to task for not cleaning the common hallway. No one had thought of telling her that all the tenants took turns, as is the local custom.

4 Understand your professional responsibilities

There are obvious questions to be asked about the job - your role and place in the organisational chart, local corporate culture, work patterns and attitudes, relationships with colleagues and languages used.

The sooner you close these information gaps, the more productive you will be. Most of the tension in international assignments is rooted in cultural gaps.

Many a hardworking Asian in Europe has to learn to accept that his local colleagues, even if they are his subordinates, may legally be entitled to a shorter work week, more holidays and generally more employee benefits than himself.

5 Be culturally sensitive

Leave your stereotypes and prejudices behind.

Respect the local work and social customs.

In Europe, different nationalities have very different ideas about punctuality, festive celebrations, meal etiquette and even office dress codes. Repeated faux pas can reflect badly on you.

Remember too that most of the locals may not be well informed about you or your culture, nor are they obliged to be.

It might surprise many Singaporeans that efficiency, cleanliness and a constant preoccupation with food are considered overrated virtues by some other cultures.

6 Be flexible and adaptable

Try not to see your associates as curt, direct types who demand information on the dot and seem confrontational during meetings.

If you consider them as being straightforward and professional instead, and realise that they seldom mean anything personal by it, you will find the brusqueness a lot more amenable.

7 Check out post-assignment prospects

Considering that the average overseas tenure of a professional is less than three years, it is worthwhile thinking about what comes afterwards.

Before going home, there should be some understanding about what you will do if your relocation is not to be a road to nowhere.

If possible, negotiate for repatriation assistance or reimbursement to move back if the job does not pan out.

Most people who have worked outside their domestic comfort zones do not regret their decisions.

For many, the benefits have been material, emotional and psychological.

But there are repercussions in both accepting and declining a move.

So knowing how to calculate the risks and benefits and getting the right information is vital in arriving at the right decision.

Article by Ming Wong, who is currently based in Frankfurt, Germany. She teaches Business English and is an intercultural trainer at several German information technology companies.

First published in The Straits Times on Apr 28, 2007.

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