What is the correlation between expatriate adjustment and job performance?
Expat Management Group
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Welcome to Expat Mgmt Group Stories, your monthly guide in all things corporate immigration and relocation. Our ambition is to make every relocation and transfer an enjoyable and fruitful experience by calling attention to everything that comes with hiring and moving across borders. With care and commitment, we believe we can create a globally connected society where people and companies can thrive alongside one another.
Our very first newsletter is a thought piece on the correlation between expatriate adjustment and job performance. How is the performance of international employees linked to cultural, social, and work-related adjustment? And what can you as an organization do to facilitate a sustainable and successful expatriation?
The adjustment process and job performance of international talent are often closely linked, as the expatriate's ability to adapt to the new environment can significantly impact their productivity, motivation, and overall job satisfaction. More than facilitating the necessary immigration procedure for your international talent, a sustainable and successful international recruitment strategy requires thoughtful approaches to cultural adaptation, inclusion, and collaboration.
Want to know more about how the performance of your international employees is linked to their cultural, social, and work-related adjustment? Let's dive into the correlation between these two factors.
1. Cultural Adaptation and Communication
Effective cultural adaptation and communication skills are essential for successful job performance. Expatriates who understand local customs, communication styles, and work practices are better equipped to collaborate with local colleagues, manage cross-cultural challenges, and achieve their job objectives.
2. Stress and Performance
Expatriates facing significant challenges during the adjustment period, such as cultural shock, language barriers, or isolation, may experience higher stress levels. This can impact their ability to focus on work tasks, make sound decisions, and perform at their best.
3. Psychological Well-being
The mental well-being of an expatriate is closely linked to their job performance. If an expatriate is struggling with the adjustment process, their mental health may suffer, potentially affecting their motivation, creativity, and overall job satisfaction.
4. Job Satisfaction and Commitment
A positive adjustment experience can lead to higher job satisfaction and commitment. Expatriates who feel supported and integrated are more likely to be engaged with their work and dedicated to achieving their goals.
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5. Knowledge Transfer and Learning
Expatriates are often sent to share knowledge and skills across borders. A well-adjusted expatriate is more likely to effectively transfer their expertise to local colleagues, facilitating skill development and knowledge sharing within the organization.
6. Integration with Local Teams
Successful adjustment can facilitate seamless integration with local teams, enhancing collaboration and teamwork. Effective teamwork is crucial for achieving organizational goals.
7. Cross-Cultural Competency
An expatriate who has successfully adjusted to the new culture and work environment is likely to possess higher cross-cultural competency. This can enable them to navigate diverse situations, build relationships, and negotiate effectively, all of which contribute to job success.
Conclusion
Overall, the correlation between expatriate adjustment and job performance emphasizes the importance of providing appropriate cultural and emotional support and the right resources to expatriates during their time abroad. Organizations that prioritize expatriate well-being and facilitate pre-departure training, cultural orientation, language classes, mentoring, local guidance, open communication, and ongoing support are more likely to have expatriates who successfully adapt and perform well in their roles.
Every expat experiences the transition cycle differently, and it's important to consider the needs of each individual and their ability to adapt when recruiting from abroad. Depending on previous expatriate experiences, cultural differences, and personality traits, some need more support and time than others.
With the right strategy and execution, recruiting international talent can bring a diverse range of perspectives, experiences, and cultural backgrounds to the table. This in turn leads to more innovative thinking, problem-solving, and creativity which again can boost productivity and contributes to the companies’ economic growth.
Curious about how to best support your international employee and how to curate the best relocation package? Reach out to relo@expatmanagementgroup.com for a free consultation.
Behavioral Neuroscientist | Public Speaker I Helping Organizations Tackle Bias and Build Resilience with Science-Backed, People-Based Strategies | Humanizing Workplaces with Practical Neuroscience
1yVery well said, thanks for sharing! As an expat who struggled to adjust to life in the Netherlands and now helps others to do so, I can attest that this is a huge and often overlooked factor when investing in relocation support. Research shows that the ability of the partner and family to adjust to life in a new country is the #1 predictor of an expat team member’s success. And of the 10-20% of expat assignments that fail globally each year, the #1 reason given is an inability of the partner or family to adjust (Frontiers in Psychology, 2022). Ultimately, investing in the practical, cultural, and social adjustment of the entire expat family creates a more inclusive and supporting environment, leading to a higher likelihood of success and satisfaction for the expat and company.