As we move out of pandemic restrictions in most parts of the world, the working world remains impacted. Most office-based businesses are offering employees the . It remains to be seen what this will mean for expats as they return to delayed assignments, but it is likely they will still face many of the challenges of their pre-pandemic predecessors. Show
If you business is investing in an expat, there are several ways HR or global mobility teams can help prevent expatriate failure including: 1. Send the right people Just because an employee has the hard skills needed to excel at a role at home, it does not mean they are the right person to send to do that role abroad. It is essential you are involved from the very beginning of the process and interview potential expatriates to identify those with skills like:
2. Expat training Providing holistic pre-assignment training improves expatriate success by helping the individual (and their family) feel more prepared for potential stressors that lie ahead. For an assignment lasting a year or more, you should work to design a training programme that lasts for more than a month and takes an immersive approach. This programme should include extensive language training, information on , support for families and cultural training to help them adapt to ‘how things are done’ in their new home. If possible, a visit to their new location would also be ideal.
HR support should not end once the expat is in situ. A lack of local support can be a contributory factor to overall expatriate failure so building a support plan once they arrive at their new destination is key. Elements to include are: 4. Local support: pair the new arrival with a fellow expat or local colleague who can offer them advice on getting set-up in their new country. Things like having cable installed or finding a family doctor can be confusing and very frustrating when you don’t understand the process.
Providing your expatriates with the healthcare they may need while they are working abroad is key to their physical and mental health and wellbeing. We offer a wide range of and would be happy to answer any questions you have. Four in ten international assignments are judged to be a failure. And yet the number of overseas assignments continues to rise. Global companies are under considerable pressure to determine what makes a successful overseas assignment and to understand why they so often fail. To minimize the risk of such failure and to ensure the well-being of their employees, organizations must examine the key challenges facing expats deployed overseas, and determine the best way to prepare, support, and manage them during their time abroad. Challenges of overseas assignmentsInternational companies are realizing that expatriate employees require significant support to complete their assignment successfully. With 40% of all overseas assignments failing, the cost of failure is high – the average cost of an expat assignment can amount to $311,000 per year. Global Mobility in the Age of DiversityThe Role Global Mobility Can Play in Delivering a Diverse Workforce Download eBook Companies sending employees overseas have a moral responsibility and a duty of care to ensure that they understand the legislation and cultural differences in the country assignees are going to. Some of the most important services that should be available to all expats on overseas international assignments include:
Why expatriate assignments fail and how to prevent this failureAccording to INSEAD business school, the five main reasons for expatriate assignment failure, which they estimate at 40-50% of all overseas deployments are: 1. You chose the wrong person in the first placeUnless there is a previous track record of success, it is very difficult to isolate the qualities that successful expats require. 2. Lack of local support in the host countryThe local branch of the company in the host country has a crucial role to play in supporting newly arrived employees. 3. Disconnection from the home countryIt is very important for expats to keep in touch with colleagues and work life back home so that they have a more balanced view of their role within the global organization and are better prepared for repatriation once the assignment is over. Further readingAssignment Failure: What Is Behind It and How to Fix ItRead more Why Mental Health Should Form Part of Your Duty of Care PolicyRead more Out of Sight Out of Mind: Why are Expats Forgotten?Read more 4. Domestic difficultiesWhile children and spouses are frequent factors in early repatriation cases, these difficulties are extremely hard to spot because most expats are reluctant to share domestic or social difficulties with the company – the company needs to know that the assignee’s family is coping, and it should explain the need for open communication up-front. 5. Failure to planIndividuals need time to prepare practically and mentally for an overseas assignment, and an organization needs time to put the right infrastructure in place. It takes time to choose the right candidate, and to put in place the people required to support them, so effective planning for the overseas international assignment is crucial. Preparing employees for overseas assignmentsPreparation is key to ensuring a successful overseas international assignment and support should be offered throughout the process. Global Mobility professionals must:
The benefits of overseas assignmentsThere are numerous benefits for both companies and employees in meeting the challenges of successful overseas international assignments. Advantages for companies
Global Mobility in the Age of DiversityThe Role Global Mobility Can Play in Delivering a Diverse Workforce Download eBook Benefits for employeesLikewise, there are significant benefits for employees of working abroad, and expatriates should understand that overseas deployments will often result in benefits not only for the company but for themselves:
Managing expatriates on overseas assignmentsResearch shows that services that prepare, support, and show employees that they are valued typically represent just 1% of the total cost of overseas assignments. The following tips apply to all global organizations managing expatriates on overseas international assignments:
Be preparedWhen it comes to overseas assignments it is really a case of – fail to prepare: prepare to fail. Global mobility professionals must examine the challenges facing the modern assignee and determine the best practices to support and manage them throughout their assignment. As International Management Consultant Audrey Rowley puts it: “Successful overseas assignments depend on the individual and the support they receive. After the initial honeymoon period, it is common for employees to feel isolated because of the cultural and language barriers and the separation from friends and family. Having a benefit and support program that starts [at home] and continues throughout the assignment can alleviate the risk of failure, provide employees with support to address any issues, and ensure the assignment is a success for the company and the employee.” What are the major issues and problems facing expatriates on foreign assignments?Challenges that expats often encounter while living abroad. Challenge #1: Fitting in. ... . Challenge #2: A language barrier. ... . Challenge #3: Being lonely. ... . Challenge #4: Finances & money management. ... . Challenge #5: Healthcare.. What are the problems faced by expatriates?Common problems expats face are loneliness, cultural differences, sorting out healthcare, cost of living, finding proper schools for children, learning the language, and relationship problems.
What are the challenges in foreign assignment?3 Major Challenges of Managing Expatriates. Culture Shock. The primary challenge of managing expatriates is culture shock. ... . Expatriation costs. It is a costly investment to fly an employee across the world but the cost of a flight isn't the main worry. ... . Language barriers.. What is the main reason that expatriate assignments fail abroad?A number of reasons are commonly cited for expatriate failure, including social isolation, culture shock, family pressure and responsibility overload.
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