IDEAL SUPPORT FOR RELOCATING PARTNERS NOT SEEKING EMPLOYMENT
NetExpat Team • February 26, 2019
Studies confirm that the number one cause of assignment failure is due to the inability of the mobile employee’s partner to adapt to their new environment.
It probably isn’t the first time you’ve heard that statement, and it definitely won’t be the last, but today we want to address a topic that is not always top of mind when it comes to partner assistance: Integration Support.
When discussing the topic of partner assistance, many employers think of job search support, which is an extremely important part of support that should be offered to partners relocating on assignment. According the NetExpat/EY Relocating Partner Survey, the majority of mobile employee’s partners/spouses were working prior to their assignment, but 44% of them were not. This is a huge percentage of the partner population that is being forgotten when an employer decides not to offer any support to those relocating partners who are not seeking employment.
While at first glance, it may not seem as complex for a relocating partner to navigate the in’s and out’s of their new daily life in a new location, (i.e. no work permits, job searches, interviews, and salary negotiations), don’t underestimate the need for all partners to feel supported when it comes to the importance of developing their own local network. When moving to a new place, all existing networks have been stripped away making them feel vulnerable; in addition, for many it can be an extremely daunting task to rebuild. For partners who are seeking employment, these networks are developed more easily through the natural process of their job search, but for other partners this can require more courage and self-motivation to achieve. Ultimately, all partners should be given the support they need to succeed and develop a network via technology and personal contacts, find new hobbies, volunteer and even further their education when desired. All partners deserve the right to a fulfilling experience while on assignment and a satisfying expatriation.
Here are keys to the ideal integration support:
- Don’t ask your DSP to provide this service – Helping someone open a bank account or sign up for a gym membership in a new country can be valuable, but it only provides short term gains. Use a service provider who specializes in supporting the employee and their families. They have developed methodologies and access to trained coaches who understand the needs of the partners/spouses and can customize support directly to their needs in order to make them feel heard and valued resulting in long term success and a fulfilling assignment.
- Don’t throw cash at the challenge - Today’s mobile employees are no longer interested exclusively in the financial aspect of their international assignment package – they are extremely concerned about the fate of their partners while abroad. While cash provides a financial cushion, it does not provide access to the tools needed to help each partner experience success on assignment.
- Don’t hide from it – According to the NetExpat/EY Relocating Partner Survey, the resounding message expressed by mobile employees and their partners to their international employers is that addressing the well-being of the relocating partner is a key driver to successfully managing international mobility.
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Editorial from NetExpat Perspectives Newsletter Q3 2025
In a recent interview, Isabela Sena, Director of Global Mobility at Stellantis, shared her thoughts on talent mobility’s future. Read on to discover her views, and why people will stay central and elevated by AI.
This blog post offers a glimpse into the exclusive content available to members of the NetExpat Community —designed specifically for the partners and spouses of transferees. From curated resources to peer-driven insights, this sample reflects the kind of meaningful support that helps partners/spouses feel seen, connected, and empowered.
Artificial intelligence (AI) is revolutionizing talent management and mobility, making some administrative processes faster and more efficient. As businesses look to AI-driven tools to streamline everything from visa applications to predictive mobility analytics—they hope to control costs and ease the burden on internal talent mobility teams and mobile employees alike. But can technology alone accomplish all of that? While AI excels at automation and generating data-driven insights, the human touch is still essential for fostering positive experiences among employees and the businesses that employ them. Personalized coaching, relationship-building, and cultural adaptation are all areas where human empathy, intuition and expertise far surpass automated systems. As organizations embrace AI to optimize talent management and global mobility, finding the right balance between technology and human connection will be key to their success.
Discover the costs of ignoring cultural differences and strategies to ensure compliance for thriving international business operations.
Multinational companies face a significant challenge when working across cultures: how to strike a balance between being compliant and honoring cultural gift-giving norms in professional settings. Why is it such a challenge? What may be expected as a gesture of respect and goodwill in one culture could be considered bribery in another. Missteps can ultimately lead to a damaged company reputation, lost business opportunities, or even legal repercussions. Finding a balance between cultural expectations and compliance is a strategic imperative, but potential conflicts can feel completely overwhelming. With training and preparation, however, workforces can learn to navigate these scenarios with skill. Cultural Gift-Giving Differences in Professional Settings Gift giving has always been used in professional settings to show respect, build rapport, and lay the groundwork for meaningful business relationships around the world. Under the right circumstances, a carefully chosen gift can symbolize trust and partnership, opening the door to successful collaboration. Failure to understand cultural norms and expectations can result in costly mistakes. Below, we provide a few examples of varying gift-giving norms to illustrate the importance of cultural agility when doing business across cultures.
As Director of Global Client Services at NetExpat, Maru Machado brings a dynamic blend of operational expertise and global perspective to her role. With a rich background in international event production, clinical travel management, and client services, Maru brings a global mindset to everything she does. Her multicultural experience—both professional and personal as a former expat—deeply informs her approach to leadership and client support. Now leading a diverse team across the U.S., Maru thrives on connecting with people around the world, improving service delivery, and creating meaningful impact for globally mobile professionals and their families.
Mergers and acquisitions (M&As) are high-stakes ventures that promise growth, innovation, and a competitive advantage, but that promise can only be realized by prioritizing a critical factor that can make or break the success of the initiative: culture. Whether it's the diversity of global cultures in multinational mergers or the differences between two distinct corporate cultures, the challenges are significant. A failure to integrate effectively doesn’t just threaten the success of the merger, it also impacts the financial health of an organization. Below, we discuss the cultural complexities of M&As, the risks of ignoring them, and actionable strategies to bridge related gaps effectively. Challenges in Cultural Integration During Mergers and Acquisitions Asking diverse groups of people to collaborate efficiently without supporting them and "translating" their different priorities, values, and cultural norms is risky under any circumstances. This is particularly important in M&As, where two diverse workforces have learned to do business in ways that have been defined by their separate employers. In multinational mergers, differences in communication styles, decision making, and business etiquette can create friction or complete breakdowns in productivity. Corporate culture clashes can also occur from contrasting leadership styles, organizational values, levels of employee engagement, and cultural attitudes about change. Without targeted attention, these challenges can undermine collaboration, erode trust, and jeopardize the success of the merger.
A series of trends and events are impacting the way APAC-based companies are doing business, as well as how international organizations engage with them. As workforce borders within this active region continue to blur, intercultural agility has become more important – and more nuanced – than ever before. Whether it’s a business that's building a diverse workforce within the APAC region or a multi-national company working across cultures to do business with them, employers and the employees that work for them must forget everything they think they know about intercultural communication. Growing workforce diversity means not just knowing about the culture a business is headquartered in, but also the many cultures making up their staff. Intercultural training has therefore become a crucial investment for any business hoping to thrive in this diverse landscape.
Most mobile employees accept international relocations with mixed feelings that include excitement and curiosity. However, they’re often surprised when their move comes with more feelings of disorientation than they expected. Culture shock – the feelings of confusion, disconnectedness, and anxiety that people experience while integrating into a new culture – can make it difficult for mobile employees to transition into their new assignments effectively. It can also make it difficult for their accompanying families to settle into their new home, adding further stress to your employees’ relocation experiences. It all negatively impacts employees – but it has costly negative impacts for the organization, too. Understanding the stages of culture shock can make dealing with it easier. Below, we take a look at each and offer suggestions your employees can use for navigating them. While supporting them on their journeys helps them to integrate into their new surroundings faster and with greater ease – it also benefits business productivity, organizational goals, and the company’s bottom line. Stages of Culture Shock & Suggestions for Dealing with Them
