Today, SMEs are able to compete in a market not previously accessible to companies of their size. The avalanche of technology and ease of international travel have seen more and more SMEs not only able to survive, but to flourish, boosting the UK economy as a result.

This is highlighted by the fact that SMEs make up a huge part of the jobs market in Britain. They account for 99.3 per cent of all private sector businesses, employing 15.6 million people and making a combined turnover of £1.8 trillion.

Traditionally, British SMEs have remained and operated within the UK. As they become more established, and as the nature of business has become more global, is it time for SMEs to build on their entrepreneurial flair and start thinking about globalising their own workforce – by sending employees abroad?

A large number of British citizens are now choosing to become global citizens, living and working abroad, whether it be for career advancement, a change of pace or for remuneration.

In fact, there has been an average increase of international assignees of 25 per cent from 1998 to 2009 and, by 2020, it is expected to have increased by a further 50 per cent from 2009 levels. SMEs face competition from larger, better-resourced companies that can more easily afford to send employees abroad – a powerful tool when trying to retain and attract talent.

Many people are enticed by a career overseas

And, with our research showing that a third of people who had moved abroad feel their career had advanced more quickly as a result, it’s an attractive prospect for employees. As a SME, you may well have to be more particular about how many people you send – and to where.

However, there are clear business advantages to establishing yourself in new countries and markets.

Exposing your employees to the new situations and challenges involved in living and working in a new country, is a great way to motivate them whilst enhancing their skills in resilience, adaptability and communications.

Offering them the unique opportunity to live and work in a different country, whilst entrusting in them the responsibility of being the face of your company, is a great way to engage and educate your staff. In addition to the skills employees can pick up from the experience of living abroad, there is also the opportunity for them to learn specialist skills from their new business associates.

For example, Canada is one of the top ten countries for customer service, Denmark has the highest level of digital skills in Europe, and in Uganda 28 per cent of the population are entrepreneurs. Might there be an opportunity for your employee to learn from their new surroundings and develop fresh expertise?

As a small business, you may wonder how you can afford to set up operations in a new country. However, with loyal and engaged staff, you are already most of the way there. Technological developments mean staff can work from almost anywhere – even without an internet connection.

Remote working has never been easier

By focusing on a new corner of the globe for your business, you are also expanding your own ability to think innovatively by considering how your services and products might appeal to multiple markets. There are some great resources out there which can also help with this process.

For example, online British expat forums, which are aimed at new expats, offer tips and advice on settling in, cultural traits and language barriers. In addition, The British Chamber of Commerce has a wealth of advice on managing your employees, products and services internationally.

Armed with these resources, and the knowledge that sending staff abroad could improve your ROI, it’s worth branching out and taking the next step.

Ultimately, the world is becoming more globalised and large businesses are ‘following the sun’ – that is, operating 24 hours a day by having employees in different countries. Can your small business set itself aside in the market by becoming international? We know from experience that yes, yours could.