Expat Onboarding in the Host Company 90 Days Survival Pack

Over the last two decades in Human Resources, I have noticed that a lot of international talents were left frustrated by the process of moving to another country for work. I observed that the issues weren’t just financial, but pertained a lot to both the individuals and the company underestimating the challenges involved in moving to a new country. Therefore, today I would like to draw on my experience and discuss some important practices for that critical period, the first 90-odd days, of an expat landing in a new country and beginning their onboarding process in the host company.

1 – Prepared Before You Land

Increasingly, in this age of protectionism, many countries now require you, the ex-pat, and your accompanying family to have active medical insurance before you arrive in the country. This is different from the travel insurance you may have used for vacations and needs to be negotiated with a local provider in the host country. Whether your company is processing this for you, or you are required to do so on your own, you also need to make sure you are aware of what is covered – are your children covered? What about planned or unplanned pregnancies?

On that subject matter, there is now a lot more paperwork and prerequisites required before visas and associated work permits are given out, with increasingly thorough information required. If your company is handling this for you, make sure you are kept in the loop so you avoid unnecessary delays. However, if you are required to manage the applications on your own, ensure you are aware of the full process. You may need the help of a specialized lawyer in this scenario, don’t hesitate to contact them.

You may also have to plan your own relocation, a shortcoming of lifestyle expatriation that many organizations have still not overcome. An issue many people have with selecting medium-to-long-term accommodation is that they do not want to make such decisions based on photos alone. To get around it, a recent trend involves making short-term living arrangements via Airbnb or similar services, and then inspecting more appropriate housing in person. It makes a certain amount of sense, but you want to keep an eye on your budget, as good rentals may not come cheap.

Finally, make sure you have wrapped up all pending tasks and necessary paperwork before signing off!

2 – Micromanage the Move

It may seem just like an airplane journey but make no mistake, the move is frequently considered the most stressful time. That’s because of all the farewells and goodbyes, packing up, and shipping of belongings. And don’t forget that while you are also spending time at the office on last-minute tasks, your spouse is at home managing the children and the packing. Generally, this means that by the time your plan lifts off, everyone is pretty exhausted and you may end up questioning your decision, worry about the unknown challenges ahead, and fearing for the future of your family.

In this situation, make sure you open up to your Global Mobility Manager when they reach out to you. Talking about what you are feeling and experiencing with them will help them both meet your unique needs and guide you on the best way to manage stress. Often they will arrange an arrival service for you and give you a day or two off before you have to join the new workplace. Use this time to spend time with your family and help each other settle in properly.

3 – Manage Expectations

You’ve landed, navigated immigration, moved into temporary living, and started settling in. Now, it’s time to join work! You may find yourself settling in very quickly because the workplace and culture at the office give you a feeling of “being at home” fast.

That may not always be the case, however. There is a wide range of issues that can crop up, so your excitement needs to be tempered with a can-do attitude to learn new things. It really depends on the country you are in and how well you are prepared for the different cultures.

For instance, arriving in Switzerland is considered tougher because of the challenges associated with assimilating into Swiss culture later on. A move to Brazil would, for example, necessitate greater research into personal security. China has a culture revolving around work and you may find yourself working longer and engaging with colleagues far more than you bargained for. And did you forget that the host country’s native language is not English?

This not only means that you need to learn more about the host culture, but that your company needs to shoulder some responsibility for preparing you for such challenges – you may find that your company may sign you up later on for intercultural awareness training, spouse career coaching, and host language training, all providing essential support not just for you but your spouse as well.

4 – Pamper Your Family

It is natural to get swept away in the hubbub of new activities as you settle into a new work life, adjust to new office culture, and make new acquaintances. An unfortunate side effect of that is that you may forget that your spouse will be having an entirely different experience from yours. Their adjustment is tougher than yours and they can often find themselves feeling alone and left behind. Remember, while you are working they are the ones who will be ensuring your children’s schooling commences at the earliest!

Providing emotional support to your spouse is critical in helping them adjust, especially if they are not always guaranteed work rights by the host country and have to put their own careers on pause. Language and cultural barriers can make it harder for them to do basic tasks (like choosing schools, setting up gym or sports club memberships) and build up stress. Time zone differences can make it harder to contact friends and family back home and you both may feel the additional worry of not being in frequent correspondence with your own parents or close relatives and friends.

During this period of 90 days, you may be in frequent contact with the Global Mobility professional assigned to your case by the company. Their job is not just to get you up to productivity quickly, but to ensure a smooth transition for you and your spouse. They will be your guide and support during the entire assignment, not just the first 90 days so it is beneficial to form a good working relationship with them.

The initial period after your move will not follow a fixed path, some expat families face greater challenges than others, due to a variety of reasons. Whichever path your onboarding follows, remember to be in regular and detailed contact with your Global Mobility Manager, because as with most things in life, communication is key to success here. If you need further support you could always work with a Global Mobility or Expat Coach.

Global Relocation Checklist_10_2020_Weinberger Angie 2020_1

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Moving to a new country can be an exhilarating adventure, but it also comes with its fair share of challenges. As an expat, you may find yourself navigating unfamiliar environments, dealing with language barriers, and coping with homesickness. In the midst of all these changes, it’s easy to neglect your mental well-being. That’s why we’ve created this comprehensive guide to help expats prioritize self-care and maintain their mental health while living abroad. From practical tips on finding local support systems to strategies for managing stress and anxiety, this guide covers it all. Whether you’re a seasoned expat or just starting your journey, we believe that taking care of your mental well-being is essential for a fulfilling and successful expat experience. So, grab a cup of tea and let’s dive into the world of expat self-care together.

Understanding the challenges of being an expat

Moving to a new country can be an exciting and transformative experience, but it also comes with its unique set of challenges. As an expat, you may find yourself in unfamiliar surroundings, far away from the comfort of your home and loved ones. The language barrier can be daunting, making it difficult to communicate and connect with others. Additionally, cultural differences and societal norms may leave you feeling like an outsider, further exacerbating feelings of isolation and loneliness.

Living as an expat often means adapting to a new way of life, which can be overwhelming at times. From understanding the local customs to navigating the public transportation system, every aspect of daily life may require extra effort and patience. These challenges can take a toll on your mental well-being if not addressed properly.

The importance of self-care for expats

Self-care is often associated with indulgence or luxury, but in reality, it is a vital component of maintaining good mental health, especially for expats. Taking care of yourself allows you to recharge, cope with stress, and navigate the ups and downs of expat life more effectively. By prioritizing self-care, you can enhance your overall well-being and increase your resilience in the face of challenges.

Self-care can take many forms, and it’s important to find what works best for you. It could be carving out time for activities that bring you joy, such as practicing a hobby or exploring your new surroundings. It could also involve setting boundaries and saying no when you feel overwhelmed. Remember, self-care is not selfish; it is an essential aspect of maintaining your mental health and being able to show up as your best self in your new environment.

Common mental health issues faced by expats

Living abroad can impact your mental health in various ways. Expat life often comes with a range of stressors, such as cultural adjustment, language barriers, and homesickness. These stressors can lead to feelings of anxiety, depression, and loneliness. It’s important to recognize these common mental health issues faced by expats and take steps to address them.

One common issue is culture shock, which refers to the feelings of disorientation and frustration that can arise when adjusting to a new culture. It’s normal to experience culture shock to some degree, but if left unaddressed, it can have a significant impact on your mental well-being. Another common challenge is homesickness, which can manifest as a longing for familiarity and a sense of belonging. These feelings of homesickness can be intensified during holidays or special occasions when you may be separated from loved ones.

Self-care strategies for maintaining mental wellbeing

Maintaining your mental well-being as an expat requires intentional effort and self-awareness. Here are some self-care strategies that can help you navigate the challenges and thrive in your new environment:

1. Establish a routine: Creating a daily routine can provide a sense of structure and stability, which is essential for maintaining mental well-being. Include activities that bring you joy and help you relax, such as exercise, meditation, or reading.
2. Practice self-compassion: Be kind to yourself and acknowledge that adjusting to a new country takes time. Celebrate your achievements, no matter how small, and be patient with yourself during the ups and downs of expat life.
3. Stay connected: Building a support network is crucial for expats. Reach out to fellow expats, join local clubs or organizations, or connect with people through online communities. Having a support system can provide a sense of belonging and help alleviate feelings of loneliness.
4. Manage stress: Identify your stress triggers and develop healthy coping mechanisms. This could include exercise, deep breathing exercises, journaling, or engaging in activities that help you relax and unwind.
5. Prioritize self-care activities: Make time for activities that nurture your well-being. Whether it’s exploring your new surroundings, indulging in a hobby, or pampering yourself with a spa day, engaging in activities that bring you joy is essential for maintaining mental well-being.

Building a support network as an expat

Living abroad can sometimes make you feel isolated and disconnected from your support system back home. That’s why building a support network in your new country is crucial for your mental well-being. Here are some strategies for establishing connections and fostering a sense of community:

1. Join local expat groups: Many cities have expat communities or groups that organize social activities and events. Joining these groups can help you meet like-minded individuals and build new friendships.
2. Attend language classes: Taking language classes not only helps you communicate better with locals but also allows you to meet other expats who are in a similar situation. Language schools often organize social events where you can socialize and practice your language skills.
3. Volunteer: Volunteering is a great way to give back to the community while also meeting new people. Look for local organizations or charities that align with your interests and get involved.
4. Engage in hobbies and sports: Joining local clubs or sports teams is a fantastic way to meet people who share similar interests. Whether it’s joining a book club, taking up a new sport, or participating in a cooking class, engaging in activities you enjoy can help you connect with others.

By actively seeking out opportunities to build connections, you can create a support network that will provide you with the emotional support and companionship you need during your expat journey.

Incorporating mindfulness and relaxation techniques into your routine

In the midst of the hustle and bustle of expat life, it’s important to take time for yourself and prioritize relaxation. Incorporating mindfulness and relaxation techniques into your daily routine can help you manage stress, improve your overall well-being, and enhance your ability to adapt to your new environment. Here are some techniques you can try:

1. Meditation: Set aside a few minutes each day to practice meditation. Find a quiet space, sit comfortably, and focus on your breath. Allow your thoughts to come and go without judgment. Meditation can help calm your mind, reduce stress, and improve your ability to stay present.
2. Deep breathing exercises: Deep breathing exercises are a simple yet effective way to relax your body and mind. Take slow, deep breaths, focusing on the sensation of the breath entering and leaving your body. This technique can help reduce anxiety and promote a sense of calm.
3. Yoga or Tai Chi: Engaging in gentle physical activities like yoga or tai chi can help you relax, improve flexibility, and promote a sense of well-being. Many cities have yoga studios or community centers that offer classes specifically tailored for expats.
4. Journaling: Writing down your thoughts and feelings can be a therapeutic way to process your experiences as an expat. Set aside time each day to write in a journal, expressing your emotions and reflecting on your journey.

Incorporating these techniques into your routine can help you create moments of calm and self-reflection amidst the chaos of expat life.

Taking care of your physical health as an expat

Good physical health is closely tied to mental well-being. As an expat, it’s important to prioritize your physical health to ensure you have the energy and resilience to navigate your new environment. Here are some tips for taking care of your physical health as an expat:

1. Eat a balanced diet: Explore the local cuisine and make an effort to incorporate nutritious foods into your diet. Eating a balanced diet rich in fruits, vegetables, whole grains, and lean proteins will provide you with the energy you need to thrive.
2. Stay active: Find ways to stay active and incorporate exercise into your routine. Whether it’s going for a walk, joining a gym, or taking up a new sport, regular physical activity is essential for maintaining your physical and mental well-being.
3. Get enough sleep: Establish a bedtime routine and prioritize getting enough sleep. Aim for 7-8 hours of quality sleep each night to ensure your body and mind are well-rested.
4. Stay hydrated: Drink plenty of water throughout the day to stay hydrated. Carry a reusable water bottle with you to ensure you have access to clean drinking water wherever you go.

Taking care of your physical health will not only improve your overall well-being but also contribute to a more positive expat experience.

Seeking professional help and therapy options for expats

Sometimes, self-care strategies alone may not be enough to address the challenges you face as an expat. In such cases, seeking professional help can provide you with the support and guidance you need. Here are some therapy options and resources available for expats:

1. Expat therapists: Many therapists specialize in working with expats and understand the unique challenges they face. They can provide you with culturally sensitive support and help you navigate the complexities of expat life.
2. Online therapy: Online therapy platforms offer convenient and accessible mental health support. You can connect with licensed therapists via video calls or messaging, providing you with the flexibility to seek help from anywhere in the world.
3. Support groups: Joining a support group specifically tailored for expats can provide you with a safe space to share your experiences and connect with others who understand what you’re going through. These groups often meet in person or online.
4. Employee assistance programs: If you’re employed, check if your company offers employee assistance programs (EAPs). EAPs often provide confidential counseling services for employees and their families, offering support for various mental health concerns.

Remember, seeking professional help is a sign of strength, not weakness. If you feel overwhelmed or are struggling with your mental well-being, don’t hesitate to reach out for support.

Exploring local resources for mental wellbeing

Many countries offer a range of resources and services to support the mental well-being of expats. Familiarize yourself with the local resources available in your new country to ensure you have access to the support you may need. Here are some resources you can explore:

1. Counseling centers: Many cities have counseling centers or mental health clinics that offer services specifically for expats. These centers often have therapists who are familiar with the challenges faced by expats and can provide culturally sensitive support.
2. Hotlines and helplines: Some countries have dedicated helplines or hotlines for mental health support. These helplines are staffed by trained professionals who can provide immediate assistance and guidance.
3. Community centers: Local community centers often offer a range of activities, workshops, and support groups that can help you connect with others and enhance your mental well-being. Check with your local community center for resources tailored to expats.
4. Embassies and consulates: Embassies and consulates can be a valuable resource for expats, providing information on local mental health services and support networks. Reach out to your embassy or consulate for guidance and assistance.
5. Work with an Expat Coach.

By exploring and utilizing the local resources available, you can ensure that you have the support and resources you need to maintain good mental health while living abroad.

Conclusion: Prioritizing self-care as an expat

Living as an expat comes with its own set of challenges, but by prioritizing self-care, you can maintain your mental wellbeing and thrive in your new environment. From building a support network to incorporating mindfulness techniques into your routine, there are numerous strategies you can employ to take care of your mental health. Remember, self-care is not a luxury; it is a necessity. By investing in your mental well-being, you are setting yourself up for a fulfilling and successful expat experience. So, as you embark on your expat journey, don’t forget to prioritize self-care, embrace the adventure, and enjoy the incredible growth and opportunities that await you.

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Linguistic Diversity in Switzerland: Exploring the Languages Spoken in a Multilingual Country

Guest Post by Sean Hopwood, President of Day Translations

Switzerland, renowned for its picturesque landscapes, political stability, and exquisite chocolates, is also celebrated for something less conspicuous yet equally remarkable – its linguistic diversity. Nestled in the heart of Europe, this small and landlocked country is a melting pot of cultures, traditions, and languages. While the linguistic diversity in Switzerland may not be as renowned as its iconic Alpine vistas, it is an essential cornerstone of its unique identity.

In this article, we explore Switzerland’s fascinating linguistic tapestry, where four official languages intertwine to create a harmonious symphony of communication. German, French, Italian, and Romansh coexist within the country’s borders, each lending a distinct flavor to the cultural mosaic. Beyond the stunning landscapes and pristine cities, Switzerland’s linguistic diversity truly captures the essence of this multicultural nation.

The Official Languages of Switzerland

Switzerland is a unique country with four national languages, making it one of the most linguistically diverse nations in the world. This multilingual character stems from Switzerland’s historical and geographical position at the crossroads of primary European cultures. German, French, Italian, and Romansh are the four official national languages. Each language is associated with specific regions, and their coexistence is integral to Switzerland’s national identity.

German

German is Switzerland’s most widely spoken national language, predominating in the country’s central and eastern parts. However, it is essential to note that Swiss German (Schweizerdeutsch) is predominantly used in daily life and communication rather than – high German (“Hochdeutsch”) taught in schools. Swiss German is a collection of Alemannic dialects enriched by local variations and influenced by neighboring countries.

Swiss German possesses unique linguistic characteristics, distinct from the -high German (Hochdeutsch) used in writing and formal communication in the Swiss Confederation. Swiss German is an informal and dynamic language, evolving with regional and generational variations. Swiss German fosters a strong sense of local identity and creates a sense of unity among German-speaking Swiss citizens. While the news is often read in High German on the national television channel SRF, you will note that the sports section and the weather person speak the Swiss German dialect. Swiss children speak dialect in kindergarten and are trained to speak High German in grammar school. Hence, for the Swiss German population, “High German” is often associated with strain and hard work. They sometimes feel more at ease speaking English instead. Tell Swiss German speakers that you understand the dialect to win their hearts. (Please only say that if it is true.)

French

The western part of Switzerland, known as the Romandy region, is predominantly French-speaking. This linguistic influence resulted from historical ties with French-speaking territories and the Helvetic Republic’s formation in the late 18th century, which adopted French as its official language. Today, cities like Geneva, Lausanne, and Neuchâtel proudly represent the French-speaking culture of Switzerland.

French-speaking Swiss people use the standard French language in formal and informal contexts. However, regional expressions and idioms add a distinct Romandy flavor to their speech. The French-speaking region is also home to international organizations and diplomatic institutions, making it an essential hub for global diplomacy. If you understand French, you will only hear a few variations around numbers but generally be very quickly accustomed to Swiss French.

Italian

The Italian language is spoken primarily in the southernmost part of Switzerland, in the region known as Ticino. This linguistic influence is due to Switzerland’s proximity to Italy. With its Mediterranean flair, Ticino attracts Swiss and international tourists, offering a unique blend of Italian and Swiss culture. Italian-speaking communities can also be found in some valleys of the canton of Graubünden.

Italian-speaking Swiss people communicate in the standard Italian language, and like other regions, they incorporate regional vocabulary and expressions into their daily conversations. Ticino’s Italian heritage, combined with Swiss efficiency and precision, creates a unique blend of cultures, making it an attractive destination for both Swiss and international visitors.

Romansh

Romansh, the least widely spoken of the official languages, is a Romance language with Latin roots. It is a remnant of the country’s ancient past and is primarily spoken in some valleys of the canton of Graubünden, located in the eastern part of Switzerland.

Although Romansh has official status at the federal level, it needs help maintaining its vitality, with a relatively small number of speakers. The Swiss government and cultural organizations make efforts to promote Romansh education and preserve this ancient language, which is an essential part of Switzerland’s linguistic heritage.

Embracing Diversity and Multilingualism in Switzerland

Switzerland’s linguistic diversity is not confined to official documents and governmental institutions; it permeates every aspect of daily life, creating a vibrant tapestry of languages and cultures. Swiss citizens, proficient in multiple languages, effortlessly switch between Swiss German, French, Italian, and, in some regions, Romansh, making multilingualism a way of life rather than a mere necessity. Here’s a look at some brilliant ways in which the Swiss embrace multilingualism in everyday scenarios:

Bilingual Street Signs

Venturing through the streets of bilingual Swiss cities such as Biel/ Bienne, you’ll often encounter bilingual or even trilingual street signs reflecting the linguistic regions they pass through. For instance, in the town of Biel/Bienne, street signs display names in German and French, honoring the bilingual heritage of the city. This linguistic display not only aids visitors but also serves as a symbolic gesture of unity between linguistic communities.

Education in Multiple Languages

Switzerland’s commitment to multilingualism is evident in its education system. Children are typically taught in their regional languages, such as High German, French, or Italian while learning at least one other national language. This emphasis on bilingual education ensures that Swiss citizens grow up with an appreciation for linguistic diversity and the ability to communicate across cultural boundaries.

Media and Entertainment

Switzerland’s media landscape reflects its multilingual population. Television channels, radio stations, and newspapers offer content in different languages, catering to the preferences of diverse audiences. It is common for Swiss citizens to consume media in multiple languages, further reinforcing their linguistic abilities and cultural awareness.

Social Cohesion

Despite the linguistic diversity, Switzerland maintains a strong sense of social cohesion. The country’s commitment to multilingualism fosters understanding and respect between linguistic communities, preventing language-based divisions. Multilingualism is a bridge that unites the nation, celebrating differences while cherishing the shared values that define Swiss identity.

Final Thoughts

Switzerland, a land of enchanting landscapes and cultural treasures, boasts a linguistic diversity that harmonizes like a symphony. With four official languages – Swiss German, French, Italian, and Romansh – Switzerland is a remarkable example of how multilingualism enriches a nation’s identity, nurtures social cohesion, and promotes global engagement.

Switzerland’s linguistic regions blend seamlessly from the German-speaking heartlands to the French-speaking Romandy and from the Italian-speaking southern borders to the Romansh-speaking valleys, forming a tapestry of vibrant and unique languages. With their adeptness in code-switching and appreciation for cultural heritage, the Swiss people embody a harmonious coexistence of linguistic communities, transcending linguistic boundaries to embrace a shared Swiss identity.

In a world often divided by language barriers, Switzerland stands tall as a testament to the power of multilingualism in promoting mutual understanding, harmony, and cooperation. As we bid “adieu or adé” to this captivating journey, let us remember that the language of diversity, tolerance, and cultural appreciation knows no borders. Switzerland’s linguistic melody beckons us all to embrace our differences, united in a shared appreciation for the beautiful tapestry of humanity.

About the Author

Sean Patrick Hopwood is the President of Day Translations, a certified translation services provider. He is also a language polyglot and can speak English, Spanish, French, Arabic, German, Hebrew and Portuguese with varying levels of fluency. Soccer is one of his many passions. It allows him to socialize with his friends and brings him in close contact with people from other cultures. He loves to dance, and salsa is one of his favorite styles.

Note from the Editors

We offer intercultural awareness training if you are moving to Switzerland or Germany. We recommend learning the language of the region or host country you plan to move to. In case you need any recommendations for language instructors, please email anne@globalpeopletransitions.com.

Measure Expat Performance

An expatriate (“expat”) is an individual living and working in a country other than their country of citizenship, often temporarily and for work reasons. They are usually sent abroad by a multinational employer (profit or non-profit). Managers often criticize expats who take up expensive international assignments for “underperforming” in their host locations. But nobody knows why that is. We don’t have data to prove this.

A study by Learnlight shows that 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. However, what has been so often overlooked is why it is difficult to measure expatriate performance. Since both assignment failure and success depends on how expats perform on the job, it becomes pertinent to consider how expats perform and why it is difficult to measure their performance. In the following points, I will highlight and elaborate on five reasons why it is difficult to measure expatriate performance.

• Goals for Expats are often not clearly defined. They are often conflicting as they have to take into account the interests of the home and host company, or headquarters and subsidiaries. It becomes difficult to work effectively when expats are trying to achieve the home company goals while simultaneously trying to fit in the expectations of the host company. More expats would perform well if the goals of the host company align with the objectives of the home company.
• Performance ratings have been calibrated for years. However, we know that there is an unconscious bias in the data. The first rater is usually a direct manager.  This person potentially judges their own weaknesses less and thinks that the expat is responsible for failure alone. However, often the manager in the host country does not help the expat to solve dilemmas. The home country manager should consider it a responsibility to make it seamless for the expatriate to integrate well into the system. One of the biggest factors that determine whether or not an assignee would be successful is who his or her line manager is. 
• Cultural concepts of performance are biased. Definitions of “high performance” have been largely influenced by Western values and did not take team performance into account. The gig economy will need stronger team collaboration and fewer individual players. Eastern values and approaches might have an advantage now.
• Management by Objectives is outdated. We need a new conceptual framework of performance. Even in the past setting annual targets was not always the best method of judging performance (irrespective of expat or local).
• Expat managers usually lack the informal network and access to the host culture so it is not surprising if their performance drops in Y1. It is quite impossible to know how to navigate in a terrain that you are not familiar with. Also, they are busy adjusting and have a family to integrate into the new life abroad. One might think that we can accelerate the cultural adjustment and then just go “back to the normal way of judging performance” but I would advise against such thinking. It takes time to fit into the system and culture of a new location. Hence, the whole process of cultural adjustment takes its tolls on expat performance.

Scullion, and Collings (2011) describe the performance assessment system at Novartis which will be used as a generic example for global companies. The system “…grades employees on (a) business results (the “what”) and (b) values and behaviors (the “how”). While the business results are unique to each business area, the values and behaviors (ten in all) are common across the entire firm.” Together with the potential assessment talents are assessed in a nine-box matrix. (Scullion, Collings, 2011, p. 29). Basing expats’ performance solely on business results may not give the overall picture of all that transpires to make an assignment either a success or a failure. There should be a holistic overview of all the processes that go into cultural adjustment and family acculturation. 

The Term “Expat Failure” and what it commonly refers to

When discussing the success of an international assignment or project a common way to measure “success” is expat adjustment which in contradiction to “expat failure” is often equalized with completing an assignment for the planned assignment period.

“The authors leave open how long it may take an expatriate to attain the same level of applicability and clarity abroad as at home, stressing that one or two years may not suffice. To reach higher levels, the person may very well have experienced an identity transformation far more profound than passing through a cycle of adjustment.” Hippler, Haslberger, Brewster (2017, p.85)

“A “comprehensive model of success is missing” and Caligiuri’s (1997) suggestion that future studies should clarify what is meant by adjustment, as opposed to performance, indicated the need for definitional and discriminant clarity when examining performance.” Care and Donuhue (2017, p.107)

Talent management approaches in Germany and Switzerland and most of Europe is driven by the U.S.-based ideas about talent identification and definitions and use the “nine-box grid” to select key talents with a halo effect towards white males. 

Influence of psychological contract on expatriate retention

An issue in expatriation is often the lack of clarity around the role after repatriation. A psychological contract exists between the expat and the company but there is no written agreement or clear understanding of the next role or roles in the process. Expectations are not properly managed and often expats are disappointed with their title, pay or role content in the next role when returning from an assignment.

Two years after repatriation there are several factors influencing retention significantly. 

1. a) re-entry cultural adjustment, another 
2. b) role expectation mismatch and 
3. c) the lack of applicability of the learning from the previous assignment.

The Integration of Global Mobility and Global Talent Management

One of the reasons for this lack of synchronization is the missing integration of global mobility and global talent management activities and functions in today’s organizations. The only guidance focuses on academic concepts of expatriate return on investment.

A Holistic Competency Model is Needed

I claim that we not only need better integration of Talent Management and Global Mobility (hence the term Talent Mobility) but we also need to look at our performance management systems, global competency models, recruiting and talent identification process in a new light. We finally need to advance HR to an interculturally competent function and reduce the inherent bias in all of our processes, tools and leaders. This will be a major task in a post-colonial BANI World.

My Global Competency Model has been an attempt to integrate Eastern and Western mindsets into a model. Our coaching approach builds on Eastern and Western coaching practices. We included the ethics by the International Coaching Federation (ICF). The holistic approach of my coach, educator Drs. Boudewijn Vermeulen, further developed by Dr. Eva Kinast into a holistic, body-oriented and intercultural coaching method. This method focuses on building and maintaining effective trust-based relationships, the body-mind-heart connection and is linked to the psychology of Carl Gustav Jung. 

The model also assumes weekly reflection, and regular practices, which originate from Eastern mindsets and concepts such as ZEN. We integrated body learning which was taught to me by Dr. Jay Muneo Jay Yoshikawa in a course of Eastern Mindscapes (back in 2005 at the Summer Institute of Intercultural Communication in Portland, Oregon). Reflected experiences are based on the single-loop and double-loop learning theory of Argyris and Schoen. Also, experiential learning that I first learned from Thiaggi about 20 years ago and have further developed into all of my programs.

Trust and Relationships are Collaboration Glue

In almost every coaching session right now leaders talk to me about the need to get better at building trust (also in a virtual setting) and relationships. Relationships in my view are the glue to working well together within a monocultural but also multicultural environment. Collaboration (as opposed to Cooperation) requires a higher level of trust among project team members. Agile needs it. And Diversity, Equity, and Inclusion demand it. 

WHAT DOES THIS MEAN FOR GLOBAL MOBILITY?

“Better alignment between global mobility and companies’ global talent agenda is a precondition for making mobility truly strategic and helping companies achieve a significant return on investment with their international assignments.”

• Widening the scope of Global Mobility to include international hires, cross-border commuters, international transfers, lifestyle assignments, global digital nomads and other groups of internationally mobile professionals.
• Reviewing all HR models and processes to reduce bias and White Supremacy should be on the priority list of every HR leader but you can also make it your personal mission. Help us create a world where everyone has a chance and invite those to the table that are often overlooked.
• Defining assignment objectives up front and tracking progress throughout the assignment. You must ensure that not only the home company or headquarters have clear cut objectives for the expat  but also that the host company’s objectives are in sync and align with that of the headquarters. Coach the expat or send them to me for coaching. Help them be a success rather than a failure.

• Improving productivity by addressing development areas such as communication, process and culture barriers. Key problem areas should be identified. Oftentimes, expats complain about loss of connection to the home company. Nobody from the headquarters or home company is interested in how they fare in the new environment. If expats feel deserted, it could adversely affect their performance output. Proffering viable solutions to pain points of expats, such as cultural roadblocks would help improve expats performance. Give them the vocabulary to speak about their blockers, send them to intercultural awareness training. 

• Helping coordinate annual talent review of all expatriates. Reviews like this give expats the opportunity to express their perception of the international assignment. 

• Increase the expat’s self-awareness. Let expats learn more about themselves. We use the IDI (Intercultural Development Inventory) and ICBI™ (Individual Cultural Blueprint Indicator) for example for self-awareness assessment and the outcomes can be a great conversation starter in a coaching session.

RESOURCES

https://feibv.nl/wp-content/uploads/2019/04/Master-Thesis_Weinberger-Angela_Jan-2019_Final.pdf

I recently started this series of posts on the push for “Rainbow Talent” in Global Mobility. The Push for Rainbow Talent in Global Mobility is a series we created for Pride Month to raise awareness of the issues diverse and queer talent might experience in the realm of Global Mobility. In Part 1 we focused on the WHY and in Part 2 on the HOW. Here we focus on the benefits of a more inclusive Global Mobility program. In part 4 we will focus on WHAT you can do to change with ten concrete action steps. We discussed the background here (Part1) and here (Part 2). I’ve also given you lots of reasons why it makes sense to support Rainbow Talent further here (Part 3).

I haven’t concentrated on what it would look like to make that happen. 

The reason why I follow up with the reality check so late is that we will often hear “reality” as an excuse to not take action at all, which in my book is not good enough.

Let’s also remember that we have a lot of “Rainbow Talent” in our industry. Most of us are female and/or gay come from bicultural backgrounds, are married or partnering with a person with a different cultural background, speak three to four languages and we all drink too much coffee.

The Global Mobility industry attracts us like bees to the honey pot and let’s be honest we even sometimes shy away from the additional complexities of working with “Rainbow Talent” ourselves.

I committed in 2020 to help more marginalized groups with one-to-one coaching and my internship program and now I need you to help me in this mission of bringing the Human Touch back into Global Mobility. 

Let’s all fight for what we believe in and start in our own backyard.

This post includes eight action steps for Senior and Global Mobility Managers to consider. 

What are these legal and immigration issues?

Most countries still don’t allow same-sex marriage. Homosexual conduct is still illegal in 69 countries according to the human rights campaign for Foundation 2021. There are still seven countries where homosexual conduct is punishable by death. In most countries in the world, it’s still hard to obtain immigration sponsorship for unmarried partners or de facto spouses.

With dual career couples among the Rainbow Talent the lack of career opportunities for the partner could be a serious problem and even a reason to decline an international assignment who you consider to be a Rainbow Talent will depend strongly on your home base in your home country, usually the country where your headquarters are. We recommend you adopt our summary of all marginalized groups into RAINBOW TALENT from here.

Let’s remember that despite the common challenges we can support more and do more with small steps.

The Macro Level of Rainbow Talent

So here’s a reminder why this is important don’t forget that in the last three years and even before in global mobility we have been dealing with the so-called BANI world (which stands for brittle, anxious, non-linear, and incomprehensible) and we have been focusing on the global eco disasters the pandemic the war in Ukraine and usually we get involved in all of these let’s say global crisis and we have to deal with them all the time so we became crisis managers and in the case we don’t face any global crisis you can bet we have some crisis going on in our personal lives so we’re really good at managing crises.

With the work-from-anywhere movement, administrations are now starting to reduce hurdles and barriers social security laws are revised to match the expectations of cross-border commuters and we see our population and Scope increasing evermore. I did already predict that this will happen when I first started out to write “The Global Mobility Workbook. The last edition already had this definition of the scope of global mobility but what we cannot stress enough it’s the complexity that we are facing right now.

Another topic that is on the agenda everywhere and the bust of the day is the ethical use of machine learning and artificial intelligence in global mobility. And on the job market you probably also notice the trend towards great resignation and we are also facing recession and inflation currently. and global mobility managers have been dealing with these topics all the time but what we tend to underestimate is that marginalized groups usually suffer more from these issues than let’s say the white male mainstream character who always had better chances in the world not to condemn the white old man, I still think we need the superheroes and as I recently learned it’s also important that we’re grateful for what they have built. I also want to remember that in Europe in the generation of my grandparents for example we faced war, trauma, and destruction and our grandparents and parents basically rebuilt Germany and many parts of Europe.

What we have observed though is that psychological safety has not improved during the pandemic it has rather declined especially in global virtual teams it is harder now to build trust that turnover is higher retention is more difficult, especially among the younger generation people who joined companies during the pandemic it’s a lot harder for them to feel that they belong to an organization. so we need to do more about this and we also need to remember societal changes and demographic changes.

Michael and Rob

Londoners Michael and his husband Rob received an offer to move to Hungary with Michael’s work but they declined it due to a new law that discriminates against gay couples. They decide to move to Zurich, Switzerland instead. In Zurich, Michael feels safe at work and his career hits off well. Rob, on the other hand, has a hard time finding a job. His last name is Vracovic and his slightly olive skin tone always seems to turn people off. Even though he is at a B2 German level and has a Masters’s degree in Digital Marketing he does not land any interviews and after 12 months of job search feels depressed and lonely.

The Micro Level of Rainbow Talent

Global mobility policies and communication still is often written for the white male Expatriate with a wife and two children and a nice golden retriever called Timmy and we have to remember you know that if we would like to address other talents we also have to change our basic assumptions and how we communicate with our population.

We think that the sustainable Expatriate experience includes technology that helps us improve the human touch and is focusing on providing a long-term career experience that is integrated into succession planning and Talent development. In this sustainable expat experience, we see improved diversity, equity, and inclusion (DE&I) in the selection process.

We ensure that there is good mental health and well-being on any kind of international assignment project or business trip. while we do not always know everything about our employee’s personal life because not every employee is out of the closet we need to remember when we are dealing with a new democratic such as Michael that we would like to see how we can help them and how we can talk to them about their personal issues in relation to Global Mobility.

If you belong to RAINBOW Talent in Global Mobility or if you are a Global Mobility Manager you can always contact me for a first conversation here. 

How to Talk to Rainbow Talent

We define “Rainbow Talent” as an umbrella term for these marginalized groups of talent:

• Women of all skin colors,
• BIPOC: The acronym BIPOC refers to black, indigenous, and other people of color and aims to emphasize the historical oppression of black and indigenous people,
• LGBTQIA+: LGBTQIA+ stands for Lesbian, Gay, Transgender, Queer or questioning, and other sexual identities and genders,
• Religious and cultural underrepresented groups in your home and host countries,
• People with disabilities,
• People with a broad range on the mental health spectrum, 
• Refugees and Asylum Seekers.

We need to remember that you might yet have to understand the different needs of your Rainbow Talent. Hence, for a pilot period of at least one year, I would recommend you regularly ask them and listen to what they tell you. For example, if they feel challenged by the immigration process you should ask them what they found helpful and if they see room for improvement. While you won’t be able to change the legal system in the host country, you will be able to improve their expat experience.

Ten Action Steps

1 – Start small with inclusion, and think big by setting goals for Rainbow Talent in Global Mobility, potentially focusing on one marginalized group only in the beginning. For example, you could start with women and set a goal of 30% female assignees by 2030.

2 – Redefine “Family” in your Global Mobility Policy, and include all marginalized groups, their partners, and also members of the family that a traditional policy would usually exclude such as parents, in-laws, and older relatives. Consider adding adopted and foster children, as well as de facto spouses. Decide what you accept as proof of a (de facto) marriage such as a shared rental contract, an affidavit, or a same-sex marriage certificate, even if it does not qualify in the host country’s legal system. 

3 – Review all communications for inclusive language by applying the United Nations guidelines for inclusive communication.

4 – Update the Benefit Matrix, offer tax support and spouse career coaching to dual-career couples, and change parental leave regulations. 

5 – Support Expat Partners through Immigration by upgrading your support for immigration by increasing the budget and finding a provider who is specialized in helping with complex immigration situations.

6 – Expand Your Health Insurance to include the relevant family members in the coverage.

7 – Expand your International Pension Plan to include the relevant family members in the coverage. If your provider does not allow to include all relevant family members consider moving to a new provider who offers specific solutions.

8 – Review Compensation for Equity. Make sure that your Rainbow Talent is compensated on an equitable level with other talent and conduct non-biased research to ensure equity. Offer a box of chocolate (core-flex) approach to make sure that you meet the needs of your Rainbow Talent.

9 – Ask Vendors to Increase Representation of Rainbow Talent. Work with vendors who share the proportion of Rainbow Talent you wish to see in our world.

10 – Remember the Pets. Many Rainbow Talents might not have children but it could be that they have a dog or a cat that means the world to them. Make sure that you include the furry friend in the package by offering special support through the move, quarantine, or temporary lodging.

If you are ever unsure what to do next you can refer back to the “Ten Commandments for the Global Mobility Manager“.

Sign up here for more: https://globalpeopletransitions.com/become-a-reader-of-the-global-people-club-sandwich/

Do you need more support for a breakthrough in your career? You can contact me for a first conversation by filling out the contact form. Sign up here for more.

Terminology

Explanation of “The Box of Chocolates”

• Budget the cost of the move with a simple spreadsheet
• Allow flexibility within the budget by monitoring actual expenses
• Take services out of compensation and pay schools, landlords, and other providers directly
• Let Heidi and Govind select what they need from the box

The Definition of Rainbow Talent:

RAINBOW TALENT according to us:

• Women of all skin colors,
• BIPOC: The acronym BIPOC refers to black, indigenous, and other people of color and aims to emphasize the historical oppression of black and indigenous people.
• LGBTQIA+: LGBTQIA+ stands for Lesbian, Gay, Transgender, Queer or questioning, and other sexual identities and genders.
• Religious and cultural underrepresented groups in your home and host countries,
• People with disabilities 
• People with a broad range on the mental health spectrum.
• Refugees

About the Author

“I’m on a Mission to Bring the Human Touch back into Global Mobility.”

Angie Weinberger is the Global Mobility Coach and author of The Global Mobility Workbook (currently on sale). Her upcoming publication “The Global Rockstar Album” is a self-help book for becoming a more inclusive leader. Sign up to get invited to the book launch event on 26 September 23 of “The Global Rockstar Album”: VIP Readers.

Read her blog: Read the “Club Sandwich” – Global People Transitions

Further Resources

The Push for Rainbow Talent in Global Mobility – Part 1

The Push for Female and Minority Talent in Global Mobility – Part 2

The Push for Female and Minority Talent in Global Mobility – Part 3

https://globalpeopletransitions.com/exercises-psychological-safety/

The Importance of Looking at the Whole Family in the Expatriation Process will raise Global Mobility to the Next Level – The Bridge School: Powered by American Virtual Academy 

https://globalpeopletransitions.com/our-ten-commandments-for-the-global-mobility-manager/

Unpacking the Shortcomings of Lifestyle Expatriation – Global People Transitions

The Female Expat and Cinderella

Enhancing the Expat Experience – A deep psychology approach