The keys to support new expat adjustment | 2 May 2010

It is generally recognized by companies undertaking international expat assignments that the right supports for employees and their families during the first critical months after their move may mean the difference between the success or failure.

While it’s normal and predictable for expats to experience some confusion and tension in confronting major changes on multiple fronts, with targeted support through cross cultural training to manage client’s expectations is proven to reduce anxiety and speed up an individual’s sense of regaining control.

Stress of the move

While support with the physical aspects of the relocation - such as destination services that include physically settling-in, finding local service providers and community contacts addresses - provides excellent external support to clients, inexperienced expats are less likely to have adequate tools to address internal emotional needs that are expressed as anxiety, confusion, withdrawal, and depression and can persist for months.

Non-working spouses are particularly stressed by multiple losses related to changing roles, support systems, and to their identity and sense of purpose - especially if they’ve put career goals on hold. Though it takes as long as it takes for a new expat spouse to feel entirely at home in their new home, providing support to help them anticipate the three phases of transition they will typically experience helps them take proactive and concrete steps to facilitate their passage.

Phases of transition

A widely used model of the phases of transition is based on the William Bridges classic, “Transitions: Making Sense of Life’s Changes”. It describes the difference between the change as an event, and the transition as the period it takes for an individual to emotionally catch up with the event by identifying three phases:

Endings, the Neutral Zone and New Beginnings.

Endings are characterized by symptoms including – guilt, resentment, anxiety, self-absorption, and stress. Resistance, culture shock, as well as a fear of failing in the new role, may also be part of the mix.

Strategies

Practical solutions to keep occupied including;  Keeping a journal, exercising, sorting out new routines, starting language lessons, exploring new surrounds and keeping in touch with close friends are some of the strategies that can be put into place to minimize the effects of the transition.  Creating a ‘Losses List’ is also an helpful exercise that helps the assignee indentify what is missing, and helps them to prioritize actions to replace what they believe is essential. The ability to transition into new roles by working virtually before moving to the new location is increasingly seen as beneficial to the employee and the new team. Whatever helps to remove the pressure to speedily adjust, will only accelerate adjustment!

The Neutral Zone is usually the longest and most difficult phase, the ‘in-between’ stage. Losses are largely overcome and essential supports replaced, but purposefulness is missing. It feels like wandering in the wilderness, where nothing is certain, and it’s hard to get your bearings.  

Strategies

Successful strategies start with taking stock of strengths, needs, wants, pride in past achievements, and envisioning the elements of a desired future. Assignees generally know they’ve crossed the Neutral Zone into a successful New Beginning when they’re excited about applying their energy towards a new purpose. It is important at this stage to be able to feel as if you are “getting on with life” and creating new opportunities.  It lessens the feeling of being “stuck.”

 New Beginnings finds people excitedly fine-tuning their action plan, seeking the people and resources to bring their new lives into reality.

What HR can do to assist in the process?

Four approaches that can significantly help to mitigate the stress and facilitate successful adjustment:

1.       Utilize a comprehensive assignee assessment and selection process that identifies how well, or not, the assignee and partner are likely to manage the adaptation process. Use methods that focus in on validated key personal constructs that underlie adaptation.

2.       Provide high quality cultural training that includes candid discussions of the kinds of issues in this article. This helps individuals understand and make plans for dealing with culture shock and guides individuals in establishing action plans for self-fulfilling activities in which they can engage during the assignment.

3.       Throughout the assignment life cycle (preparation through repatriation) provide, and continuously communicate about, extensive support services that the employer makes available.

4.       Provide a quality global Employee Assistance Program (EAP) via a service engagement with a provider that has a record of success in dealing with adjustment and emotional issues.

Obviously, these all come at a cost.  It is important however to remember that investing on these approaches provides significant ROI in terms of enhanced productivity, successful achievement of assignment objectives, retention of key staff for the organization and mitigation of costs associated with assignment failures.

Life Relocation can assist your organisation with outsourced support with comprehensive assignee assessment and cross cultural programs. Contact us today to discuss in more detail.

Life Relocation Pty Ltd
February 2010