- 56% of HR and mobility managers believe that their training programs adequately prepare employees for resettlement – but expatriates do not agree.
- More than a third (37%) of the assignees say that they have not received any cultural training and that 28% report receiving any linguistic training, although these are only the main challenges.
- Family support is often overlooked – 23% of expatriates say that their partner needed more aid, and 16% point out that the struggles related to the partners had a negative impact on their mental health.
London, April 15 – Companies invest massively in global mobility, but many delicious employees believe that they do not obtain the right support – in particular with regard to cultural adaptation, linguistic training and family support.
It is according to Crown World MobilityThe last report of the last report, The changing face of relocationwhich interviewed more than 1,000 expatriates and 200 hours and mobility decision -makers to assess the effectiveness of relocation support programs.
The results reveal a disconnection between the perception of HR of the support they provide and how employees feel prepared for the challenges of relocation.
Training gaps: Do HR programs are missing the brand?
Most HR and Mobility teams believe that they offer adequate training, 56% indicating that their programs have a significant impact on the success of employees abroad. However, many employees say they don't get the help they need.
- 37% of the assignees say that they have received no cultural training, although cultural adaptation is one of the biggest challenges.
- 28% report receiving any linguistic training and 26% say they would have benefited from it.
- Only 21% of the assignees say they had clear objectives for their resettlement, leaving a lot of sensations without direction.
Caitlin Pyett, leader of Global Consulting at Crown World Mobility, explains why this gap is worrying: “Many expatriates assume that they will naturally come from cultural and linguistic skills when they arrive, but in reality, the difficulties in fighting against adaptation without training can be stressful and isolated.
The neglected role of family support
The integration of partners and family in the host country also plays a crucial role in a successful relocation. However, many organizations fail to provide adequate support to the spouses and the charge that accompany it.
- 23% of expatriates say that their partner needed more help to settle in the new country.
- 16% report that the struggles related to their partner had a negative impact on their own mental health.
- While 54% of HR directors say they offer career coaching for spouses, only a small percentage of expatriates really reports this support.
Jo Danehl, leader in intercultural and linguistic training at Crown World Mobility, underlines the importance of holistic support: “An unhappy spouse or a family in difficulty can quickly derail a mission. Companies must think beyond the assignee, providing career coaching, cultural training and community support to partners to increase the chances of success in the long term. ”
Crown World Mobility's Change the face of relocation The series explores these challenges in detail, with upcoming reports focused on repatriation and long -term career development for assignees.
The second report, focusing on the effectiveness of training and family support programs, is available here. The first report, focused on what leads and dissuades the assignees, can be found here.
About the global Mobility of the Crown:
Crown World Mobility provides strategic assignment, immigration and relocation services for multinationals and international organizations. Managing a globally mobile workforce creates challenges for any organization. These challenges are on a human scale – international assignments involve the daily life of people and their families. There are policies to navigate, formalities to coordinate and legality to respect.
We work with all stakeholders to simplify individuals, teams and whole companies all over the world, so that they can acquire what they do best – take advantage of opportunities and grow. This often means finding a unique solution and compatible with technology that Crown has the experience and the ability to provide. Help customers better manage and take advantage of their international talents throughout the life cycle of assignments. Crown World Mobility is part of the World Crown group, created in 1965 and whose headquarters are in Hong Kong.
www.crownworldmobility.com
