Understand the challenges
For many professional expats, starting to work in a foreign country can feel like navigating a maze. It doesn't matter how professionally experienced you are—you will need to adapt to a different cultural and communication landscape. And this brings up quite a few challenges.
Professional communication differences
The way people interact at work can be very different in different countries. For instance, the more informal and direct communication style many Western companies are known for may not be a good fit for a more formal and hierarchical environment.
Katerina From Germany to Japan to work as a software engineer in a tech start up. "I was really excited about the opportunity to work in Japan. I've watched and read a lot about the country, and I couldn't wait to explore. But what I didn't realize was that the word culture would be so different from what I used to back in Germany. The meetings here are very formal, and I had to get used to a more complex communication style. In Germany, we are used to talking directly. In Japan, I found meetings to be longer and more ceremonious. To be honest, at the beginning, it felt like a huge waste of time. I think I might have even come across as rude to some of my coworkers by nudging them to just get to the point."
Work-life balance expectations
Work-life balance is another area where expats may face challenges. Expectations around working hours, work-related conversations after hours, family time and vacation policies tend to differ a lot from one country to another.
Carlos relocated from Spain to the United States to work as a project manager. He immediately noticed a difference in the approach to work-life balance. "In Spain, we often take long lunch breaks, and most days I was home by 6 pm. But in the US, the pace is so much faster, and the workday is longer. There is also a sense of urgency that comes with all communications – I am expected to reply to emails after hours and answer work calls even late at night".
Social isolation
Building relationships with colleagues in a new company is often challenging. But when you are doing this in a new country, things can get even more complicated – as you will need to factor in the differences in social norms, humor, leisure, communication style, etc. In fact, according to a recent study by Gallup, one out of five employees feel lonely at work.
Paula moved from Brazil to Sweden when the fashion retailer she worked for opened a new branch. "In Brazil, we tend to be very loud and warm, even at work. We talk about each other's lives, go for drinks after work. In Sweden, I found that socializing is more structured, and people value their personal time more. I definitely did feel isolated at first because I wasn't sure how to approach my colleagues without coming across as "clingy".
Different work processes
Another common challenge is adapting to new work processes and tools. Companies generally have their own preferred ways of doing things – and the differences may be particularly notable when you work for a foreign company. You may be looking at completely unfamiliar approaches to project management, daily operations, and even the use of office tools.
Linda moved to Shenzhen (China) for an internship in marketing. And she wasn't expecting her new environment to be so "supervisory". "Every morning, I needed to clock in before 8.15 am and clock out after 6 pm. There were cameras in the cubicle room where I work, and I wasn't allowed to bring a USB with me. My direct supervisor's desk was right behind me, and they could see what I was doing at all times. We also had to install software that blocked certain websites, like social media. I don't think I really ever adjusted to this. But when I was applying for my next job, I specifically asked about supervision policies."
How can expats adjust to the new environment quicker?
The first thing to come to terms with here is that adapting to a new workplace abroad will take time. Trying to speed up this process may actually be counterproductive. Give yourself time to slowly take your new environment in.
Connect with other expats in the company if this is an option. They will know what challenges you may run into and share real-life insights into how to overcome them.
Observe. If you don't want to seek advice directly, simply paying attention to what is going on around can be very helpful. See how your colleagues are behaving, at what time they leave the office, how they interact with each other. This will give you a natural overview of “how things are done”. You may start by simply imitating these interactions until you dive deeper into the local culture and communication specifics.
Don't be afraid to ask for help. Reach out to colleagues and HR if you have questions or concerns about your new job or settling in beyond work, which takes us to our next point.
What employers can do to help expats adjust
While there are quite a few things that expats can do to better adapt to the new environment, the responsibility also largely falls on the employers.
Cultural training sessions can be of great help in getting new employees informed and understanding their new environment. These sessions can cover local customs, social norms, and workplace etiquette and habits. To make the training more effective, employers may try combining theory with practice. For example, they may set up interactive workshops as part of ‘Cultural Awareness Week'.
Tailored training can address the unique challenges that expats face at work in specific industries. For instance, a company may consider offering modules focused on regional differences and industry-specific practices. This will make the training less "abstract" and directly applicable to specific workplace situations.
Professional expectations vary across cultures. Orientation sessions that explain hierarchy, decision-making, and communication styles can be of great help here. For example, employers may offer a dedicated workshop for new expats to introduce them to their work culture. The training may cover punctuality, meeting structure, professional communication, any other questions the new hires may have.
Moving abroad requires a lot of adjustments – and not just in the workplace. Outside of work, expats may be dealing with navigating the local banking system, healthcare, taxation, and more. This is where personalized onboarding plans come in. This type of training would go beyond standard onboarding programs and instead, look into the specific challenges of individual expat employees. For instance, HR workers could guide expat hires through the process of setting up a local bank account and managing finances. Or, they could assist new team members in understanding the intricacies of the healthcare system and insurance coverage. Expats may also need advice when it comes to finding suitable housing and navigating rental agreements. It may also be a good idea for HR or appointed colleagues to help expats integrate into the community: join social clubs, find communities who share the same interests, etc.
The buddy system can also help expats navigate new cultural and professional landscapes. It is also a more fun and less formal way to help new hires adjust. The buddy system pairs the new employee with a local colleague who will offer them support at work and beyond as they explore their new environment.
Another way to reduce the isolation that new expats may feel is via mentorship programs. In this case, a more experienced employee (such as a supervisor) offers guidance to a new employee to boost their professional growth. This can be a very helpful strategy when applied to expat professionals. For example, companies can use a mentorship program to help foreign employees learn about the specifics of the industry in their new location.
Overall, integrating and engaging professional expats into a new workplace requires a balance of personal effort and employee support. Expats need to allow time for the transition and be open to new practices and work methods. On the other hand, employers need to recognize the complexities of this transition and do their best to offer support to new hires, both at and outside of work.
