The days when a “strong financial package” was the beginning and end of a mobility strategy are long gone. Now the teams who attract the strongest candidates take a much broader, considered approach to expats and their families.
But what does that look like? What should the scope of your policy include? We spoke to Dave Deruytter of NetExpat to find out.
'"Modern relocation programmes understand that the priority for new employees is usually their children, their partner and then themselves."'
Train for success
Changing country is about more than the job you’re going to. Ensuring that the Expat can both understand and navigate the culture that they’re joining is crucial to a successful relocation. An appreciation of the people, nuance and cultural identity of the locals can be achieved through cross cultural training.
NetExpat conduct this in coordination with the employer. Spending up to a day understanding the personality of the Expat, establishing where that may have issues with the host country, then training to avoid issues. Sometimes the differences are small, sometimes big. But identifying and alerting the new arrival to these as soon as possible can avoid difficulties down the line.
Expats are a package, not just a person
Modern relocation programmes understand that the priority for new employees is usually their children, their partner and then themselves. If you appreciate that the happiness and comfort of the Expat’s family comes first, then it’s clear that they have to be a part of your mobility strategy.
Ensuring that time and effort is spent on finding out what the partner’s expectations are understood is a good start. Do they plan to work in their new host country? Or will they be taking the lead with the children? Study for a new qualification? Whichever they choose, their needs will be hugely different.
If they plan to work, advising them how and where expat friendly employment can be found should be the minimum offered. Finding a school for the children of stay-at-home parents is also just the beginning. This makes it vital that a solid understanding of the expectations and needs of the partner are taking into the recruitment and planning stage of any relocation strategy. Failing to do so builds in a factor which can lead to an early, and costly, failure of the relocation.
This is also a great moment to underscore the importance of asking whether anyone within the family has any accessibility needs or requirements. Though it is often a difficult subject, if a partner or child has any specific needs around mobility, or their senses, this can have a big effect on the location, housing, education and social training which the family will need support with.
Support
When the Expat needs support, it’s important that they have the right experts around them to turn to. One of the most important of these, is a Relocation Agent.
As the name implies, a Relocation Agent helps with all aspects of an Expat’s move. From visas to schools, homes to finding social groups, they not only know the processes, but also the common pitfalls, problems and shortcuts. Having a good Relocation Agent working with your new employee will reduce their stress and greatly increase the chances of a successful move.
This extends to the Expat’s family as well, with Relocation Agents helping the family establish themselves in their new home. Connecting them with other Expats from the same home country, finding the groups who can be on hand for advice and support for the family as they settle in.
When you need to find a team of relocation agents, you can find the very best in Belgium in our list of members.
Get ready for arrivals
When the Expat is ready, it’s also important to ensure that the team they are joining is too. Much as cross cultural training is key for the new arrival, understanding from the new team is equally important.
Making the team aware of and ready for the differences that the new person brings, plus the stresses they will be under should be done prior to arrival. The aim here is to manage the expectations of the team and to highlight areas which they should be aware that the Expat may need support. If the Expat is new to the business, then ensuring that the team communicates the business culture, expectations and processes is important. But understanding that these cultural points may not be as natural or intuitive to someone from a different country as they are to locals should be underscored to everyone in the team.
It may also be worth asking for someone in the team to act as a buddy for the new Expat. Having a designated person that they can talk to, ask questions and to check in with, can help identify issues before they become too big.
Job done?
The support shouldn’t end when it’s time to go home. With most expats on a fixed term contract, there comes a time when they will move to a new project or return to their country of origin.
Whilst those moving to new projects can expect support, expats returning home often lack a framework for their return. But do they really need help? After all, they are going back to where they came from.
Simply put, going back home after years away can be an incredibly difficult and unsettling experience. Whilst the country will be familiar, it won’t be the same. The world moved on without the expat, as have friends and family. Things which were previously simple, getting car insurance or renting a home, can suddenly become more difficult due to the gap in residency.
It is imperative that employers provide optional support and assistance to expats going home. Being on hand to ensure that, where needed, the ex-expat has somewhere to turn who will appreciate their unique position.
Our thanks to Dave Deruytter of NetExpat for his insight and wisdom which made this industry update possible. NetExpat is an ABRA partner which provides services to Expat employers to make their global mobility programme successful for all involved.
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