Remote work and in-person work
During the lockdowns, many countries passed laws to facilitate remote work. Post-lockdown, this practice kept growing. More and more workers seek positions with full or partial remote work options. Managers must adapt to this trend, which significantly alters the work rhythm. What were your reasons for moving abroad? Were you looking for a remote job? Do you prefer 100% in-person work? Many studies show expatriates usually opt for one or two days of remote work per week. This is also what many companies offer, as a total transition to remote work remains a challenge.
Indeed, transitioning from an entirely in-person job to one with remote work (or vice versa) impacts your work rhythm. Discipline in remote work is different. The task must be completed, but the approach varies. To adapt, start with good practices. Treat your remote workdays as regular workdays. Set up a conducive work environment. Ask your foreign employer about the company's remote work practices: meeting schedules, task deadlines, etc. Apply the same approach for in-person days. Observe more experienced colleagues to better adapt to the host country's practices.
Relationships with colleagues and superiors
Depending on the country and company, relationships can be more horizontal despite existing hierarchies. Anglo-Saxon cultures are known for using first names, creating an atmosphere of simplicity and friendliness, but this tone can be challenging to adapt to. In Japan, for instance, the highly codified language reflects a clear hierarchy, and mastering the complexities of keigo (polite language) is difficult. Expats and locals alike can make mistakes. France balances between formal and informal address, creating ambiguity for both expatriates and locals. Adapting to a seemingly unnatural rule, considering your own culture, can be tough.
Relationships with colleagues and superiors affect the work rhythm. They influence how information is shared. Information flow will be straightforward and quick if your company values “horizontal” relationships. Conversely, in more “vertical” and codified work environments, the hierarchical structure dictates a specific information flow. This doesn't necessarily mean a slower work pace. It depends on the company's atmosphere. Your experience with information flow also matters. Were you used to a “rigid” or more flexible work environment? Do you prefer a visible hierarchy or a more discreet one?
Flexibility and work hours
Do you prefer working early to finish early or starting late to end late? What were your work hours in your home country? The work rhythm of the foreign country can impact your performance and organization, especially if it's very different from what you're used to. In some countries, the “coffee break” culture is either nonexistent or limited to getting coffee and drinking it alone at your desk. In other countries, it's a real moment of disconnection and socialization.
Since the pandemic, many workers, especially expatriates, favor flexibility. This is another change observed along with the rise of remote work. But again, adaptation is critical. Moving from a rigid work environment to a highly flexible one abroad requires adjustment. Some expatriates are surprised by the great freedom their company offers. They can take vacations whenever they want, work remotely without limits, and organize their workday.
Ultra-flexibility or not: Anticipate the new work rhythm abroad
Great freedom” often comes with “great responsibilities.” Companies betting on high flexibility place trust in their employees to get the job done correctly. Whether you choose 100% remote work or a three-day weekend, the work must follow. To avoid feeling overwhelmed, observe how your local colleagues manage. Try different work methods to find your footing.
Even if you've gathered all the information before moving abroad, knowing the theory and living the practice is different. Ideally, try to envision your workdays in the foreign company before moving, especially if your home country's work culture operates on a very different work rhythm. What will your days look like? Will you need to wake up earlier or stay up later? Will you have time for personal activities?
Lunch breaks
Where are you relocating to? In Denmark, Japan, or South Korea, lunch breaks are short. Many workers bring their meals to work. In the US, the short lunch break is even used for meetings. France is often seen as “the country where people take their time.” Lunch breaks are thought to last hours and be an important socializing moment. The reality is more nuanced, depending on the industry and position.
The lunch break has more significant implications than one might think. Adapting to your new rhythm as an expat can take time. If you're from a company where long lunch breaks are the norm, you might feel rushed in a foreign company with short breaks. Similarly, the way you have lunch can be a change. Were you used to dining out? Preparing your own lunchbox? Eating in a company canteen? How do things work in the host country? Where do your colleagues eat?
Don't underestimate the impact of the lunch break on your workday. Moving to a new country is a major change, and integrating into a new company involves new rules. Lunch breaks are often seen as welcome breaks during the workday, allowing you to recharge and take time for yourself, provided you have enough time to do so. Observe the foreign company's practices. If the lunch break is short, the company might have a rhythm ensuring your well-being (e.g., flexible work hours).
How about overtime?
Be cautious about overtime. Adapting doesn't mean giving up your employee rights. Does the new company's work rhythm include a lot of overtime? How is overtime integrated into the company's culture? Is it occasional or regular? Is it properly compensated? Research the company culture in your host country before moving. In some countries and industries, the overtime culture puts heavy pressure on workers. If your new work rhythm affects your mental health, first try mediating with your new supervisor. Is the problem with the job itself, the work organization or the workspace? Too many work hours? Is an adjustment possible?
After-work gatherings
Are your colleagues your friends? This question raises mixed opinions. Encouraging friendly relationships at work is generally beneficial, but friendship implies deeper connections. In many countries, people tend to separate private and professional lives. What about after-work gatherings? In France, they are a real socializing time, but traditionally, in Japan, corporate drinking parties (nomikai) have long been seen as obligations rather than enjoyable events. Social pressure forced acceptance of the superior's invitations. Although things are evolving towards more flexibility, it depends on your company's atmosphere. Originally, nomikai were significant socializing moments. People used to come to relax with friends or colleagues, strengthen bonds, and unwind.
Activities with colleagues
Some companies offer a middle ground: activities with colleagues outside work, such as sports, weekend trips, beach days, cultural visits... These out-of-office meetings are designed to build connections. You might be invited to participate in these activities. Will you see them as an opportunity to better understand the host country's culture or as an inconvenience? The host country's company practices might surprise you depending on your personality and work habits. To adapt, gather information in advance. Does the company regularly organize activities outside work? Your employer might have mentioned company activities to promote well-being. Initially, give it a try. It's a good way to ease your integration into the company.
If these events happen too frequently, observe how other employees behave. Do they attend all events or not? Is non-attendance an issue? Are these gatherings strictly for socializing, or do they extend work discussions? If you feel uncomfortable, try to find a sympathetic ear in the company. Out-of-office meetings should not become a source of stress but enhance your relationships with colleagues.
