Global Mobility News

Duty of Care, Redefined

Mon, 13 Apr 2026 17:25:24 GMT

Editorial from NetExpat Perspectives Newsletter

Duty of care has long been central to global mobility—but its scope is widening. As organizations face new workforce expectations, diverse family profiles, and increasingly global teams, the question becomes: What does meaningful care look like today?

This edition of Perspectives explores that evolution. Duty of care now reaches beyond logistics to include wellbeing, partner support, and the cultural dynamics that shape how people work across borders. It asks us to consider the full ecosystem surrounding international talent—employees, spouses and partners, and families.

At NetExpat, we see how these elements influence assignment success and long‑term retention in the global workforce. We also see organizations rethinking policies and support models to meet the moment. The insights in this issue—from mobility to partner support, policy redesign, and global team alignment—reflect that shift.

I invite you to consider how your organization is redefining its own duty of care, and how a more holistic approach can strengthen both people and performance.

Alain Verstandig

President

NetExpat

Subscribe to Perspectives, NetExpat’s quarterly newsletter, for fresh insights on global talent mobility. Each issue features event highlights, industry updates, and expert perspectives to help you stay informed and inspired.

Rethinking Global Mobility Policies: Industry Lessons from a Head of Global Mobility Policy

Tue, 07 Apr 2026 18:55:22 GMT

Insights from Mark Vaughan, Head of Global Mobility Policy at Maersk

Mark Vaughan

Head of Global Mobility Policy

Maersk

Global mobility programs are under more pressure than ever to stay aligned with business strategy, talent expectations, and shifting assignment patterns. Policy reviews that once happened every decade are now becoming a strategic necessity.

In a recent conversation with Des McKell, SVP Advisory & Global Partnerships at NetExpat , Mark Vaughan, Head of Global Mobility Policy at Maersk , offered a candid look at what it takes to modernize mobility policies in a way that is practical, inclusive, and aligned with today’s workforce realities. His reflections reveal clear themes that mobility and talent leaders can use as an intentional and strategic blueprint.

Why Policy Reviews Are Becoming More Frequent—and More Strategic  

The forces shaping global work are accelerating, and policy cycles must keep up. Mark framed the shift as a deliberate and strategic response to market and workforce signals:

“We deliberately moved from reactive fixes to a proactive policy cadence—aligning our policy framework to market benchmarks so employees and families receive a predictable, high‑quality experience, and so that the business can forecast cost, risk and return on investment.”

At NetExpat, we hear regularly from our clients that three forces are driving more frequent reviews:

Natural policy aging.

Cost structures, tax rules, and assignment types evolve quickly. Policies built for traditional long‑term assignments can feel outdated when short‑term, commuter, hybrid, and project‑based moves become a business necessity.

Real‑world misalignment.

When employees and HR partners start “working around” policies, it’s a sign the framework no longer fits. As Mark noted, “People were using local‑plus when really what they should have been using, to align with the business need and family circumstances, was the long‑term assignment policy.”

Rising expectations from employees and families.

Mobility is now part of the broader talent experience. Employees expect clarity, fairness, and support that reflects modern family realities.

Organizations that thrive treat policy as a living system—one that evolves with the business, the workforce, and the global environment.

A More Intentional Approach to Gathering Feedback 

Understanding what to change requires intentional and disciplined listening. Mark described a shift from broad data collection to targeted, insight‑driven engagement:

Our project was significant in both its scale and ambition, including 2 years of engagement that allowed us to work towards a business case for change and improvement.

We started broad to map the landscape: surveys, interviews, stakeholder workshops; but quickly narrowed our focus to the conversations that produced actionable, business‑aligned insight.

Best practices his team adopted:

Prioritize insight over volume.

Targeted discussions with stakeholders who understand business tradeoffs produce clearer direction than the temptation of farming hundreds of responses. Harvesting too much feedback can be counterproductive and lead to unintended consequences if you cannot enact every recommended change.

Balance internal voices with external perspective.

Market validation distinguishes preference from best practice. “Benchmarking with a valued partner gave us the market context we needed to make structural choices,” Mark said.

Create space for honest reflection.

Real feedback often comes from understanding where employees have been forced to improvise. Taking time to truly understand the reality of the experience allows improvements to deliver real value- to the business and future relocating talent.

Turning Feedback Into Policy Priorities

With focused insight, the next step is prioritization. Mark described a pattern of letting recurring themes determine the workplan:

“We prioritized the issues that appeared consistently across stakeholders and validated structural choices with market data—then used experienced judgment to resolve exceptional cases.”

How leading organizations translate feedback into priorities:

By letting patterns drive decisions, organizations create policies that are both grounded and future‑ready.

Elevating the Family Experience as a Strategic Priority

Family considerations now determine assignment success. At NetExpat, we know from our own research that almost 75% of relocating talent now rely on maintaining two incomes to make a relocation possible and sustainable in the long term.

Mark emphasized designing support that reflects modern family realities

“We consider family support as a strategic mobility enabler and plan to include more going forward—partner career continuity, wellbeing, and practical relocation support directly influence acceptance and retention.”

Organizations are increasingly recognizing that:

Partner/spouse career continuity and integration affect assignment acceptance and retention.
Family wellbeing drives assignment stability.
Senior leaders expect a more holistic support model.

Engaging Leadership Early and Often

Another industry-wide learning—and one Mark underscores is the importance of early leadership engagement. Many organizations still gather feedback, design policies, and only then seek executive approval. This sequencing often leads to delays or misalignment.

“We understood the need to involve the executive team at the outset—aligning on organizational objectives and cost parameters up front avoids rework and accelerates adoption.”

Practical steps that improve outcomes:

Early alignment on objectives and cost sensitivities — Set guardrails before detailed design.
Checkpoints at key milestones — Keep leaders informed and invested.
Leadership shapes the narrative — Executives can help frame the positivity of change, not only sign off on it

This creates shared ownership and accelerates implementation.

Designing Policies That Are Built to Evolve

Mark’s team adopted a pragmatic, time-boxed approach to policy design:

“We designed a policy set intended to serve for two to three years, with clear amendment triggers—flexibility and usability beat theoretical perfection.”

Principles in practice:

Design for the near term — Build policies that are fit for the next business cycle.
Embed flexibility — Make amendment pathways explicit and easily actionable.
Prioritize usability — A usable policy that’s iterated beats a perfect but unusable one.
Expect iteration — Continuous improvement reduces risk, increases alignment, and demonstrates a strategic contribution form talent mobility.

This reduces pressure and encourages mobility leaders to stay responsive and aligned with the business.

To find out more about how NetExpat can help your organization align mobility strategy  
with business goals, contact us at info@netexpat.com . 

Team Spotlight: Sam Pinney

Fri, 06 Mar 2026 18:43:58 GMT

Sam combines a bilingual, multicultural upbringing with deep global mobility experience. Born in Belgium to a British father and Belgian mother, she began her career in education—later moving into consultancy and, in 2003, into international mobility.

At NetExpat since 2009, Sam blends operational excellence with advisory insight, working directly with clients and assignees to design people‑centered solutions. She thrives on building trusted relationships across cultures and supporting family wellbeing, partner careers, and sustainable assignments. Her practical, empathetic approach turns complex mobility challenges into positive outcomes for organizations and the people they move.

Tell u s a little bit about your journey before joining NetExp at.

I was born in Belgium to a British father and a Belgian mother and grew up in a truly multicultural, bilingual environment. My father was an entrepreneur and ran his own business, which meant that from a very young age our home was filled with visitors from different countries and cultures. I was fascinated by it all—and I still remember running to answer the phone, excited to act as the “PA” long before I knew what that role really meant.

I began my professional journey as a primary school teacher in Belgium, before moving to the UK to work in a private school as a Deputy Housemistress. In that role, I was responsible for the wellbeing of around 60 girls from a wide range of nationalities. Many were from China and Hong Kong, and I vividly remember being struck by how, even at the age of 11, cultural differences were already clearly visible—whether in attitudes to study, work‑life balance, friendships, or group dynamics. Observing and navigating those differences was endlessly fascinating and deeply formative.

I later worked for a consultancy management firm in the UK, where I was once again immersed in intercultural dynamics. I was responsible for ensuring smooth collaboration between the French and UK offices—an experience that was both challenging and energizing, and where there was truly never a dull moment.

My formal journey into global mobility began in 2003, when I joined a large relocation management company in the UK as an International Assignment Manager, working on a key global account. It was, without question, the best training I could have had. This role eventually brought me back to Belgium, where I worked for a local relocation company before starting what has been an incredibly rewarding chapter at NetExpat in June 2009.

Since joining NetExpat, I’ve never looked back. It’s a role where everything comes together—my early life experiences, cultural curiosity, and professional skills are all in play every single day. I genuinely believe it’s one of the best jobs you can have, and I’m sure many would agree.

What energizes you most about your day-to-day work at NetExpat?

What energizes me most about my day‑to‑day work at NetExpat is the truly global nature of the role—and, even more so, the people. I have the privilege of interacting with individuals from all walks of life, across cultures, industries, and career stages, which makes every day both stimulating and meaningful.

I’m particularly fortunate to be in a role that combines both operational and advisory work . This means I work closely not only with our clients, but also directly with the candidates who benefit from NetExpat’s support. Having visibility into both perspectives allows me to deeply understand client needs while staying connected to the real, human impact of the solutions we deliver.

Travel has also been a major source of inspiration. Through my role, I’ve had the opportunity to discover Asia and experience its rich and diverse cultures firsthand. Added to this is the daily interaction with our global consultants and colleagues—no two days are ever the same.

Above all, building strong, trusted relationships with the people I work with is the most rewarding part of my role. When challenges arise, being able to navigate them collaboratively—working hand in hand with clients and consultants to find solutions and overcome obstacles—makes the work even more fulfilling. It’s this combination of human connection, problem‑solving, and global collaboration that continually inspires me.

What do you love most about being part of the NetExpat team or culture?

What I love most about being part of the NetExpat team is the culture of trust and autonomy. NetExpat truly provides the space to grow and develop your skills, and when you discover your passion or unique strengths, that’s where the focus and support naturally go.

What really stands out is that there isn’t a single “right” way to handle situations. Everyone is encouraged to stay true to themselves and build on their individual strengths to get the job done. This flexibility allows us to work in a way that feels authentic while still delivering high‑quality outcomes for our clients and partners.

Our leaders are genuinely inspirational and innovative, and there’s a strong sense of belonging—we often refer to NetExpat as a family. Everyone has their place, their voice, and the opportunity to contribute meaningfully. Collaboration is at the heart of how we work, while still respecting and valuing each person’s unique approach and expertise.

It’s a culture where individuality is celebrated, collaboration is natural, and people are empowered to do their best work—and that’s something I truly value.

What do you love most about being part of the NetExpat team or culture?

Our global colleagues are the secret sauce of NetExpat and we are so lucky to have such a talented group of individuals, all with a true passion for our mission.

What motivates you in your role?

Helping build sustainable and impactful solutions. What we deliver is truly experiential and seeing the difference it makes to the individuals and families we support is so fulfilling. We are solving complex talent challenges, and our support is tangible in helping our clients to attract, retain, and develop their talent.

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

Repatriation That Pays Off: KPMG’s Playbook with Adeline Ong

Fri, 06 Mar 2026 17:23:38 GMT

Insights from Adeline Ong on how KPMG prioritizes repatriation.

Adeline Ong

Global Mobility Project Manager

KPMG

International assignments are high‑value investments: they build capability, open markets and shape future leaders — but only if the return is planned. Adeline Ong, Global Mobility Project Manager for KPMG International, explains how KPMG treats repatriation as a deliberate talent moment, connecting assignment outcomes to career progression, client delivery and succession planning. Adeline has led mobility and leadership development initiatives across KPMG’s global network and focuses on turning international experience into long‑term organizational value.

Adeline was recently interviewed by NetExpat's Sam Pinney, Director APAC/Benelux Client services & Global Advisory to understand more about KPMG's key objectives related to repatriation support and why this assignment phase is a priority at KPMG.

Why does repatriation matter to KPMG when reintegrating internal employees?

Adeline Ong - At KPMG, international assignments are a deliberate investment in our People and our Business. Returning assignees bring market insight, cross‑border networks and leadership experience that strengthen client delivery and succession pipelines.

How does KPMG define a successful repatriation?

Adeline Ong- Success is measured by career outcomes and the practical application of host‑market experience. Qualitatively, success is reflected in outcomes such as career progression during or following the assignment, and we often see assignees returning to take on leadership roles in global client engagements.

What do you measure to determine assignment success?

Adeline Ong - KPMG links KPIs to the assignment’s purpose: goals are agreed at the start and measured alongside host‑firm performance. At the same time, the firm recognizes intangible gains — a global mindset, adaptability and broader leadership capability — even when those are harder to quantify.

When does repatriation planning start and who owns it?  

Adeline Ong - Planning is proactive. Repatriation planning typically begins around 6 months prior to the end of an assignment. Some teams begin conversations at 12 months. Ownership is shared: assignees are expected to drive career conversations, while HR Business Partners, Global Mobility and performance managers coordinate reintegration.

What are the risks of poor repatriation?

Adeline Ong: The primary risk is attrition on return. Other consequences include under-utilized market knowledge, disengagement from misaligned expectations, and a weakened talent pipeline — all of which reduce the return on the mobility investment.

What practical support has KPMG introduced?

Adeline Ong: KPMG has partnered with NetExpat to provide dedicated repatriation support to help assignees reflect on their assignment and plan the transition home to complete their assignment journey in a positive and structured way. Early feedback has been positive, and the firm is tracking engagement and retention to measure longer‑term impact.

The Strategic Payoff: Key Takeaways

Repatriation is the hinge between mobility spend and long‑term talent value: planned well, it converts costly assignments into durable leadership advantage; left to chance, it becomes a sunk cost. KPMG’s approach shows that the difference is deliberate staging, shared ownership and a willingness to measure both outcomes and the less tangible leadership gains that follow international experience.

To find out more about how NetExpat can help your organization with successful repatriation of employees and their family following an international assignment, contact us at info@netexpat.com . 

2026 Relocating Family Support Survey: What Today’s Mobility Leaders Need to Know

Mon, 02 Mar 2026 19:07:01 GMT

For nearly a decade, the Relocating Family Support Survey —developed in partnership between NetExpat and EY—has served as the industry’s most comprehensive benchmark on the experience of relocating partners and families. Since its launch in 2018, the survey has captured insights from more than 4,400 participants worldwide, helping organizations understand the realities facing globally mobile families and the policies that most effectively support them. The 2026 edition builds on this foundation with input from over 340 respondents across 50 countries, offering a timely view into how mobility expectations, workforce demographics, and business priorities continue to evolve.

Key Insights Shaping Global Mobility in 2026

Partner and Family Well‑Being Drive Assignment Success

This year’s data reinforces a long‑standing truth: the family experience is inseparable from the employee experience. 69% of participants cited partner resistance as the top reason employees decline a relocation, and 62% identified partner unhappiness as the leading cause of failed assignments. These factors directly affect team continuity, talent pipelines, and business outcomes.

Dual‑Income Support Is No Longer Optional

Economic pressures and shifting workforce norms mean more families rely on two incomes during an international assignment. 74% of employees and partners view dual‑income support as critical —a notable increase from 69% in 2018. Needs vary by gender and generation, but the message is clear: mobility programs must evolve to support diverse career paths and financial realities.

Partner Support Strengthens Employer Brand

In a competitive talent market, mobility programs are a differentiator. 81% of survey participants believe that supporting accompanying partners and spouses strengthens an employer’s mobility brand and broader business reputation. These programs are no longer discretionary—they are strategic levers for attraction, retention, and long‑term workforce sustainability.

Care Outweighs Cash

Only 23% of organizations now offer cash allowances for partner or family support—a steep decline from previous years. Instead, companies are investing in personalized, needs‑based services such as intercultural training, career coaching, integration support, and language instruction. These offerings deliver structure, clarity, and meaningful impact for families navigating transition.

Communication Gaps Undermine Program Impact

While most companies offer partner and family support, only half of respondents feel these services are effectively communicated. This disconnect suggests that even strong programs can fall short if employees and families don’t understand what’s available or how to access it. Clearer messaging, proactive outreach, and consistent touchpoints are essential.

Technology Enhances, But Cannot Replace Human Support

Across all respondent groups, there was unanimous agreement: the most effective mobility experience blends digital tools with human‑led support. Not a single participant preferred a tech‑only model. Human guidance is especially valued during pre‑decision and early relocation phases, when emotions and complexity are highest.

What This Means for Mobility and Talent Leaders

The 2026 findings point to a clear industry shift: organizations are moving toward mobility strategies that prioritize family well‑being, intentional spending, and long‑term talent sustainability. With 95% of companies now offering partner/family support, the next frontier is ensuring these programs are accessible, visible, and aligned with the lived experiences of globally mobile families.

For HR and mobility leaders, this is a pivotal moment to:

Reassess whether current policies reflect the realities of dual‑career households
Strengthen communication channels so support is understood, not just offered
Blend technology with empathetic, human‑centered guidance
Extend support beyond arrival, especially through repatriation
Benchmark against industry peers to stay competitive in a rapidly evolving landscape

For HR and mobility leaders, this is a pivotal moment to:

Reassess whether current policies reflect the realities of dual‑career households
Strengthen communication channels so support is understood, not just offered
Blend technology with empathetic, human‑centered guidance
Extend support beyond arrival, especially through repatriation
Benchmark against industry peers to stay competitive in a rapidly evolving landscape

Explore the Full 2026 Report

The complete 2026 Relocating Family Support Survey offers deeper data, demographic insights, and practical recommendations for strengthening mobility programs in 2026 and beyond.

Discover the most comprehensive insights on the impact of global mobility on spouses, partners, and families. Conducted by EY and NetExpat, this survey delves deep into the trends and lessons vital for shaping effective global mobility and talent management strategies. View more information here or contact rfs@netexpat.com with further questions.

Stronger Together: The Business Case for Supporting Relocating Partners

Tue, 17 Feb 2026 16:23:34 GMT

International relocations are a big adjustment for employees, but they can be an even bigger adjustment for their accompanying spouses or partners. This is especially true if they were a part of a dual income household in their country of origin. While organizations often focus on logistical support for the employee, the success of an international assignment hinges equally on the well-being of the entire family. If a relocating partner struggles to integrate, it can have negative impacts on the partner’s state of mind, the couple’s relationship, the employee’s ability to focus on their new role, and both assignment and organizational objectives.

The Cost of Overlooking Relocating Partners

Studies show that one of the leading causes of assignment failure is the inability of the relocating partner to integrate. Without structured support, these individuals often experience isolation, loss of identity, and difficulty navigating a new culture. Meanwhile, employees are distracted with worry and stress as their partners struggle to adapt, which often impacts their ability to meet assignment goals and objectives. The well-being of both individuals is compromised, which can lead to employee disengagement, attrition, and, in extreme cases, loss of talent altogether.

The Ripple Effect of Partner Integration

Beyond business outcomes, though, prioritizing employer and family well-being is simply the right thing to do. It fulfills an organization’s duty of care to its employees. It reinforces ethical leadership, fosters a cohesive company culture, and supports employees thriving professionally while knowing their families are cared for. Ultimately, it builds a cohesive workforce and positive mobility brand.

What Effective Partner Support Looks Like

How can businesses support relocating partners? To begin, they need to understand that successful programs go beyond financial incentives. Accompanying partners need more than just logistical assistance—they need meaningful support that fosters connection, purpose, and stability. The most effective integration support includes:

Pre-decision consultations to help families assess relocation feasibility before committing

Mentorship programs that connect relocating partners with local networks, easing social integration

Personalized coaching to address emotional and logistical challenges, ensuring long-term success

Employment assistance for accompanying spouses/partners who would like to work in their new host country

Alternatives to employment assistance for those individuals who are unable to work in their host country (this can include tuition assistance for online educational opportunities, information regarding starting their own business, integration support into their communities, volunteer matching services, etc.)

An experienced global services provider can be a valuable extension of your internal team when providing these services to accompanying partners. For instance, NetExpat offers a comprehensive suite of support services designed specifically for relocating spouses and partners. Our NetExpat Community connects partners and spouses to their counterparts — both locally and globally—to ensure they have support from a like-minded community, along with access to resources that make integrating into their new host environment easier. Our buddy program connects partners on a one-to-one basis, building friendships and mentorships to ease social and cultural transitions. And our proprietary job search platform—created exclusively for accompanying partners of employees of NetExpat clients—helps partners navigate employment opportunities in their new location, ensuring they remain professionally engaged and empowered if they want to keep working abroad.

The Long-Term Benefits of Prioritizing Partner Support and Integration

Prioritizing partner integration yields substantial long-term benefits to organizations, from increased employee retention to overall workplace satisfaction. When employees feel that their families are supported, they’re more likely to feel engaged in their roles and remain committed to their assignments, reducing turnover and strengthening company morale. Companies that invest in comprehensive integration programs not only foster employee loyalty but also enhance their brand reputation, attracting top talent and positioning themselves as leaders in global mobility. In short, by cultivating a culture of care, they ensure both business success and the well-being of their workforce.

A Future-Proof Approach to Global Mobility

Partner support shouldn’t be optional—it’s essential for assignment and organizational success. By rethinking relocation policies and investing in meaningful support programs, by leaning into partner support instead of bypassing it, businesses don’t just ensure positive assignment outcomes, they create professional communities and partnerships where everyone involved can truly thrive.

For over 25 years, NetExpat has been a trusted and valued partner, providing guidance and global expertise to multinational businesses across the globe. For more information about how we can support your employees and business by fostering a smooth and positive family experience, contact us at info@netexpat.com

Team Spotlight: Anubhuti Pandey

Mon, 09 Feb 2026 17:20:18 GMT

Anu brings over seven years of experience in Learning & Development and Human Resources, shaping her career around helping people grow, adapt, and thrive. Her early passion for psychometrics, talent management, and capability‑building led her into the HR solutions space, where she deepened her expertise in behavioral insights and learning strategy before stepping into her role as Senior Manager, Advisory Services – India at NetExpat. Today, she supports Indian talent navigating global mobility and intercultural transitions, energized by daily conversations with individuals from around the world and inspired by the continuous learning that comes from working with a truly global team.

Tell u s a little bit about your journey before joining NetExp at.

With over seven years of experience in Learning & Development and Human Resources, I’ve built my career around helping people grow, adapt, and succeed. Having studied HR and Marketing, I developed a strong interest in psychometric assessments, talent management, and training & development early on. This passion guided me into my first role in the HR solutions space, where I worked closely with people‑centric programs and capability‑building initiatives.

Over the years, I continued working with organizations in similar domains, deepening my expertise in behavioral insights, learning strategy, and talent development. Ultimately, this journey led me to NetExpat, as Senior Manager, Global Advisory Services- India, where I now support Indian talent through global mobility and intercultural training—helping them navigate transitions and succeed in new cultural and professional environments.

What energizes you most about your day-to-day work at NetExpat?

I love my work at NetExpat because I get to support people relocating across the world and help them settle confidently in a new culture. Every day brings conversations with individuals from diverse countries and backgrounds, which is incredibly enriching. It’s fascinating to see how each culture is so different yet uniquely special. Plus, working with our global consultants and team keeps me constantly learning and exposed to fresh perspectives.

What do you love most about being part of the NetExpat team or culture?

What I love most about being part of the NetExpat team is how much I get to learn every single day. Global mobility and intercultural solutions are new areas for me, and the environment here makes continuous learning feel natural. Whether it’s through my team’s rich experiences or through meaningful client conversations, I’m constantly exposed to new perspectives that help me grow both personally and professionally.

What motivates you in your role?

Challenges help me learn something new every day. In the process of navigating them, you naturally build new skills that stay with you and support your future growth. And at NetExpat, overcoming challenges becomes much easier thanks to the guidance and collaboration of our global team. Their support makes even complex situations feel manageable and ultimately very rewarding.

What do you love most about being part of the NetExpat team or culture?

Our global colleagues are the secret sauce of NetExpat and we are so lucky to have such a talented group of individuals, all with a true passion for our mission.

What motivates you in your role?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

Outsourcing, Insourcing & Automation: Building Agile, Sustainable Workforces

Wed, 04 Feb 2026 19:52:16 GMT

When it comes to global talent mobility, agility is crucial to an organization’s long-term strategy and competitiveness. With mounting pressure to deliver seamless employee experiences—while managing cost, compliance, and cultural complexity—the question isn’t just what to outsource, but also what to own and automate to stay relevant and scalable over time.

This post explores how companies can align operational choices with their internal capacity, cultural context, and long-term goals. The right balance is unique to each organization’s talent and operational needs.

Helpful Practices

Making smart operational choices starts with understanding what your team does best and where outside support or automation can make things run more efficiently. Whether you're expanding globally, managing operational complexity, or trying to optimize processes to provide a more positive employee experience, deciding what to outsource, insource, or automate should be intentional. Below are examples of how each approach can work to your advantage, helping you build mobility programs that are agile, scalable, and people focused.

Harmful Pitfalls

Even with the best intentions, missteps can happen—especially when decisions are made under pressure or without cross-functional input and a broader strategic lens. Leaning too heavily in one direction risks workforce burnout, inefficiency, or loss of strategic control—so understanding where each approach can go wrong is just as important as knowing where it works well. Below are common pitfalls that can undermine agility, erode trust, or create unintended consequences in global mobility programs:

Taking on too much internally without the bandwidth or expertise, leading to burnout and operational breakdown.
Over-relying on outsourcing (or choosing a provider that isn’t transparent or proactive), which can lead to misaligned outcomes, loss of internal visibility, and employee frustration.
Outsourcing without clear lines of communication and transparency—which can lead to lost opportunities and insights, inefficiencies, and a suboptimal working relationship.
Over-relying on automation (or failing to design it with cultural nuance and user experience in mind, which can lead to disengaged employees, miscommunication, and a lost line of sight into what people are actually experiencing. Automation can handle tasks, but it can’t sense frustration, surface dissatisfaction, or flag when a policy is falling short. Without human interaction to balance the tech, organizations risk missing the subtle signals that drive meaningful improvements in mobility programs and employee support.

Departmental Roles in Global Talent Mobility: Strengths, Support, and Integration

Agile mobility programs depend on cross-functional clarity. While each team plays a distinct role, the most effective strategies blend internal strengths with purposeful use of automation and external expertise. Here’s how key departments contribute—and where outsourced and automation support can amplify their efforts.

Cultural Contexts That Shape Mobility Decisions

Whether a company insources, outsources, or automates, cultural context shapes how those choices are implanted and experienced—and how well they perform. For instance:

Corporate Culture plays a defining role in operational preferences. U.S.-based firms often lean into outsourcing, favoring clear service-level agreements (SLAs), strategic partnerships, and measurable outcomes. European firms, by contrast, tend to prioritize internal control, gradual change, and consensus-driven decision-making. These cultural tendencies influence how mobility programs are structured, how quickly they evolve, and how external support is integrated.

National or Regional Culture adds another layer of complexity. Automation and outsourcing need to be adapted to local norms around hierarchy, communication, and trust. A one-size-fits-all approach risks alienating employees, especially in regions where personal relationships, face-to-face interaction, or job security are deeply valued. What feels efficient in one market may feel impersonal—or even threatening—in another.

Global advisory partners can help bridge these gaps by offering cultural insight and support. For instance, NetExpat offers a variety of services, including leadership and intercultural assessments, coaching and training programs, and strategic consultancy at the intersection of cultural agility and business performance, when outsourcing business functions to other countries and cultures . Resources that address culture shock, local expectations, and employee experience can be instrumental in helping organizations build cultural agility. When companies understand and respect the cultural dynamics at play, their mobility strategies become not only more inclusive, but more effective

Decision Framework: How to Choose Wisely

To choose whether to outsource, insource, or automate, start by assessing the task’s complexity, cultural sensitivity, and strategic value. If it’s highly specialized or compliance-heavy, outsourcing may offer efficiency and expertise. If it touches employee experience or requires nuanced judgment, insourcing ensures alignment and trust. Automation works best for repetitive, rule-based tasks—but only when paired with human oversight. An experienced partner can serve as a sounding board and consultant when insourcing, as well. The goal isn’t to pick one path, but to build a flexible ecosystem that adapts to your organization’s evolving needs.

The most resilient mobility programs aren’t rigid—they’re responsive. By choosing the right approach for each task, organizations can build systems that scale with confidence and adapt with care.

Moving Forward with Confidence

Global mobility leaders face a complex balancing act: delivering seamless employee experiences while managing cost, compliance, and cultural nuance. The most successful organizations aren’t just choosing between outsourcing, insourcing, and automation—they’re designing hybrid ecosystems that flex with their needs.

More than logistics, the most resilient mobility programs are responsive and reflective of organizational needs. In a world of constant change, agility isn’t just a strategy—it’s a mindset. And when mobility reflects that, organizations don’t just move talent—they move forward.

For over 25 years, NetExpat has been the leading global provider of talent management, intercultural leadership solutions, and Partner Assistance to 400+ corporate clients. For more information about how we can help your organization build hybrid talent mobility strategies and make smarter operational choices across outsourcing, insourcing, and automation, contact us at info@netexpat.com .

Team Spotlight: Des McKell

Mon, 19 Jan 2026 18:33:05 GMT

Des brings over 25 years of global mobility expertise, beginning with guiding people through the life-changing decision of buying and selling homes before moving into relocation in 1990. His passion lies in building impactful, human-centered mobility solutions, shaped by personal relocation experiences and lessons in cultural awareness. At NetExpat, he thrives on the intrapreneurial energy of a global team that feels like a “27-year-old start-up,” inspired daily by colleagues’ talent and dedication. Motivated by the chance to create sustainable solutions that truly make a difference for individuals, families, and organizations, Des envisions mobility evolving into a strategic, end-to-end resource that elevates the human experience.

Tell u s a little bit about your journey before joining NetExp at.

My career began many years ago helping people with the largest financial decision in their life- buying and selling a home. I often reflect on this experience as having given me a firm understanding of what customer service and experience were all about. I began to encounter customers who were "relocating" and took the decision to join this exciting new industry (in 1990!). During 25+ years working within the RMC sector, my passion became supporting clients to build and deliver compelling mobility solutions for their talent. Personal relocation experiences and a business trip to Sweden (whilst at an RMC) where I completely misjudged the importance of cultural awareness really resonated with me the importance of what we deliver at NetExpat. Over the years I've learnt many times that we have 2 ears and one mouth for a reason. Ask insightful questions, listen to understand, and seek clarity. Essential ingredients in supporting clients to the maximum.

What energizes you most about your day-to-day work at NetExpat?

The intrapreneurial spirit and energy are infectious and empowering. As an agile organisation, we adapt and take action every day, and the whole global team is encouraged to stimulate new ideas and thinking. We feel like a 27-year-old start up!

What do you love most about being part of the NetExpat team or culture?

Our global colleagues are the secret sauce of NetExpat and we are so lucky to have such a talented group of individuals, all with a true passion for our mission.

What motivates you in your role?

What do you love most about being part of the NetExpat team or culture?

Our global colleagues are the secret sauce of NetExpat and we are so lucky to have such a talented group of individuals, all with a true passion for our mission.

What motivates you in your role?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

Repatriation and Retention: Ensuring Mobile Talent and Businesses Thrive

Thu, 15 Jan 2026 20:16:20 GMT

When organizations support mobile employees during an intercultural assignment, they benefit long after those same individuals repatriate. The trouble is, too many businesses don’t see repatriation as a component of the assignment, which can have negative outcomes for both them and the employees they’ve invested in: Without repatriation support, employees face a myriad of challenges, from reverse culture shock and career uncertainty to feeling diminished. Businesses end up paying the price, from employees being disengaged to losing talent altogether. Both have negative impacts on a company’s ROI.

Nearly 40% of repatriates leave their jobs within a year of coming back home. Adequate support can make the difference between employee retention and attrition.

Source: Forbes Magazine

The Relationship Between Repatriation and Retention

The relationship between repatriation and retention is closely linked — and so is the connection between the level of support provided to employees during the final stages of their international assignments. Below are just a few key considerations:

Reverse Culture Shock

Repatriation is a complicated cycle. Too often, organizations don’t fully understand just how complicated it is — or they may not be familiar with the concept of reverse culture shock at all. Decision-makers may assume an employee will be coming home to a familiar way of life and should have no issues adapting, but this couldn’t be farther from the truth: typically, the employee’s perspectives have changed, along with their ways of thinking while abroad. The dynamics of their community, friend groups, family members and offices in their origin location have also changed. When returning home, the repatriate often feels out of sync, displaced, and needs support to navigate changes both at home and in the office.

Career Planning vs. Attrition

In recent years, organizations have had to navigate a volatile, uncertain, complex, and ambiguous (VUCA) environment, making them cautious about planning too far into the future. But if an employee doesn’t know what their next career steps will be following an assignment, it’s common for them to start looking for a new position to protect their career and the financial well-being of their family. If their employer hasn’t provided a clear roadmap to what comes next, there’s a good chance they may leave to work for another company — taking their newly gained market and intercultural knowledge with them.

Recognition of International Experience

While expats are on assignment, they may feel well-compensated, engaged by their work and intercultural experiences, and that their newly gained skills, global perspectives, and leadership insights have enhanced their value at the organization. If the business fails to value or utilize these new skills in some way, repatriates often feel unappreciated, become disengaged and are less likely to envision a future in the company.

The Reintegration Experience

There are a variety of ways employers can provide a positive employee experience, retain talent and maximize their return on their mobility investment:

NetExpat offers programs that can help your organization navigate – and optimize – the impacts and outcomes of repatriation. Read an example in our case study on Facilitating a Successful Repatriation.

Global talent mobility is a strategic investment. To see the greatest return on that investment, companies benefit from taking a strategic approach to each phase of an employee’s relocation, including repatriation. At the end of the day, this doesn’t just facilitate a smoother adjustment for the repatriate, it also plays a part in employee engagement, workforce retention and business success.

To learn more about out how NetExpat can help you maximize your return on mobility investment through intercultural training, employee and accompanying family support programs, and repatriation coaching, contact us at info@netexpat.com

Global Teams. Clashing Expectations: When Leadership Doesn’t Match the Way People Work

Tue, 06 Jan 2026 16:23:54 GMT

Leadership styles vary widely across cultures—and when global teams work together, those differences can quietly shape everything from decision-making to team morale. What feels like clarity to one supervisor may feel like micromanagement to an employee from another culture. Respectful silence meant by one team member may be misread as disengagement by a leader with different cultural values and expectations.

These mismatches aren’t about competence or intention—they’re about interpretation. And without cultural understanding, even high-performing teams can struggle.

Training your workforce to navigate diverse leadership styles—to develop intercultural agility— is more than a soft skill. It’s a strategic investment. Employees need support to adapt to unfamiliar supervisory approaches. Leaders need coaching to flex their style in varying cultural environments. And organizations need expert partners who understand the hidden dynamics at play.

Organizations that foster culturally agile teams build resilience and adaptability across diverse workforces. In addition to cultivating mutual understanding, they facilitate bridging gaps between leaders and their teams by encouraging open communication and flexible leadership approaches. This foundation further supports team collaboration, productivity, and innovation.

The Leadership Style Spectrum

When global teams underperform, the reasons aren’t always obvious. Missed deadlines, stunted feedback, decreasing morale—the root cause may be hiding in plain sight: leadership styles that are misaligned with team working norms and communication preferences.

A supervisor’s approach to decision-making, delegation, or feedback can feel intuitive in the context of the office or global culture they’ve come from—but be interpreted very differently by team members from another. What a manager sees as empowerment (for example, giving space or encouraging autonomy) might feel like neglect to an employee who’s used to hands-on guidance. What a supervisor intends as clarity (direct instructions and firm boundaries, for example) could come across as controlling or rigid to someone who values giving collaborative input.

When supervisors lead with one set of assumptions and employees respond with another, the disconnect can quietly derail trust, communication, engagement, and productivity.

That’s why intercultural training and leadership-style literacy isn’t just for managers—it’s essential for any employee navigating cross-cultural work. While leaders need to adapt how they delegate, give feedback, and build trust, employees also need guidance on interpreting unfamiliar supervisory styles so they can respond constructively. When both sides are equipped with the tools they need to navigate differences, teams can move from confusion to collaboration. But this kind of alignment requires intentional training and ongoing support. An experienced intercultural training and global services provider can help organizations assess the leadership styles of its individual leaders (both personal and cultural)—and provide ongoing training and support to bridge gaps and create synergies with their teams.

Closing the Gap Between Leadership Style and Team Needs

Learning to adapt a personal leadership style is essential for building trust and performance across cultures. But most internal training misses the mark, skipping the cultural layer that helps leaders navigate invisible expectations and unspoken norms.

To lead effectively across cultures, managers need insight into how authority, autonomy, and communication vary globally, and how to make adjustments without losing authenticity. Organizations that invest in tailored, customized training with an experienced intercultural training provider help their leaders to meet diverse team needs with clarity and confidence—and employees to stay engaged, adaptable, and aligned.

Make Cultural Agility a Leadership Standard

If a global team is faltering, it’s rarely because of a lack of talent or business savvy. More often, it’s the result of leadership and workforce styles being out of sync, or worse—clashing. These gaps erode trust, stall collaboration, and sap the team’s potential to deliver impactful results. Without the right tools to bridge these differences, performance can plateau or decline.

When companies prepare leaders to flex their style and equip employees to interpret supervisor communication across cultural lines, they unlock more than operational efficiency—they build teams that are resilient, responsive, and primed for success. Cultural agility is essential for business success. Organizations that prioritize it spark faster growth, broaden their market presence, and enhance their competitive advantage.

NetExpat’s leadership and intercultural agility assessments and training programs empower your leaders, workforce, and organization to thrive in a global market. To help your leaders develop a deeper understanding of their personal and cultural leadership style and adapt to optimize workforce interactions, along with fostering intercultural agility and productivity within your workforce, contact us at info@netexpat.com .

Team Spotlight: Tracy Schreiber

Wed, 03 Dec 2025 17:18:53 GMT

Tracy brings her passion for people, coaching, and consultative sales to NetExpat. With a background in business psychology and years of experience guiding individuals and teams, she thrives on building client relationships and supporting growth. Tracy values NetExpat’s culture of equality, collaboration, and respect, where every voice matters. Motivated by making a genuine impact, she envisions global mobility becoming increasingly diverse, strategic, and human‑centered in the years ahead.

Tell u s a little bit about your journey before joining NetExp at.

I have always been passionate about two things: people, and training and coaching. I studied business psychology, which gave me a strong foundation in understanding human behavior, motivation, and performance in professional environments. After my studies, I became a trainer and coach myself, allowing me to put theory into practice and work directly with individuals and teams on their development. Along the way, I also discovered a new passion: consultative sales, which I truly enjoy because it combines relationship-building, understanding client needs, and creating meaningful solutions. Before joining NetExpat, my journey was shaped by roles that enabled me to support people through growth and transition, both through coaching and in a commercial context. These experiences reinforced my belief that strong human connection, combined with practical guidance, creates meaningful and lasting impact—something I am proud to continue at NetExpat.

What energizes you most about your day-to-day work at NetExpat?

My daily contact with our clients. I truly enjoy building relationships with them, understanding their needs, and creating tailored solutions that support their talent throughout their journeys. Being able to accompany them through their training and coaching experiences—seeing their progress, confidence, and growth over time—is incredibly rewarding. It’s motivating to know that the work we do has a real, positive impact on both their professional performance and personal development.

What do you love most about being part of the NetExpat team or culture?

I really appreciate the true sense of equality and respect. It really feels like a team of equals, where every voice is heard and every idea is discussed and welcomed. From my very first days, I felt incredibly at home. My colleagues are not only supportive but also amazing experts in their respective fields, and there is a real wealth of knowledge within the team. This culture of collaboration, trust, and shared expertise is truly inspiring and makes coming to work every day a pleasure.

What motivates you in your role?

I love hearing that we have genuinely made a difference in people’s lives and that they feel motivated and confident to embark on their next steps. Knowing that our work has a real, human impact is incredibly rewarding. When challenges arise, I’m motivated by the support and collaboration within our team—we openly discuss the situation and work together to find the best way forward. That shared problem-solving and collective commitment to our clients keeps me focused, positive, and driven.

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

Celebrating Excellence in Global Mobility

Wed, 19 Nov 2025 07:30:04 GMT

The NetExpat 2025 Global Care Award Winners | France

At NetExpat, we believe that global mobility is more than logistics, it’s about people, families, and the human experience of moving across borders. That’s why we launched the Global Care Awards to honor the organizations who go above and beyond to support mobile talent with care, inclusion, and strategic vision.

We’re proud to announce the winners of the 2025 NetExpat Global Care Awards France: five exceptional recipients who exemplify what it means to lead with empathy, innovation, and impact.

Best Care of Mobile Talent

Winner: Société Générale

Société Générale has set a new benchmark for holistic support of internationally mobile employees and their families. Their approach includes:

Dedicated support for couples during and after relocation
Comprehensive cultural adaptation programs
Strong collaboration between international and local teams

This award celebrates their inclusive and sustainable mobility strategy, where professional success is deeply intertwined with family well-being.

Cultural Integration

Winner: Airbus

Airbus leads with cultural openness and international inclusion. Their winning strategy features:

Robust cultural support programs for seamless adaptation
Intercultural onboarding and mobility preparation
Partner support and destination-specific cultural compliance

Airbus shows how cultural understanding can elevate global mobility and foster belonging across borders.

Dear NetExpat Partners,

On behalf of Airbus Global Mobility Team, we would like to express our sincere gratitude for your continued support in facilitating the intercultural integration of our assignees over the years. Your commitment has been a significant success factor to the global mobility at Airbus, and we are very honored having been chosen for this Cultural Integration Award.

The work you do is invaluable in helping our assignees integrate smoothly and effectively, and we deeply appreciate your sustained partnership.

Thank you once again for your long-standing support.

Best regards,

Benoit Pivin

Head of Global Mobility

Repatriation & Retention Success

Winner: Michelin

Michelin transforms repatriation into a strategic opportunity for growth and continuity. Their approach includes:

Reintegration policies for returning employees that strengthen retention
Early career planning aligned with international experience
A global L&D strategy that promotes cultural ambassadorship

This award honors their commitment to turning global experiences into long-term value for both employees and the organization.

Global Talent & Dual Career

Winner: L’Oréal

L’Oréal is recognized for designing and deploying a global, innovative, and sustainable strategy empowering international talent and their accompanying partners. Their approach includes:

A global talent strategy fully integrating mobility and dual-career support
Inclusive and sustainable career pathways that empower employees and their accompanying partners
Innovative, family-centric programs that strengthen global human capital

Through this strategic and human-centered vision, L’Oréal embodies the spirit of Global Talent and Dual Career Leadership.

Best Care & Listening Visionary

Winner: S chneider Electric

The company’s strategy makes listening a cornerstone of global success, with a framework that empowers assignees and drives meaningful engagement across borders. Their approach includes:

A coherent global listening framework tailored to assignees’ needs
Alignment with strategic priorities and measurable impact
Programs and actions grounded in the continuous improvement of the employee experience

By transforming benchmarking into actionable insights, Schneider Electric continues to lead with empathy, innovation, and a deep commitment to its global workforce.

Join Us in Celebrating!

Congratulations to all our 2025 winners! Your leadership is shaping a more inclusive, sustainable, and human-centered future for global talent.

Inspired by these stories of excellence? At NetExpat, we help organizations around the world elevate their global mobility strategies.

To learn how we can support your organization in going above and beyond for mobile talent, reach out to us at info@netexpat.com . We’d be delighted to explore how we can help you build a more human-centered, globally inclusive future.

When AI Overlooks Culture: Impacts on Hiring, Trust, and Market Expansion

Mon, 17 Nov 2025 20:36:52 GMT

What if your AI tools are unintentionally costing you great hires, damaging team morale, or shrinking your global reach? Cultural bias in AI happens when technology reflects the norms and assumptions of the culture it was built in. That means even the smartest algorithms can struggle to interpret behaviors or communication styles that differ from the data they were designed and trained on. The result? Missed opportunities, disengaged teams, and tech that undermines—rather than supports—your global strategy.

In today’s interconnected workplaces, understanding and addressing cultural biases is ethical, but it’s also about business resilience and growth. This blog post offers a clear, practical overview of where these biases show up and how you can build AI systems that truly support diverse teams and markets, along with business sustainability and growth.

Where Cultural Bias in AI Starts

Even the most advanced AI tools are only as inclusive and effective as the data, logic, and people behind them. A strategic balance is needed . When algorithms are trained on culturally limiting input, they absorb and replicate only those perspectives. When users interact with these systems, their outputs are assessed by these narrow perspectives and embedded into daily decision-making, further reinforcing the cultural skew.

For example, an AI-powered candidate screening tool might consistently prioritize résumés written in a confident, linear narrative, which would unintentionally disadvantage applicants from cultures where humility, collaboration, or nontraditional career paths are the norm. Over time, the bias would become baked into hiring workflows, subtly narrowing the diversity of teams and ideas through:

Built-in design assumptions.

Developers embedded culturally specific norms about how problems are solved—whether in ranking résumés or interpreting communication style. For example, some systems may prioritize linear career progression (common in U.S. contexts), undervalue indirect communication styles (which are typical in Japan), misinterpret modest self-presentation (which is valued in Nordic cultures), overlook group achievements (which are emphasized in many Latin American and Southeast Asian cultures), or penalize gaps in employment that reflect sabbaticals or caregiving norms (which is more accepted in European countries).

Invisible Defaults

Many AI systems assume a “one-size-fits-all” approach to tone, clarity, and engagement, failing to understand or value a vast diversity of communication styles, values, and contextual cues that occur across cultures. For instance, directness may be favored in U.S. business communication, while indirectness is more appropriate in Indonesia. Expressive emotional tone is common in Latin American cultures but may be seen as excessive in Northern Europe. Silence can signal thoughtfulness in Finland but discomfort in France. Hierarchical deference in communication is expected in India, whereas egalitarian dialogue is preferred in Australia. These nuances are often missed by AI systems that are trained on culturally narrow datasets.

There are a variety of cultural differences that can be missed in AI development when organizations don’t know what they don’t know, and systems default to cultural styles that are familiar to developers. Below are just a few examples:

Translation challenges.

Key cultural signals—like honorifics, metaphors, or storytelling structure—can be stripped away, causing confusion or feelings of disrespect.

Directness vs. subtlety.

Feedback tools often prioritize clarity over diplomacy, which may feel confrontational in cultures that value tact, courtesy, and preserving dignity.

Digital tone.

AI-generated messages that emphasize brevity and assertiveness may trigger social tension, lead to a fear of open communication, and even undermine trust in international teams.

Additional Business Impacts of Cultural Bias in AI

Unintentional cultural biases can negatively impact communication and perception among individuals. In addition to shaping the hiring practices mentioned above, AI-driven systems impact other business functions, as well—heavily influencing how teams communicate, make decisions, and interact across cultures. When communication nuances are overlooked, these tools can unintentionally derail performance, collaboration, and trust. Organizations that want to appeal to global markets and maintain a collaborative, engaged workforce should be mindful of this when designing, training, and using AI-supported business systems. For example:

As you can see above, failure to apply intercultural knowledge into the design and use of AI systems has countless negative impacts on a business, which can further lead to reduced workforce engagement, overlooked talent, and the development of tools that further reinforce cultural biases and divides.

Strategies for Building Effective AI

So does maintaining intercultural awareness mean scrapping technology altogether? Not at all. But it does require a shift from designing on autopilot to designing with intention. A combined human and AI approach to design and utilization elevates performance and outcomes.

There are several ways to accomplish this:

Inclusive design: Engage diverse cultural voices during the development of AI platforms to ensure that your AI foundation is built with cultural diversity in mind.
Human-led debriefs. Pair AI-driven assessments with expert interpretation to add cultural context and insight—from beta testing through ongoing use.
Partner with Intercultural Service Providers: Partner with intercultural training experts to empower your teams with the cultural agility they need to design and utilize effective AI systems. By training designers, developers, and anyone responsible for analyzing AI output, you’ll ensure your technology reflects the diversity of its users—and supports your organization’s ability to engage and serve a global audience.

Why Inclusive AI Design Can’t Wait

The utilization of AI is much more than a technical task—it’s a leadership opportunity with significant intercultural implications. When global organizations take responsibility for the people impacted by their systems, they develop smarter tools, stronger teams, and competitive, targeted strategies.

Cultural bias in AI can quietly derail hiring, trust, and global growth. For more information on how NetExpat can help your organization design inclusive systems and empower culturally agile teams, contact us at info@netexpat.com .

Embracing Change, Building Community, and Finding Clarity Abroad

Wed, 12 Nov 2025 20:55:39 GMT

Interview with an Accompanying Partner

Moving is considered one of life’s most stressful experiences. And when it’s a global move, the complexity only grows. From logistics and compliance to culture shock and emotional adjustment, the journey can be as challenging as it is transformative. But these factors don’t just impact employees. They impact accompanying spouses and partners, too. And if they’re not supported, it can end up negatively impacting the business.

Data shows that when a partner or spouse is unhappy, assignments end early, and employees are less able to focus on their new roles.

In a recent conversation, multicultural expat Jaime shared his personal relocation story as an accompanying spouse: how he felt when he first learned he’d be moving, the ups and downs of settling in, and the tools and support that helped him along the way. Working closely with NetExpat, he found clarity, connection, and a renewed sense of purpose. Now, he’s looking ahead—in his own career and for ways to help others navigate their own global transitions.

Thanks for taking the time to talk with us, Jaime. Where are you originally from, and what’s your professional background?

Jaime - I’m originally from Colombia, but years ago my wife and I relocated to Mexico, where we spent years living and working. I started out as a digital marketing entrepreneur and eventually sold my performance marketing company. After that, I led marketing transformation work at a creative digital media studio. These days, I’m transitioning out of corporate life to build new ventures—mostly AI-powered marketing technology platforms.

And now you’re living in Singapore—what prompted that move?

Jaime - Both of our relocations were a result of my wife’s career. The timing on this latest relocation worked well for us: I was stepping into a new professional chapter, and we saw the move as a chance to grow personally and professionally while starting a new chapter for our family.

How did you feel when you first heard about the move to Singapore?

Jaime - Honestly, I was excited. I thought: if we relocated once, we could do it again. But I had no idea how different this move would be. Our first relocation—from Colombia to Mexico—was relatively smooth because the cultures share similarities; things felt familiar and easy. Singapore, on the other hand, was a huge shift. In the first few weeks, I remember thinking we’d made a mistake. We were so happy in Mexico, and suddenly here we were in a place where everything—from socializing to shopping and daily routines—felt completely unfamiliar. Singapore is incredibly efficient, which has so many advantages, but that pace can feel intense for someone coming from a culture where the rhythm feels slower and more relaxed. People seem calm on the surface here, but underneath, everything moves so quickly. It was a real cultural shock.

What were some of the biggest challenges in adjusting?

Jaime - At first, it was the practical things: work passes/visas, banking, housing timelines. Then it was the deeper challenges: rebuilding a professional network from scratch, staying connected with our family and friends across LATAM despite the difference in time zones—and operating entirely in English. Even though I speak the language, it’s not my native one, and expressing myself fully—especially in professional settings—takes extra time and energy. It all tested me, but it also accelerated my growth.

You posted a glowing review of NetExpat and your coach on LinkedIn. What made working with your coach so impactful?

Jaime: The funny thing is, I never expected coaching to be so helpful. I’d always been skeptical, because I thought, “I’m smart, I can figure things out on my own.” But this was different. I was dealing with a lot of change: selling my business, grieving that loss, and moving halfway across the world. I was far from my parents, my friends, my entire support system. The coaching gave me space to process all of that and come up with solutions for dealing with it.

Did you receive any intercultural support or community connections through NetExpat?

Jaime: Yes, and it made such a big difference. NetExpat had arranged for us to have a local guide named Shannon as a part of our coaching experience. She showed us around Singapore, but not as tourists—as future residents. She literally walked us through local markets so we wouldn’t just know where to shop, but how . We learned everyday expressions and got a feel for how things really work so we could integrate into our neighborhood more easily. But more than that, she also introduced us to an expat community. These were people who had experienced what we had and had come out on the other side. Now, many of them are our closest friends here—people from the Netherlands, Portugal, the U.S., and Australia. Our time with Shannon helped us feel grounded and gave us a social circle that made the city feel like home.

Was there a turning point when you felt, “Actually, this was the right move”?

Jaime: Yes, definitely. The first month was a real challenge, but about a month in, we realized that growth only happens outside your comfort zone. In Mexico, we had good jobs, a great home, and a rhythm we loved. Singapore felt like it changed all of that. But once we committed to the change, found a house, and started building a routine, things shifted. Having a home—not just a temporary apartment where only some of our things were—helped us feel settled. We also started traveling around Asia on the weekends and our time off, visiting places like Bangkok and Hong Kong, and that reminded us of how lucky we are to be experiencing this part of the world. Between changing our mindset and the support from our NetExpat coach, we started to see the relocation as a great opportunity.

What advice would you give to others preparing for a global move?

I’d suggest 4 things:

You’ve learned so much about yourself and the relocation experience that I think you’d make a great mentor to others who are going through the same thing. Are you planning to join the NetExpat Buddy Program? The Buddy Program matches each accompanying spouse or partner with a NetExpat Community member who has already navigated a relocation.

I’d be happy to participate. Every relocation is different, and every family member experiences it in their own way. If my experience can help someone feel less alone or more prepared, I’d love to contribute and be a buddy to someone who could use the support. Community shortens the distance—and I’ve seen firsthand how powerful that can be.

Global mobility affects more than just the relocating employee—it reshapes the lives of their partners and families. When organizations extend support beyond the workplace to include coaching, integration services, and peer-to-peer programs like The NetExpat Community Buddy Program , they help build stability, confidence, and connection for both the employee and their family from day one—which lays the groundwork for stronger integration, greater engagement, and more sustainable assignments over time. Supporting partners and spouses isn’t just good for families. It’s good for business.

To learn more about how NetExpat can help your organization strengthen global assignments, accelerate family integration abroad, and enhance global mobility outcomes, contact us at info@netexpat.com .

Stronger Global Teams: A Unified Strategy Between Talent Acquisition & Mobility

Thu, 06 Nov 2025 18:05:01 GMT

Today’s global hiring landscape is complex. A candidate’s ability to succeed isn’t just about their qualifications; it’s about whether they can thrive in a new geographic, cultural, and/or corporate environment. Too often, companies assume preparing for success starts at the onboarding phase, but, in reality, the most crucial hiring decisions happen much earlier—during the pre-decision phase.

Why does this matter? Because hiring the right talent isn’t just about filling a role; it’s about ensuring long-term success. Without assessing readiness factors early, companies risk costly misplacements, cultural mismatches, and logistical hurdles that could have been avoided. This is where internal mobility and talent acquisition teams can align and collaborate to transform hiring into a truly strategic process – one that ensures the right talent is selected, supported, and set up for success.

Going it Alone versus Partnering Together

Unfortunately, mobility and HR teams often operate in silos, missing out on shared expertise that can optimize the hiring process. Talent acquisition professionals bring expertise in sourcing, assessing, and securing top candidates, while internal mobility teams provide critical insights into policy, training recommendations, relocation logistics, compliance, and long-term employee success in new locations. Together, they can create a strategy that’s not only efficient but also supports long-term organizational outcomes.

How Mobility Can Support Talent Acquisition Teams

Both HR and internal mobility teams bring distinct yet complementary skills to the pre-decision table. Here's how their collaboration enhances global hiring decisions:

Geographic Readiness Knowledge

Internal mobility specialists evaluate readiness factors crucial for successful integration into new locations—whether considering tax implications, visa processes, cost of living differences, and trends regarding assignment success and failure. Talent acquisition teams benefit by ensuring they hire candidates who can transition smoothly.

Using Mobility Data for Smarter Hiring Decisions

Internal mobility teams gather a wealth of insights—from previous relocation success rates and the types of talent that thrive in different regions to common challenges new hires face, post-move. Talent acquisition can integrate this data to refine selection criteria and predict long-term success.

Leveraging Mobility for Workforce Planning

Mobility teams can also help talent acquisition professionals anticipate hiring needs based on global expansion plans, workforce trends, and relocation feasibility. This ensures companies make informed hiring decisions that align with business goals.

Retention Strategies Through Mobility Insights

Employees who feel supported in their relocation and career progression are more likely to stay with a company long-term. Mobility teams can provide data on past retention trends, helping talent acquisition refine hiring strategies so they can attract candidates who will thrive in global roles.

Leveraging Global Advisory Partners to Optimize Talent Acquisition

While internal mobility and talent acquisition teams accomplish far more when they collaborate, working with a seasoned global advisory partner optimizes the process even further—especially when they also specialize in intercultural agility assessments and training. Here’s how:

Intercultural Agility Training for HR Teams

Misunderstood cultural differences can result in HR teams overlooking highly qualified candidates. It can also prevent them from providing the right types and levels of support to candidates who may need it. A knowledgeable global advisory partner can train talent acquisition specialists to assess communication styles through a global lens, preventing intercultural biases from influencing their hiring decisions and make hiring and benefits decisions based on cultural norms and needs.

Intercultural Agility Assessments for New Recruits.

A strong candidate doesn’t just need to be skilled in their field—they also need the adaptability to thrive in a different global or office culture. Assessing intercultural agility as part of the hiring process ensures talent acquisition teams select individuals who are well-suited for the roles the organization is attempting to fill. The right partner can not only conduct these assessments with ease, but they can also assess candidate integration readiness before providing new hires with the customized training they’ll need to transition more smoothly into their new roles.

Post-Hire Support for Employees and Families

The relocation journey doesn’t end once the offer letter is signed. Global advisory partners provide comprehensive support programs to employees and their accompanying family members to ensure that everyone involved with a relocation feels equipped to transition successfully. Through consistent communications and data reporting, they also work closely with organizations to ensure that their talent management and mobility programs continue to evolve with market requirements.

Talent Acquisition, Mobility & Global Advisory: A Winning Partnership for Success

A truly effective global hiring strategy is one that goes beyond skill assessments and job descriptions—it’s one that accounts for the full scope of success in a new location. Through strategic collaboration, talent acquisition and internal mobility can become powerful partners, ensuring that global hiring decisions aren’t just informed, but built for long-term success. Supported by the right global advisory partner, organizations can optimize their hiring strategies, improve retention, and create a seamless transition for employees.

NetExpat specializes in supporting HR and mobility teams, offering expert guidance on readiness assessments, intercultural agility training, and comprehensive support programs for employees and their families. For more information about how we can help you make confident, data-backed hiring decisions—while maximizing your talent mobility strategies—contact us at info@ netexpat .com .

When Outsourcing Creates Internal Friction

Wed, 22 Oct 2025 20:08:55 GMT

When organizations outsource business functions to another country—whether it’s accounting, customer service, or tech support—they’re often hoping for a streamlined, cost-effective solution. But when intercultural differences aren’t factored into the strategy, the shift often results in the exact opposite: misaligned expectations, breakdowns in communication, and friction across internal teams. Time is lost, along with trust, satisfaction ratings, and even clients. Too often, stakeholders don’t even know why.

When internal teams find themselves working across cultures, misunderstandings are common. The definition of “good service” in one country may feel intrusive or inadequate in another. Perceptions of hierarchy and respect vary widely, leading to unintentional offenses. And communication styles are so nuanced that even simple messages can be misread—causing delays, confusion, and strained relationships. Internally, employee engagement and productivity suffer. Clients may notice the shift too—especially in customer-facing functions.

Intercultural agility is the solution.

The Role of Cultural Agility in Effective Outsourcing

Cultural differences don’t just shape how people speak—they influence how people listen, lead, collaborate, and define success. From communication styles and perceptions of professionalism to standards of quality and feedback norms, these differences are deeply embedded in how teams operate day to day.

When companies outsource business functions across borders, even the most carefully planned partnerships can falter without intercultural understanding. And when business continuity suffers, it’s rarely due to a lack of skill—it’s usually a lack of shared context.

Intercultural training helps to bridge these gaps. It equips teams with the awareness, language, and agility needed to collaborate across cultures with clarity and respect. More than a soft skill, it’s a strategic tool for building resilient, high-performing teams that thrive in a global environment.

Top Intercultural Challenges in Outsourcing

We’ve identified four top challenges that companies face when outsourcing business functions across cultures; each has the potential to disrupt collaboration, performance, and client satisfaction.

The Ripple Effect Across Departments

Outsourcing one function affects others. When a customer-facing or operational team is moved offshore, the departments that depend on it—sales, marketing, product, HR—end up having to recalibrate how they communicate, collaborate, and deliver. When they don't, resulting shifts happen quietly at first, reshaping internal dynamics and external experiences in ways that aren’t immediately visible. Over time, even small cultural misalignments can distort workflows, dilute brand voice, and create disconnects that ripple across the organization.

What Companies Can Do

While cultural challenges in outsourcing are common, they’re also addressable. Here are three key actions companies can take to build more resilient, culturally fluent teams:

Outsourcing Without Cultural Alignment: A Risk You Can’t Afford

Outsourcing may solve operational challenges, but without intercultural training, it can quietly introduce new ones—miscommunication, mistrust, and misalignment that ripple across departments and impact clients. These aren’t just interpersonal hiccups; they’re strategic vulnerabilities. Companies that invest in intercultural training aren’t just smoothing workflows; they’re safeguarding continuity, strengthening collaboration, and building strong business practices across borders.

¹NetExpat's Intercultural Landscape Survey April 2025

By investing in cultural alignment, businesses can protect continuity and strengthen collaboration across borders. Connect with your NetExpat representative or email us at info@netexpat.com to start the conversation.

Turning Talent Mobility Data Into Influence: Getting Leadership Buy-In

Mon, 13 Oct 2025 19:59:30 GMT

Leadership wants metrics, but they also need clarity. When you see a business need or opportunity, building the right business case with data is the way to give that to them. It’s also the best way for you to get buy-in. This blog post will discuss how to use data to strengthen business cases and the role of business storytelling in securing buy-in.

Why rely on data—and is it enough?

Workforce trends like attrition spikes, mobility inefficiencies, and stretched leadership bandwidth impact many organizations. These challenges demand strategic solutions, but without the right data to explain why these challenges exist, companies risk making decisions on assumptions instead of evidence.

But data alone doesn’t drive change—telling stories does. When told well, data-driven stories dig beneath the surface to expose the causes behind business challenges, justify the need for investment or change, and create momentum for business growth.

How to tell a strong story

C-suite executives are busy and don’t have time to listen to long presentations; what they need are insights that cut through complexity and inspire action. For HR and mobility professionals to be seen as strategic partners, they’ll need to craft a compelling narrative—in a concise way—that states a business challenge, the reasons or patterns behind the problem, and the positive impact proposed changes would have if suggestions are implemented. When aligned with company goals, mobility is a strategic investment that drives business success. Data provides the evidence. Your story provides the inspiration for meaningful change.

“There is often a fear among employees to adopt AI solutions. Providing support and showing them how it will enhance their daily tasks is key. When employees see AI boosting their productivity instead of replacing their roles, it fosters a sense of stability, and trust—and productivity increases—follow.”

Max Al-Qubaisi

People Analytics Director | Global Project Manager, Schlumberger

AI and Big Data: A challenge or an opportunity?

During a recent NetExpat webinar, participants shared that their organizations’ current use of AI and big data in talent mobility varied from not using it at all (28%) to advanced use (only 4%). While AI and data-driven analytics have great potential for every aspect of talent and mobility management, stakeholders face significant hurdles when it comes to adopting them. The biggest barriers? A lack of clear vision (43%), data privacy concerns (55%), and integration challenges (43%). This can be a source of frustration, but it’s also an opportunity for HR and mobility professionals to turn the mobility data that they’ve already been mining into business cases for investment. Below are two prime examples of this technique in action.

Tracking the right metrics for impact

So what data should you track? Not all data is created equal. To tell the right story, professionals first need to first identify their organization’s pain points—then determine how they can identify trends and offer solutions. Some examples:

Considering budget cuts? Historical satisfaction surveys and exit interviews can predict the impact of reducing relocation benefits.

Mitigating Compliance Risks? Tracking regulatory changes alongside employee movement patterns can highlight potential compliance gaps and help organizations proactively adjust policies to remain in alignment with evolving legal standards.

Leveraging mobility for leadership development? Tracking post-assignment career progression ensures high-potential employees are benefitting from relocation opportunities.

Giving mobility a seat at the table is an important goal, since mobility truly supports business growth when aligned with company objectives. But teams often need to demonstrate mobility’s value to earn that perception. The most effective way to do that is by telling concise, compelling business stories that show measurable solutions to business pain points.

Simon Baker,

Head of Global Mobility, Roche

Final Thoughts: The future of data and AI in mobility

AI and big data are redefining workforce mobility. But their impact isn’t determined by technology alone—it’s shaped by how effectively the professionals using the data can present a compelling story and influence decisions. The end result is so much more than securing buy-in from the organization. It also leads to the ability to drive efficiency, improve employee experiences, alleviate workforce overload, and change perceptions of mobility as a strategic business partner—all of which ensures that businesses can stay relevant and future-ready.

At NetExpat, we're equally driven by consistent data collection, tracking everything from program utilization rates to satisfaction scores. Because mobility strategies are strongest when backed by reliable data, it’s our goal to support our clients when building business cases to secure support from decision makers within their organizations. Contact us at info@netexpat.com for more information.

Human-Centered Mobility in a Tech-Driven World

Tue, 09 Sep 2025 18:27:41 GMT

Editorial from NetExpat Perspectives Newsletter Q3 2025

At NetExpat, our mission has always been clear: to support the human side of relocation. That means not only guiding employees through professional transitions, but also ensuring their partners and families feel seen, supported, and empowered every step of the way.

As we continue to evolve, we’re embracing technology, not to replace the human connection, but to deepen it. Artificial Intelligence is helping us personalize our services in ways we couldn’t before: identifying needs earlier, tailoring resources more precisely, and streamlining access to care. For example, our Partner Job Explorer (PJE) now includes AI-enhanced features that help spouses/partners explore career opportunities and apply to positions with greater clarity and confidence.

We know that behind every assignment is a family navigating change. That’s why our approach remains deeply human. Our coaches, trainers, and support teams continue to lead with compassion, cultural sensitivity, and a commitment to listening. Technology is simply helping us do that better, more responsively, more inclusively, and more sustainably.

We’re also investing in smarter systems that allow us to scale our impact while preserving the warmth and trust that define our services. AI is helping us ask better questions, anticipate challenges sooner, and deliver insights that make a real difference in people’s lives. But the heart of our work remains unchanged: it’s about people helping people.

We’re innovating with purpose, always guided by the belief that successful mobility starts with human connection. Whether it’s a partner seeking career continuity, a child adjusting to a new school, or an employee balancing multicultural team environments, our goal is to be there, with the right support at the right time.

Thank you for being part of this journey. Together, we’re shaping a future where talent mobility is not just efficient, but truly caring.

Alain Verstandig

President

NetExpat

Tech Can’t Do It Alone: Isabela Sena on Human-Centered Mobility

Thu, 28 Aug 2025 19:11:04 GMT

Insights from Stellantis’ Isabela Sena on the future of mobility   

Isabela Sena

Director of Global Mobility

Stellantis

It’s 2025, and Talent Mobility leaders are looking toward the future with a mix of anticipation and frustration. The move toward automation, AI, and seamless employee experiences has been a hot topic for years, but for many, the day-to-day reality still involves fragmented systems, budget constraints, and two persistent questions: when will technology eventually deliver on its promise—and what will it take to get us there?  

In a recent interview, Isabela Sena, Director of Global Mobility at Stellantis , shared her thoughts. “ We’ve accomplished a lot over the last few years, but we are not there yet.”, she said.

Isabela has a strong and experienced vision for talent mobility’s future. Read on to discover her views, and why people will stay central and elevated by AI.

When we look at the relationship between employee experience and technology, where do you see progress in the mobility industry?  

Isabela Sena - You know, we often say that one size doesn’t fit all when it comes to mobility—and that’s very true. Mobility impacts people’s lives and family dynamics so much!

We are lucky at Stellantis, because we are starting to have the technology we need to support a better EX. But we need more and better technology, including AI to automate time-consuming tasks.

Ideally, what role do you see technology taking two years from now and what would that look like for mobility teams, with the right investment in technology? 

Isabela Sena - I’d love to see technology continue to automate manual tasks like cost estimates and assignment letters, enrollment and benefits—so mobility professionals are free to focus on the aspects of mobility that require human sensitivity: connecting with partners and mobile employees, getting a sense of their needs, making sure they’re the right match or profile for an assignment, and getting mobility fully aligned with organizational goals.  

Alain Verstandig - What I like about your answer is that it supports the idea of mobility teams becoming strategic partners—both to mobile employees and to the business.

How should we measure the effectiveness of the employee experience and business ROI? What would your ideal KPIs be? 

Isabela Sena - Today’s metrics are largely operational: reaction time, first contact, service provider handoff. But with the right technology and tracking, I’d focus on where mobile employees go after the assignment ends. Did they succeed by meeting their individual KPIs? Did they complete the assignment or terminate early? Were they promoted? By tracking all of this we could then show direct contributions to the overall business, from career trajectories and succession planning to market expansion and business growth. We could move from measuring activity to measuring impact. 

Alain Verstandig - And that evolution aligns with broader talent trends and business needs, too. Because if organizations want to prove ROI on mobility programs, success metrics need to reflect long-term outcomes: retention, advancement, and cultural integration. It’s not just about the mobility program; it’s also about how mobility benefits the business in the long run.

What do you think is standing in the way of that happening?  

Isabela Sena - I think it can be a variety of things, but the two largest factors are investment and integration. At Stellantis, we are in a good position in Talent Management, but not all international employers are so privileged. You may have an organization that doesn’t have a very high annual volume of relocations, for example. Leadership might then assume that the low number of mobile employees doesn’t justify the expense of investing in mobility—tech or otherwise. But if most of those mobile employees are in management and leadership positions, or they have the potential for long-term retention, providing exceptional employee experience is going to be crucial to long-term business success. That makes tracking their growth and retention with the company crucial, too. And, of course, the other challenge is all the complexity that comes with implementing and integrating technological systems: data privacy and compliance, enlisting the coordinated efforts of IT and legal departments—it’s a big undertaking.  

Like Stellantis, I think that the overall Talent Mobility industry is making progress. Over the past few years, we’ve seen increases in automation, more openness to AI, chatbots, and more strategic thinking. The challenge now is to accelerate that momentum, and to make sure that technology serves the people implementing it, as well as mobile employees and their employers. 

The gap between the best intentions for mobility and implementing those intentions is something we’ve explored before at NetExpat. For example, we’ve examined how AI can streamline operations, but only when paired with human insight . We’ve also covered ways that mobility and HR/talent management professionals can build a case for mobility’s long-term value, so teams can secure leadership support for increased mobility resources and investment. Isabela’s perspective aligns with both themes: the need to balance innovation with empathy, and the urgency of proving mobility’s strategic worth—not just as a means for moving people from point A to B, but also as a strategic partner to the business. 

Global mobility fuels innovation, retention, and growth. To tap into its full value, companies should bring mobility experts into strategic planning—but initially, those experts may need to champion their business impact to make that happen.

Looking Ahead 

Isabela’s vision for the near future isn’t just aspirational—it’s achievable. But it would take a recalibration of priorities, a commitment to balancing investment in human capital and cost cautiousness, and securing stakeholder buy in. With the right investment and implementation, technology is perfectly suited to handle tactical and administrative functions of mobility, freeing up internal teams to focus more fully on what matters most: their organization’s talent and long-term goals. 

To find out more about how NetExpat can help your organization align mobility strategy  
with business goals, contact us at info@netexpat.com . 

Helping Children Adapt to a New School

Mon, 18 Aug 2025 16:00:07 GMT

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.

Children benefit from intercultural relocations in so many ways, from learning adaptability skills to developing a global mindset. But that doesn’t diminish the fact that transitioning into their new lifestyle can be a bit frightening or downright overwhelming. Continuing their education, making friends, holding onto their identity, and adjusting to new societal and cultural norms can feel like monumental tasks to a child of any age; since the foundation for each of these things starts at school, helping them adapt at the school level is one of a parent's biggest responsibilities during the settling-in phase of an international relocation. Collaborative support from parents, teachers, and other adults makes all the difference to their ability to integrate into their new lives in a new host country.

How can parents help their children along in this process? A few suggestions are listed below:

Before Your Move

Believe it or not, one of the best ways to help your child integrate into their new school is to be proactive before you even pack for your move.

In Your New Host Country:

Make an Effort to Understand and Adapt to New Teaching Styles

To help support your children’s learning at school and at home, it will be important to understand any differences in both the school curriculum or teaching methods in your child’s new school. To do this, keep an open line of communication with your child’s teachers to understand their expectations and teaching styles, but also tell them that you don’t know what you don’t know about any cultural or regional nuances that may be different than what you’re used to. If the teacher has had students that originally came from your origin country, they may have specific insights to share. If they haven’t, your honest communication can set the stage for mutual collaboration as unexpected needs come up.

Embrace Cultural Differences

The more you show an interest in the cultural differences of your new home, the more willing your child will be to do the same. As tempting as it may be to vent your frustration when cultural differences have caused an inconvenience, instead, try to point out how interesting it is that things are done differently in your new home and model productive ways of adapting to those differences. Spend some time online learning about the cultural norms and values of your host country and enlist the help of your child’s teacher if they’re willing and able to help. This can help your child understand their new environment but also integrate with more patience and curiosity.

Encourage Independence and Resilience

Supporting your child and validating their feelings is crucial to their ability to integrate into their new environment; so is teaching them problem-solving skills that will help them to navigate new situations independently. By providing children with both, they’ll feel secure in knowing that you’ll be there to help when they need guidance, but confident enough in themselves to know that they have the tools to succeed. Be sure to encourage resilience by complimenting their attempts to problem solve, to try new things, make efforts to make new friends, and participate in school events. Celebrate their successes (academic, social, and intercultural) and help them learn from any setbacks, brainstorming new perspectives and approaches to try as they evolve.

Helping Your Child Thrive

Of course, every child is unique, so always observe any specific behaviors your child might be exhibiting and try things that would have the most positive impact on their well-being and ability to feel more comfortable and confident in their new school environment. Getting used to a new schooling system in a different culture can be a complex process for children, but with proactive support from parents and collaboration with teachers, children can thrive in their new environment and learn skills and perspectives that will benefit them throughout their lives.

For more information about the NetExpat Community and how offering access to this community can elevate the relocation experience and reinforce your commitment to holistic, family-inclusive support., contact us at info@netexpat.com

Balancing AI & Human Expertise to Elevate Talent Management & Mobility

Mon, 18 Aug 2025 11:45:18 GMT

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.

Integrating AI & Human Insight: The key to smarter talent management

For AI to drive improvements in talent management and mobility, businesses need to see it as more than a siloed solution. From recruiting top talent to coordinating international moves, real success depends on balancing AI’s automated capabilities with the nuanced understanding and insights that only people provide. Below are just a few examples that demonstrate this balance, specific to talent management and mobility. There are opportunities for balance at every stage of both talent management and mobility lifespans.

Striking a Balance Between AI and Human Expertise

As the implications of AI in talent management and mobility continue to evolve, one thing remains constant: business stakeholders should always remember that algorithms alone don’t tell the full story. In short, AI technology is most effective when paired with human expertise—. And since human beings build and train it, it’s also only as effective as the strategy behind its use and the individuals that manage the technology and thoughtfully interpret the data. A balanced approach ensures efficiency, insightful and ethical real-time outcomes, and long-term business success.

For more information on how NetExpat can help your organization balance technology with human expertise, build cultural agility and elevate global talent strategies, contact us at info@netexpat.com

CULTURAL COMPLIANCE: THE COST OF IGNORING CULTURAL DIFFERENCES WHEN DOING BUSINESS

Mon, 04 Aug 2025 18:51:35 GMT

In today’s demanding global market, organizations go to great lengths to ensure their compliance with a variety of laws, regulations, and ethical standards. But since all three of these vary from country to country, have you ever considered the value of intercultural dexterity on an employee’s ability to ‘be’ compliant in countries other than the ones they were raised in? Or an organization’s ability to truly understand the reasons behind negative outcomes when something has gone wrong? Miscommunication and misunderstandings during intercultural exchanges can be costly, resulting in lost sales and business opportunities, hefty fines, sanctions, or being banned from doing business in critical markets altogether. Conversely, being culturally compliant saves businesses time, money, valuable resources and, in extreme cases, even lives.

Developing cultural agility — the ability to understand different cultural perspectives and adapt one’s behavior to various scenarios to navigate smoothly across diverse cultural landscapes — is often overlooked, but it’s as crucial to being compliant as knowing and understanding each country’s rules and regulations themselves. Incorporating cultural agility into compliance training and readiness — what we call “cultural compliance” — has therefore become mandatory when it comes to the success and sustainability of global organizations, worldwide. In this topic paper, we discuss why cultural compliance, which addresses training in cultural agility, should be a mandatory component of every organization’s compliance plan. Thanks to technology and a wealth of experience, NetExpat is able to provide this training easily, on a variety of platforms, with as little commitment as half a day for expats and an hour for global business travelers/employees who interface with individuals from cultures other than their own.

Why should cultural compliance matter to organizations?

In the NetExpat Intercultural Landscape Survey - 85% shared that intercultural compliance training should be a mandatory employee offering in global organizations - provided as a part of onboarding and leadership training and including toolkits on improving self-awareness and cultural blind spots.

Still not convinced? Consider the examples below:

These are just a few of many scenarios that illustrate the dangers of not making cultural intercultural training mandatory. Cultural miscommunications and missteps can also damage a company’s reputation, result in losing a business license, cause a rise in warehouse injuries, or even lead to jail time. When global companies expand their employee ethics and compliance training to include cultural compliance training, employees can navigate cultural differences with skill and integrity — fostering positive relationships while meeting both business goals and objectives.

For more information on how NetExpat can help your organization and its employees become culturally compliant, contact us, at info@netexpat.com

Gift Giving in Business: Bridging Cultural Expectations and Compliance

Thu, 26 Jun 2025 17:38:06 GMT

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.

When Social Expectations Conflict with Anti-Bribery Regulations

What happens when a cultural expectation is in direct conflict with legal or regulatory compliance? Organizations need to be vigilant in recognizing how a simple misguided or misunderstood gesture can result in significant damage. They also need to find a way to reconcile the two opposing forces. To be proactive, we suggest adopting the following best practices:

Compliance vs. Gift Giving: Bridging the gap through cultural agility

Building successful business relationships across cultures requires both awareness and adaptability – including behaviors around gift giving. Honoring both can be challenging, but with the right training, robust policies, and a commitment to understanding cultural differences, companies can transform potential challenges into strategic advantages – addressing any scenario that involves a conflict between cultural norms and regulatory boundaries.

Team Spotlight: Maru Machado

Mon, 09 Jun 2025 20:15:24 GMT

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.

Your path into global mobility has been truly international.

How has that shaped your approach to leadership?

I started out managing large-scale events across Latin America, China, and the Middle East, which taught me how to connect across cultures. When I moved to the U.S., I paused my career to focus on family but stayed connected—consulting, translating, and helping others through cultural transitions. That personal and professional journey shapes how I lead today. I focus on empathy, flexibility, and shared success—always seeing each interaction as a chance to build trust and bridge worlds. Everything clicked when I found NetExpat. Whether it's understanding a client’s cultural expectations or managing team dynamics across time zones, I lead with the mindset that every interaction is an opportunity to build trust and collaboration.

What energizes you most about your day-to-day work at NetExpat?

I often say working at NetExpat feels like traveling the world every day. I love the diversity of our clients and team, the conversations that span continents, the chance to make an impact on someone’s personal and professional journey. I also work on process improvements and ensure quality standards are met. Supporting people during a major life transition is something I take to heart. Every day is a constant learning experience, and that’s exactly what keeps me inspired. We’re not just delivering a service—we’re supporting real people through life-changing experiences.

How do you tailor support across such diverse cultures?

Kindness is universal. Starting with empathy, curiosity, and respect helps us build trust quickly. From there, we customize based on each person’s cultural and personal needs.

What’s the NetExpat culture like?

It’s truly mission-driven. Everyone cares deeply about the people we support. We’re collaborative, globally minded, and always looking for ways to evolve and innovate.

How do you view the role of AI in global mobility?

AI is an incredible tool, but it can't replace the human connection. Relocation is deeply emotional—partners, families, careers are all impacted. While tech can enhance our organization and responsiveness, it's our empathy and cultural understanding that truly make a difference. AI should support us, not substitute what’s personal.

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

The Cultural Implications of Mergers and Acquisitions

Thu, 29 May 2025 20:38:04 GMT

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.

The Consequences of Ignoring Cultural Challenges

When the above cultural differences aren’t addressed during an M&A, disruptions to workforce productivity and organizational goals are inevitable. Employees may struggle to adapt to new ways of working, resulting in frustration and disengagement. Misalignments increase, productivity decreases, and the business may experience higher turnover and the loss of key talent. The financial implications of these disruptions are significant: failure to create a collaborative, integrated workforce can diminish the expected return on investment (ROI), damage the company’s reputation, and derail the strategic goals that justified the merger in the first place.

Working Through Cultural Pitfalls of Mergers and Acquisitions

Cultural challenges and pitfalls associated with mergers and acquisitions can seem daunting, but with the right action steps, hurdles can be minimized. Consider implementing the following best practices to minimize negative impacts and optimize integration:

The Stakes of Cultural Integration

Far more than a "soft" issue, cultural integration is a critical component to the success of any merger and acquisition – and the stakes couldn’t be higher for organizations implementing one. Respecting cultural challenges supports employees as they adjust to new expectations. It also fosters operational efficiencies, financial performance, and strategic successes.

The complexity of merging diverse perspectives, priorities, and practices doesn’t have to impede the process of a merger or acquisition. With cultural insight, strategies, tools, and expertise, businesses can bridge cultural gaps effectively, transforming potential obstacles into opportunities for innovation and growth. By addressing the cultural aspects of the integration thoughtfully and proactively, companies facilitate M&As that exceed expectations, supporting employee retention and productivity – and achieving the intended goals and objectives of the organization.

For over 25 years, NetExpat has been a trusted and valued partner, providing guidance and global expertise to multinational businesses across the globe. For more information about how we can support your employees and business by fostering a smooth and productive merger and acquisition, contact us at info@netexpat.com

Navigating APAC Business Trends: The Importance of Intercultural Agility

Wed, 16 Apr 2025 20:22:18 GMT

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.

How is the APAC region evolving?

There are a number of regional-specific factors influencing business changes within the APAC region. Below, we cover just a few.

Each of these trends relies heavily on inter-country collaboration and company workforce diversification, further leading to the importance of intercultural training to avoid miscommunications and missteps.

Who needs to prioritize intercultural training – APAC-based companies or the multinational companies that do business with them?

In a word, both . Here’s why:

The increasing demand for intercultural training in APAC

Intercultural training in APAC is evolving to address geo-specific evolution and resulting business needs related to the region. Now in especially high demand, this training is also convenient and easily accessible thanks to technological advancements that bring the expertise of skilled experts directly to workplaces and workforces – at a variety of schedules and budgets.

Below, we’ll discuss just a few of the trends we’re seeing in the APAC region that directly impact how intercultural training is designed and prioritized:

1) Impacts of ASEAN Integration and RCEP Implementation.

As these initiatives continue to evolve, there has been a growing emphasis on training that promotes intercultural understanding across member countries, which have diverse cultural, business, and communication practices. This includes training on shared values and economic collaboration, as well as overcoming historical tensions between certain countries in the region. Programs often focus on enhancing cross-border collaboration in business, diplomacy, and trade, with language, business etiquette and communication style differences being key components.

2) Emphasis on Chinese Business Culture.

Given China's dominance in the APAC region, intercultural training increasingly emphasizes an understanding of Chinese business practices and cultural nuances. This includes building knowledge on the importance of hierarchy, guanxi (personal relationships), face-saving, and collectivism in the business world. Again, for companies based in China with workforces throughout APAC, intercultural training also includes building skills for cross-cultural collaborations with additional cultures located within the region.

3) India’s Role in Global Business.

Thanks to its growing economic power and complex cultural diversity, India has become a strong focus of intercultural training in the APAC region. In addition to understanding regional differences within the country, the importance of family, social hierarchies, and negotiation styles are key areas of focus – as is the importance of bridging the gap between India’s traditional business culture and its rapidly modernizing economy.

4) Increased Demand for Cross-Cultural Skills in Japan.

Japan remains a major economic player and intercultural training is crucial for navigating its unique corporate culture. This includes, but isn’t limited to, respect for hierarchy, decision-making processes, indirect communication, and group harmony. Additionally, as Japan continues to attract international workers and foreign investment, companies and organizations are investing more in training to better manage diverse, intercultural teams.

5) Growing Interest in South Korea and its Global Interactions.

South Korea's expanding influence, particularly in the fields of technology, entertainment, and diplomacy, has led to an increasing need for intercultural training that addresses Korean business etiquette, hierarchical relationships, and direct communication style. Additionally, with the rise of Korean pop culture (K-Pop, Korean cinema, etc.), there is also a focus on cultural training that fosters understanding of Korean soft power (a nation’s attempt to influence its brand perception through attraction and persuasion).

6) Cross-Cultural Competence for Global Businesses.

MNCs operating in Asia are increasingly seeking training programs that address regional and cross-cultural communication. Understanding both the economic and cultural nuances of the region is critical for fostering effective collaborations across countries like Indonesia, Vietnam, Malaysia, and Thailand. Cultural agility regarding multiple APAC cultures is necessary, due to increased workforce diversity in many regionally based companies. A holistic approach has become more popular, integrating cultural intelligence (CQ) into leadership development, as well as offering workshops on managing multicultural teams.

7) The Role of Technology and Virtual Learning.

With the rise of digital transformation, virtual intercultural training is becoming more common across the APAC region. Online platforms allow for broader accessibility and flexibility in reaching participants in remote areas and across cultures – but remember to use that technology to connect with intercultural experts, rather than rely solely on pre-recorded learning programs. Recent research shows that self-paced learning is no match for real-time guidance from skilled experts, who can react to participant wins or struggles in real time, match teaching style to unique participant needs, and assess whether learning has truly occurred.

8) Training Focused on Global Inclusion.

As APAC countries embrace diversity in their workplaces, there is a growing emphasis on training that promotes inclusivity and cross-cultural sensitivity. This includes programs focused on gender, women as leaders, and ethnic and generational diversity. Countries like Singapore and Japan, where expatriate populations are significant, are particularly focused on intercultural competence to ensure collaborative and cohesive working environments.

9) Handling Geopolitical Sensitivities.

With the growing tensions in regions such as the South China Sea and North Korea, intercultural training is also addressing how to navigate sensitive political and historical issues in business contexts. There is a need for managers and employees to be aware of potential diplomatic tensions and how to handle them with cultural sensitivity.

10) Cultural Intelligence as a Leadership Skill.

Leading with cultural intelligence is a critical capability for effective leadership in our multicultural world – decoding how people think, lead, and get things done across cultures. Therefore, more businesses and academic institutions across APAC are focusing on developing leaders with high cultural intelligence and agility. This includes leadership development programs designed to equip executives with the skills to manage diverse teams, navigate cross-cultural negotiations, and lead in globalized markets. Companies in Asia are increasingly emphasizing the need for leaders to adapt their communication and management styles to different cultural contexts.

The Importance of Intercultural Training in APAC and Working Across Cultures

Relationship building and trust are vital to an organization’s internal and external success. Because so many companies based in APAC are diversifying their workforces across the region—and understanding cultural nuances is crucial to developing trust – companies that work across cultures must rethink the way they approach intercultural collaboration and agility. A global mindset is essential. Soft skills needed to enhance relationship building include:

Networking Expertise

A strong ability to build and maintain relationships with both key internal and external stakeholders.

Trustworthiness

Demonstrating integrity and reliability, fostering trust with partners and stakeholders.

Emotional Intelligence

Possessing a high level of empathy, self-awareness, and the ability to navigate complex interpersonal dynamics.

Negotiation and Influence Skills

Ability to create mutually beneficial agreements, rather than one-sided outcomes. Persuasive communication skills are, therefore, also important for employees to have in their toolkit when working across cultures.

Adaptability, Resilience, and Innovation

The ability to maintain composure and patience when setbacks occur, priorities change, and pivoting is necessary.

While the above skills are important in any business scenario, they are especially important when working across cultures. What is considered a respectful networking practice in one country may be offensive in another. Attempting to establish trust by making eye-contact and speaking directly to one colleague may be highly effective, but a coworker from another culture may find it to be disrespectful. Effective relationship building techniques will vary greatly, heavily influenced by the norms of two or more people who come from very different backgrounds, who have varied value systems and pre-established beliefs regarding what effective relationship building consists of. Only by mastering intercultural agility among its workforce, can an organization hope to be successful.

By fostering intercultural agility, businesses can avoid misunderstandings, develop better intercultural relationships, and ultimately achieve greater success across diverse workforces, cultures, customer bases, and business partnerships. To be sure you’re providing your employees with the most effective training possible, look for an intercultural services provider that utilizes a blend of technology, human interaction, valid and reliable assessment instruments, and engaging learning opportunities that are tailored to address your organization’s specific target markets and corporate needs. NetExpat, for example, offers a variety of intercultural training options, from peer-to-peer learning scenarios to mobile apps with real people for real-time support; our goal is to empower your team to thrive in a global market.

For more information about how NetExpat can help your organization avoid the costly impacts of intercultural miscommunications, build a culturally agile workforce and thrive in a global market, contact us at info@netexpat.com

Helping Mobile Employees and Families Navigate Culture Shock

Tue, 01 Apr 2025 19:18:11 GMT

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

The Honeymoon Stage

The Honeymoon Stage of culture shock is exactly what you’d expect it to be: just like a new relationship, it’s fresh, exciting, and assignees and their families enjoy discovering all the things about their new existence that makes it unique and different. That’s why this stage is the perfect time to encourage your employes and their families to immerse themselves in local culture, try new foods, and meet new people. Taking advantage of this early period of optimism and curiosity positions them to explore and start building a foundation of positive experiences and new friends that will carry them in later stages of the culture shock “U curve.” Here are a few tips you can share with assignees and their families for making the most of the Honeymoon Stage:

Start planning, pre-departure.

Believe it or not, the best time to start preparing for culture shock is before a mobile employee and their accompanying family leaves their country of origin. Help them to prepare by providing them with:

Facts, tips and information about the local culture, customs, and social norms of the place they'll be moving to. Understanding the basics can help reduce surprises and prepare them mentally for the differences they’re about to encounter in social, workplace, and cultural norms and etiquette.
Language basics. Familiarize employees and their families with common phrases and basic language skills they’ll need to facilitate communication and build a rapport with their colleagues and neighbors.

Once in their new host country, encourage them to:

The Frustration Stage

After the initial excitement of the honeymoon period fades, it’s not unusual to feel frustrated by the effort it’s taking to adapt to a new host culture. Language barriers can make communications frustrating for everyone – from new friends and the local grocery clerk to colleagues and supervisors. Unfamiliar customs and social norms can also feel exhausting to navigate, as the simplest tasks take effort and don’t happen seamlessly like they would ‘back home.’ Neighbors and colleagues may also start acting differently as an expat’s “newness” wears off and new contacts assume the mobile employee should have settled in by now. All of this can lead to feelings of disorientation and homesickness, an aching desire to be where everyday tasks wouldn’t feel so overwhelming and being themselves is easy. It’s perfectly normal for mobile employees and their families to feel tired, irritated or disheartened during this stage. Being aware of this reality isn’t necessarily a comfort, so they’ll need guidance to get through it. In addition to providing your mobile employees and their families with intercultural training, encourage them to:

The Adjustment Stage

In the adjustment stage, expats start to find a daily rhythm and their new environment starts to feel more familiar. By now, they may have learned to navigate many local customs, though there’s still a lot more to experience and know. If your mobile employees and their families are relying on the foundational activities we suggested during the honeymoon and frustration phases, they’ll be ready to tackle those additional experiences with experience, confidence, support and greater receptiveness. This is a time of growth and adaptation, so taking advantage of all of the opportunities that present themselves during this part of the journey will be key. During the adjustment phase, encourage your mobile employee population to:

The Acceptance Stage

During this last stage in the culture shock journey, assignees and their families start to feel at home in their new country. And while they may still be exploring ways to blend their two (or more) cultural viewpoints, this stage is marked by their ability to embrace cultural differences and find a balance between their old and new lives and identities. Feelings of stability and contentment lead to feelings of productivity, proactivity, and a feeling of belonging. While they may feel that they've finally “made it,” we have some suggestions for mobile employees at this stage, too. Encourage them to:

Support Your Mobile Employees During Their Relocations

In addition to supporting your relocating employees through the above suggestions, NetExpat has created a downloadable guide that you can share with them, to help them proactively help themselves as they transition into a new culture. “Minimizing Culture Shock: A guide for relocating employees and their families,” provides guidance for each stage of the culture shock U-curve.

Culture shock is a challenging aspect of every expat’s journey. At first, the process can feel overwhelming, and they may believe they aren't making any progress at all. But with the tips above, the negative impacts of culture shock can be lessened – and your mobile employees and their families can learn to navigate through it effectively. By reminding your mobile employees and their families that the “U curve” is normal and helping them focus on how to move through it, the culture shock will eventually subside and they’ll have integrated successfully. Encourage them to embrace the shock and be curious about the differences between cultures and countries. After all, that's why so many mobile employees make the choice to relocate in the first place: to expand their world view and global experience.

To learn more about how NetExpat can help your mobile employees, and their families navigate culture shock, understand cultural differences, and master intercultural agility, contact us at info@netexpat.com

Cash vs. Care: The Pitfalls of Lump Sum Payments

Mon, 03 Mar 2025 21:11:32 GMT

Between rising costs and limited budgets, it’s no surprise that many organizations turn to lump sum payments to control talent mobility spending. But is this approach effective – or can it actually end up costing companies more? In this blog post, we’ll discuss the unexpected costs associated with lump sum payment models, where they can go wrong, their impacts on the employee experience, and why managed moves benefit employees and organizations in the long run.

Perception vs. Reality: Lump Sum Payment Outcomes

When organizations offer lump sum payments to their mobile employees, they're often being driven by a few assumptions. They believe that their mobile employees:

Possess sufficient financial skills to manage their relocation budget
Are savvy enough to procure the right relocation services/providers at the right times
Have enough host-country knowledge to navigate area-specific nuances independently
Will decrease the need for administrative resources by self-managing their relocations

In reality, the results are often quite different:

The Unexpected Costs of a Lump Sum Payment Model

There are additional pitfalls to be aware of when providing a lump sum payment to mobile employees, including:

Alternatives to Lump Sum Mobility Models

It's clear that lump sum payments don't always provide the savings and benefits that organizations expect. So how can organizations provide a positive mobility experience and control costs? Many employers find that managed cap or core/flex strategies are more practical alternatives to the traditional lump sum approach. Let’s take a look at each:

Managed Cap:

A company policy where a set maximum amount is allocated for an employee's relocation expenses, with the company managing the funds and providing specific services within that cap.

Core-Flex / Care-Flex:

In a core-flex mobility policy model, mobile employees are provided with a set of standard essential relocation benefits ("core"), alongside a selection of optional, flexible services ("flex") that they can choose based on their unique needs. Sometimes referred to as a care-flex mobility model, this approach goes beyond duty of care to provide a tailored employee experience. Businesses also benefit through mindful spending, since employees and their families only receive the benefits they need – and aren’t overpaid for services that they don’t.

Both of these models maintain cost control by setting company-determined maximums and reducing the need to file for exceptions. They also provide employees with a more customized and equitable experience.

Balancing Budgets and Employee Experience: Managed Relocation Programs

HR, talent recruitment, and global mobility teams face a very real challenge when it comes to controlling costs and providing a positive employee experience. But that experience is as crucial to mobile employees feeling supported and engaged throughout their relocation journey as it is to an organization’s competitiveness, workforce engagement, talent acquisition and employee retention.

Managed relocation programs don’t just ensure a more positive employee experience, they also optimize mobility program efficiency and foster alignment with organizational goals. By committing the necessary resources to a fully managed relocation program up front, businesses save money and maximize their return on mobility over time.

To learn more about how NetExpat can help your company implement a more cost-effective program to maximize employee experience, contact us at info@netexpat.com

TEAM SPOTLIGHT: PATRICIA GLASEL

Tue, 11 Feb 2025 04:27:39 GMT

Patricia Glasel has a rich international background, having lived in several different countries growing up. Her journey began in Gabon, where she was born, and extended across various African nations due to her father's work. Patricia's extensive experience as an expatriate has given her a deep understanding of the joys and challenges of living abroad. She holds M.B.A. an a degree in organizational behavior and cross-cultural training from Northwestern University, which has equipped her to support others in their global mobility journeys. After having lived in 11 countries, Patricia currently resides in France and enjoys sharing her experiences to help others navigate their expatriation adventures. Patricia also serves as a Foreign Trade Advisor for the French Government, providing high-level insights and support for international trade initiatives.

Tell us about being a child expatriate and how that experience shaped you.

I was born in Gabon and lived in several African countries due to my father's work. This early exposure to different cultures taught me the importance of understanding and adapting to new environments. Despite my extensive experience, I realized the need for continuous learning and support, which led me to study organizational behavior and cross-cultural training. Living in these countries, I learned that understanding the local culture deeply is crucial, and this realization has driven my passion for helping others navigate their expatriation journeys.

How do you see the role of technology, especially AI, in the future of global mobility?

Technology, particularly AI, will revolutionize our mindset and operations. AI acts as a mentor, enhancing our capabilities and making us more efficient. It supports our mental processes, helping us stay organized and informed. I believe AI will play a crucial role in making global mobility more effective and streamlined. It’s like having a mentor for the mind, providing support and organization, which is essential in our fast-paced world. AI’s polite and calm interaction style also adds a positive dimension to our daily lives.

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

The Growing Focus on “Cultural Compliance” to Bolster “Business Compliance”

Mon, 03 Feb 2025 05:03:45 GMT

In a competitive global market, organizations face a myriad of laws, regulations, and ethical standards. And because compliance requirements differ from one country to another, a workforce’s intercultural agility plays a significant part in a company’s ability to ‘be’ compliant in the countries they do business with. Intercultural misunderstandings can be costly, leading to safety issues, lost sales and missed business opportunities, but they can also result in hefty fines, sanctions, and even being barred from operating in key markets. Because the ability to navigate cultural differences is crucial to the success and sustainability of global organizations, cultural compliance should be a part of every organization’s overall compliance strategy.

Cultural Agility: The ability to understand diverse cultural perspectives and adapt one's behavior to various situations - to navigate different cultural landscapes smoothly.

The Legal and Financial Costs of Intercultural Misunderstandings

According to a study by McKinsey, companies in the top quartile for ethnic and cultural diversity are 36% more likely to outperform their less diverse counterparts, which indicates that culturally diverse and agile workforces can be significantly more productive.1 But often, decision makers only notice the impacts of cultural agility when the lack of it leads to negative legal or financial ramifications. Below, you’ll find several unfortunate events that NetExpat clients reported experiencing prior to working with us. Each costly event could have been avoided with intercultural compliance training.

NetExpat’s Cultural Compliance Solutions

To help organizations work effectively across cultures, NetExpat has developed Cultural Compliance Solutions (CCS), a series of preventative, developmental initiatives designed to align individual behaviors with the cultural norms, values, and legal expectations of a different culture. Through cultural self-awareness and assessment, peer discussions, training and individual coaching, our CCS program prevents costly misunderstandings, legal issues, and reputational damage by ensuring that your workforce is both aware of the customs, ethical standards, and regulatory requirements of the markets they’re working with and able to navigate them with skill.

NetExpat's Cultural Compliance Solutions (CCS): a preventative series of developmental solutions (cultural self-awareness and assessment, training and individual coaching, peer discussions) designed to align individual behaviors with the cultural norms, values and legal expectations of a different culture.

"In the global market, cultural compliance is as crucial for businesses as a well-maintained engine is for a long road trip.”

- Isabela Sena, Director of Global Mobility at Stellantis

CCS fosters positive relationships among internal teams and external stakeholders to further support organizational success. Utilizing cultural compliance to bolster business compliance, it delivers a significant return on a company’s investment by facilitating ethical practices and stronger working relationships. The program is presented through a variety of teaching methods (including an engaging tech platform and expert instruction from leading intercultural trainers) – and addresses a wide variety of budgets and time-constraints: it can be presented in as little as half a day for expats and an hour for global business travelers and employees who work across cultures.

A Return on Your Cultural Compliance Investment

Businesses that are culturally compliant are more competitive in global markets, build more collaborative and productive workforces and are better able to navigate the complexities of global compliance regulations. They’re also better positioned to anticipate and respect cultural values and norms that aren’t explicitly covered by formal regulations but could still cause legal and financial pitfalls. By partnering with NetExpat and utilizing our Cultural Compliance Solutions, multinational organizations build agile workforces that navigate cultural differences with skill, respect and integrity, they meet both immediate business goals and long-term objectives.

Today’s geopolitical climate, marked by an emphasis on immigration compliance under a new U.S. administration, underscores the importance for expatriates to develop a strong cultural understanding of the countries they visit. Embracing cultural diplomacy allows for smoother interactions and pathways during their travels.

- Julia Onslow-Cole, Partner-Global Head of Government Advisory Services, Fragomen

To learn more about how NetExpat can help your company navigate cultural differences and enhance global compliance, or to explore our Cultural Compliance Solutions, contact us at info@netexpat.com

Is Diversity Enough? DEI's Impact on Business Performance

Mon, 20 Jan 2025 04:16:28 GMT

“Leaders must acknowledge that increasing demographic diversity does not, by itself, increase effectiveness; what matters is how an organization harnesses diversity, and whether it’s willing to reshape its power structure.”

- Harvard Business Review

Today, workforces are just as diverse as the global markets they serve. With a growing number of organizations talking about diversity, equity and inclusion (DEI) – questions are often raised around its impact on employees and organizations as a whole. Why does DEI matter? Are diverse workforces really that much more productive? And is diversity alone enough to benefit a workforce and the businesses that employ them?

The variety of perspectives and ideas that diverse workforces bring together do contribute a wealth of insights and approaches that can lead to groundbreaking solutions and more effective decision-making. But embracing diversity isn’t just about hiring a diverse workforce; it's about leveraging that workforce's full spectrum of human experience to achieve superior performance. Companies that cultivate diverse and inclusive teams – that support and leverage diversity – are better equipped to navigate complex challenges, attract and retain top talent, and sustain long-term growth and success. Companies that don’t are often less productive, due to miscommunications, misunderstandings, and employee disengagement, distrust and discord.

Diversity is Viewed Differently from Culture to Culture

Before we take a look at diversity’s potential, it’s important to note that diversity itself is viewed differently, depending on where you are in the world. For instance, in Canada, there has been an increased focus on the inclusion of indigenous people. Nigeria presents opportunities for growth, due to biases around the intersectionality of gender, ethnicity and socio-economic backgrounds. In India, discussions around DEI will require addressing patriarchal and caste systems. With this in mind, stakeholders should always be mindful of the cultural, social, and geo-specific norms and biases that exist in a given location when addressing DEI-related discussions around organizational goals and opportunities for growth.

Diversity’s Impact on Team Success

A recent LinkedIn study revealed some compelling evidence about the ways diversity impacts business performance:

60% of respondents said that diversity within their sales team has contributed to their teams’ success
Organizations in the top quartile for gender diversity have a +25% likelihood of financially outperforming their peers
Organizations in the top quartile for ethnic diversity have a +36% likelihood of financial outperformance
Diverse companies earn 2.5x higher cash flow per employee
Inclusive teams are over 35% more productive
Diverse teams make better decisions 87% of the time

The Disconnect: Building Diverse Teams vs. Fostering Them

Many companies commit to DEI but often stop at the D: diversity. Assuming that hiring a diverse workforce alone is enough, they often find themselves surprised that their business isn’t performing in ways the above statistics imply it should. Or they may discredit the findings altogether. But to truly see the results that a diverse workforce can provide and fulfill the duty of care they have to their employees, attention also needs to be given to fostering equity and global inclusion. Only then will employees feel seen, valued and engaged, workforces be more able to collaborate and innovate, and companies benefit from the downstream impacts of their DEI initiatives.

Understanding DEI: The Three Pillars

To truly benefit from DEI, it's important to understand its three pillars:

Diversity - The presence of differences within a given setting, including race, gender, age, and cultural experiences
Equity - Ensuring fair treatment, opportunities, and advancement while striving to identify and eliminate barriers that have prevented the full participation of some groups.
Inclusion - Creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued.

How Organizations Can Help Themselves: Develop a Mindful DEI Initiative

To create an effective DEI initiative, start with an internal assessment of your workforce, policies, and culture. Next, define areas for improvement and set clear, measurable goals. After securing commitment from all levels of the organization, provide DEI training, establish employee resource groups and mentorship programs, and integrate DEI principles into all aspects of the organization. Finally, review and adjust policies on a regular basis, maintain open communication, and create safe spaces for feedback to ensure continuous improvement.

How NetExpat Can Help: Enhancing DEI Initiatives Through Cultural Agility

When supported by all three aspects of DEI, diverse teams are more successful because 1) they bring varied perspectives, experiences, and approaches to problem-solving and 2) those perspectives are encouraged and proactively leveraged. Working closely with a global advisory services provider builds on an organization’s DEI initiatives by fostering cultural agility within your organization. When viewed through a DEI lens, cultural agility significantly enhances DEI efforts and interactions with colleagues, clients and with customers, fostering a cohesive culture and workforce that’s better positioned to solve problems and make decisions. Below are just a few of the advantages:

Unlocking Diversity’s Potential

The Harvard Business Review has argued that companies that adopt a “radically new way of understanding and leveraging diversity could reap the real and full benefits of a diverse workforce… not only recruiting and retaining more people from underrepresented ‘identity groups’ but also tapping their identity-related knowledge and experiences as resources for learning how the organization could perform its core work better.”

When companies take a mindful approach to DEI, their diverse teams are more effective than homogeneous teams or diverse teams that don’t learn from their members’ differences. Additionally, they send a clear message that varied points of view aren’t just encouraged, they’re valued. Employees are empowered to bring their authentic selves to work, collaborate fully with colleagues, and better achieve company goals, innovation and growth.

DEI and the Talent Pool Advantage

Employers that posted about diversity saw 26% more applications from women
Companies with a DEI team were 22% more likely to be seen as industry leaders with high-caliber talent
76% of employees and job seekers said diversity was important when considering job offers
60% of employees want business leaders to speak up on diversity issues
80% of survey respondents want to work for a company that values DEI

Embracing Diversity for Success

It's clear that diverse teams are more productive, but only when they receive the support they need to thrive. While navigating the complexities of this process might seem like a challenge, it doesn’t have to be. Global advisory service providers are uniquely positioned to help companies develop impactful DEI programs that leverage the collective intelligence of diverse workforces so businesses can succeed in an equally diverse global market.

To learn about the intersection of DEI, cultural agility, and best practices regarding your organization’s DEI strategy, read our blog post, DEI and Intercultural Training: Best Practices for Talent Acquisition and Global Mobility or contact us at info@netexpat.com

Intercultural Training Initiatives for Eramet’s International Workforce

Mon, 06 Jan 2025 20:46:34 GMT

NetExpat recently interviewed two key members of the Eramet Group Team about their intercultural training initiatives for their international workforce.

Simon Boubault

Group International Mobility Manager

Eramet Group

Natascha de Saint-Jean

Head of Learning & Development

Eramet Group

What made you decide to implement intercultural training?

Natascha: We have two groups receiving intercultural training: expatriates and multicultural teams or their managers. Eramet has nearly 80 nationalities and operates across five continents! Therefore, our projects bring together people worldwide, both expatriates and multicultural teams, necessitating effective intercultural collaboration.

Simon: These international projects align with Eramet's recent strategy shift to focus on mining activities. Consequently, our teams, including those at our French headquarters, now largely operate internationally. This has increased the need for intercultural teams and expatriate movements, prompting us to collaborate with NetExpat for training.

Was this a proactive measure?

Natascha: It's a mix of proactive efforts and responding to expressed needs. We understand that cultural differences can have an impact on work dynamics. Cultural diversity can enrich exchanges when properly understood. Training plays a key role in strengthening mutual understanding, improving the quality of interactions and increasing team productivity. Misunderstandings often stem from cultural issues, so training helps mitigate these and improves team interactions and productivity.

Interviewer: How are people reacting to the training?

Simon: The feedback from expatriates and their families, especially spouses, has been very positive. The training prepares them for the cultural differences they'll face, which is crucial for a successful expatriation. We’ve made this training a standard part of our policy for expatriates and their families.

Natascha: Teams are eager to participate. The training sessions are practical, allowing participants to share experiences and learn from each other. This helps them understand cultural differences and how to adapt their work styles accordingly.

Is having an experienced consultant important?

Natascha: Yes, an outside consultant with experience in international work and expertise of various cultures is vital. In addition to the consultant, NetExpat often provides speakers with strong intercultural business experiences, adding value to the sessions.

Any surprises during the training?

Natascha: In some regions, we have adopted a strategy of first working with distinct cultural groups, then bringing them together to explore solutions together. This method has paid off, giving participants a trusted space to express their difficulties. Once the issues have been identified, they can progress towards finding solutions. Participants from different cultures exchange ideas in a very positive way and find solutions together.

Simon: The diverse cultural backgrounds at our sites lead to rich exchanges during training. Participants realize the benefits of applying intercultural skills in their work.

How do individuals benefit from the training?

Natascha : Participants become more aware of cultural differences, helping them navigate intercultural work environments. It’s about understanding that people see the world differently and finding ways to interact more effectively.

Simon: We’re hiring globally and building diverse teams, so this training helps them work well together. It’s a long-term effort to ensure cohesive, effective teams.

What’s the impact of the training on performance and ambiance?

Natascha : Although difficult to measure precisely, feedback from participants indicates better mutual understanding, more constructive interactions and better team cohesion. This training approach therefore brings significant benefits.

Simon: Due to the recent rollout, we lack figures but believe in the positive impact. The initial feedback received is really encouraging. Face-to-face sessions, especially, help build networks and understanding among diverse participants.

How important is supporting the partner of the expatriate?

Simon: Family integration is crucial for successful expatriation. Training helps families understand and adapt to cultural differences, preventing failures in expatriation missions. Our policy now mandates intercultural training for expatriates and their families.

Natascha : Intercultural training is essential for everyone. Interculturalism isn’t automatic; it requires learning and effort.

Simon: Intercultural awareness is indeed key for successful international collaboration. It’s not just a must-have but an integral part of our HR strategy.

Natascha : Everyone, from top managers to individual contributors, benefits from this training.

Final thoughts on the importance of intercultural training?

Natascha : Expatriates are constantly in a multicultural environment, so preparation is essential for their well-being and effectiveness.

Simon: Intercultural training is vital for our international projects and team performance. It’s part of our strategy to support our diverse, global workforce.

Natascha : Intercultural training enhances self-awareness and reduces judgment, improving teamwork. It’s important for everyone to understand and address their unconscious biases. Moreover, Intercultural awareness is vital for performance. Misunderstandings due to cultural differences can lead to delays and conflicts, affecting project outcomes.

Simon: Successful expatriation and teamwork depend on good preparation and cultural understanding. Intercultural training is a key factor of success for our global operations and projects.

Intercultural Training’s Impact on Employee Well-being

Mon, 16 Dec 2024 21:10:32 GMT

Employee well-being benefits more than just employees. It also benefits employers and the customers they serve. What many organizations don’t realize is how much intercultural agility impacts employee well-being. Below, we’ll discuss the relationship between the two and why focusing on intercultural agility should always be a part of your global talent mobility strategy.

Why Employee Well-being Matters

Prioritizing employee well-being makes sense from a duty of care standpoint, but it also benefits businesses. Employees that are happy and well are typically more engaged at work. Employees that are culturally agile enjoy enhanced well-being, as they’re better able to collaborate with their teammates and customers. This results in higher levels of engagement at the individual level – and enhanced collaboration and innovation among teams. Additional outcomes include a stronger company culture, brand reputation, and employee retention rate. Customers also reap the benefits. When well-being is prioritized and employees are given the tools they need to succeed, they’re more likely to provide excellent customer service and care. Businesses benefit from higher customer satisfaction scores and brand loyalty.

Conversely, the risks of not investing in employee well-being can be costly:

Talent loss

When employee well-being is damaged, disengagement leads to employee turnover. Research by SHRM suggests that replacement costs can be as high as 50%-60% of each employee’s salary, with overall costs ranging anywhere from 90%-200% . The administrative hours required to replace lost talent are just as costly.

Project failures

A study published in the Harvard Business Review stated that one in every six projects ends up costing more than 200 percent of its estimated amount and almost 70 percent of IT projects face project delays . A lack of skills and poor communication were among the top reasons this can happen, both of which can occur when employees are unable to communicate effectively across cultures. When objectives fail to be met, employee well-being can be negatively impacted.

Underperformance

McKinsey has found that culturally unaware teams underperform others by 36% . In a competitive global market, this can lead to missed opportunities, decreased innovation, and a weakened competitive edge. It also leads to disengagement and frustration among employees and teams. Put simply, homogeneous teams are less impactful in a global market, but diversity alone isn’t enough: it takes a well-managed, culturally agile, diverse team to truly be productive, collaborative and innovative.

The Impacts of Intercultural Training on Well-being

It often surprises employers that cultural agility is so closely tied to employee well-being, but its very definition offers a clear explanation of the connection: Cultural agility is defined as the ability to work effectively and respectfully with people from different cultures, and to adapt to new situations with ease. When diverse teams don’t communicate effectively, trust each other, or know how to effectively collaborate across cultures, the impacts on their feelings of agency, accomplishment, and value can be detrimental to their sense of well-being. Misunderstood employees often end up feeling invisible or ineffective, leading to dissatisfaction at work. Disengagement, quiet quitting, burnout, or attrition can occur — leading to team friction and discord, lost time and productivity, missed goals and deadlines, and even attrition when employees feel disenfranchised.

The Intersection of Intercultural Agility, Well-being, and Global Talent Mobility

The relationship between intercultural agility and well-being is particularly significant when it comes to mobility:

Cultural Compliance and Organizational Health

In today’s demanding global market, organizations go to great lengths to ensure their compliance with a variety of laws, regulations, and ethical standards. But since all three of these vary from country to country, an employee’s ability to “be” compliant depends on their ability to navigate cultural differences smoothly. Miscommunication and misunderstandings during intercultural exchanges can be costly, resulting in lost sales, hefty fines, or even being banned from critical markets, so one could argue that cultural agility also impacts the overall health and efficiency of organizations, too. Incorporating “cultural compliance” into compliance training is essential for the success and sustainability of global organizations. NetExpat offers cultural compliance training and coaching on various platforms, ensuring employees are well-prepared to interact across diverse cultures.

Foster Well-being and Organizational Health Through Intercultural Training

In a recent NetExpat study , 98% of participants said they considered cultural agility skills to be extremely or very important. A skilled intercultural/global advisory services provider sets your employees and business up for success by serving as a valued extension of your team. By leveraging their expertise, mobile employees and their families experience smoother relocations and more positive employee experiences. By investing in intercultural competence and cultural compliance training, businesses don’t just enhance employee wellbeing and productivity; they also foster collaborative teams, exceptional customer service, a culturally compliant workforce, and the kind of innovation and company culture that helps organizations compete in a diverse global market.

NetExpat offers a variety of intercultural and cultural compliance training options, representing best-in-class solutions that empower your team to thrive in a global market. Our proprietary technology leverages data from over 25 years and thousands of employee assessments, resulting in predictive analytics and a stronger ROI for our clients. To learn more about how NetExpat can help your organization foster employee well-being and cultural compliance through intercultural training, contact us at info@netexpat.com

Defining Service Excellence: How culture shapes the customer experience

Fri, 08 Nov 2024 15:58:42 GMT

There’s a commonly held belief that we should “treat others the way we’d want to be treated ourselves.” But what happens when another person’s idea of outstanding customer service differs from your own? In today’s global marketplace, businesses are staffed with workforces that are just as diverse as the global markets they serve. Each stakeholder’s perception of customer service standards is, therefore, just as varied – because our individual and cultural experience influence our perceptions, preferences and purchasing behaviors. Ignoring this reality can have lasting negative impacts on employees, customers, and businesses themselves.

A failure to understand and address cultural differences can lead to customer dissatisfaction, brand trust issues, employee frustration and burnout, and even the loss of business. To truly excel, businesses need to go beyond a one-size-fits-all approach to customer service and become adept at recognizing and adapting to the unique cultural nuances that shape client expectations. Below, we take a look at some of the pitfalls of assuming a universal approach to customer service and demonstrate the importance of cultural awareness in achieving true client satisfaction.

The Importance of Cross-Cultural Awareness in Customer Service

In any industry, customer service isn’t just a function – it’s a pillar of brand perception and client retention. When organizations haven’t developed intercultural agility, their service professionals might be confident that they’ve delivered top-notch service, while satisfaction scores show their clients and customers feel dissatisfied or disrespected. This common disconnect underscores the vital need for cross-cultural awareness. Recognizing that respect and quality are defined differently across cultures is key to bridging gaps and ensuring every client feels valued and understood, wherever they are in the world.

EXAMPLE :

A German national calls a Canadian company that’s utilizing an Indian-based customer service hub, for help with a complaint regarding a product he’s ordered. The Indian service provider comes from a culture where an indirect communication style is valued: an approach that leans toward achieving harmony and avoiding direct confrontation or conflict. Her culture also defines customer service through relationship-building and the examination of each detail of a challenge before providing thorough explanations, so she puts the German customer on hold, checking back periodically to assure him that she’s working on the problem, before finally coming back to the call, where she offers a detailed explanation about what happened to his order, why it’s taking so long, and what he can expect in terms of a resolution. The German national, however, becomes increasingly agitated, citing a terrible customer service experience. Why? Because German nationals typically favor a direct, to-the-point communication style and define outstanding customer service as being quick and efficient. The Indian national’s lack of cultural awareness and adaptation could have costly impacts for her and her employer.

Key Factors Influenced by Culture

There are many cultural differences that play a part in defining what exceptional customer service 'looks like.’ Your intercultural training partner can provide a full spectrum, but let's take a look at just three key factors below.

Customer Expectations:

What one culture views as exceptional service might be seen as completely inadequate by another. For instance, in some cultures, customers expect a high level of personal interaction and attentiveness, while in others, privacy and minimal intrusion are highly valued. Understanding differing expectations is crucial for delivering levels of service that resonate with diverse clients.

Communication Style Preferences:

Communication styles vary widely across cultures. Some cultures value direct and straightforward communication, while others prefer a more indirect and nuanced approach. Recognizing these preferences helps service professionals avoid conflict by tailoring their interactions to fit cultural definitions of respect.

Approaches to Problem Resolution:

The way problems are addressed can also differ from country-to-country. In some cultures, a collaborative and empathetic approach is appreciated, while in others, a more authoritative and decisive resolution is expected. Being aware of these differences can prevent misunderstandings and foster better client relationships.

Avoiding Stereotypes

While cultural generalizations can provide valuable insights, it’s also essential to differentiate them from stereotypes. Generalizations can guide better customer service approaches by offering a starting point for understanding cultural tendencies. Relying on stereotypes, however, can lead to incorrect assumptions, unintended offense, and ineffective service.

Customer service professionals should always recognize that individual experiences, education, and upbringing also shape expectations and behavior within a culture. Factors like education, generation, religion, multicultural experiences, and professional environment play significant roles in a person’s expectations when it comes to customer service. By being aware of cultural differences, and leaving room for individual nuances, customer service representatives can balance cultural awareness with a personalized, flexible approach.

Become a Cultural Detective

There are several proactive ways to find a balance between anticipating cultural differences and individual deviations from cultural norms. When providing customer service, employees can:

Developing intercultural agility may seem like a tall order but, with training, techniques can be learned and applied with ease. Thanks to technology, intercultural training providers can offer programs that are convenient, affordable, and available in a variety of formats and commitment levels. In particular, partnering with NetExpat up-levels the skills of your customer service staff, increases customer satisfaction levels and bolsters the market perception of your company and the products and services you work so hard to deliver.

For more information on ways NetExpat can help your customer service professionals effectively meet the needs of the diverse markets you serve, contact us at info@netexpat.com

Global Talent Mobility: From expense to strategic investment

Tue, 29 Oct 2024 15:58:45 GMT

In today’s rapidly evolving market, businesses have to adapt quickly to scale and stay competitive. At the heart of this challenge is a crucial function that supports all of that growth and adaptation: global talent mobility. More than just moving people from one point to another, effective relocation programs increase productivity, bolster talent acquisition and retention, drive business development, and result in market expansion and financial gains for an organization. So why do so many leaders still consider talent mobility to be an expense instead of a strategic investment? Below, we’ll discuss the importance of shifting perceptions, the long-term positive impacts relocations have on a business’ bottom line, and how internal mobility and HR/talent management teams can start building a business case for organizational leadership buy-in to invest in global talent mobility.

Why Global Talent Mobility is a Strategic Investment

Recent research from Localyze, which includes data from 240 European business leaders and managers across 4 countries, has revealed that global talent mobility benefits an organization’s bottom line in 10 areas: access to global talent, business profits, cultural awareness, knowledge sharing, innovation, employee retention, employee satisfaction, employee morale, faster hiring and DE&I. In addition, the expenses associated with relocations are far outweighed by an ROI gain of up to 270% when it comes to impact on productivity, talent retention, and overall profitability.

In short, because of their daily exposure to mobile populations and associated relocation processes, talent mobility professionals play an integral role in achieving mobility objectives — but they’re also uniquely positioned to offer data-driven insights that can support and contribute to a company’s overarching goals and success.

Talent Mobility: The gift that keeps on giving

When it comes to innovation, competitiveness, and growth, a company’s success is directly tied to the development and engagement of its greatest asset: its employees. Global talent mobility accomplishes immediate goals by getting the right talent where a company needs it to be in the moment – but when used strategically, it also contributes to long-term gains. The following inter-related benefits should always be considered when calculating mobility’s true value to an organization:

Investment Versus Expense: Why the disconnect?

With costs rising and resources tightening in every industry, it’s easy to understand why many decision-makers get caught in the trap of seeing talent mobility as an expense versus an investment. Short-term savings and cost-cutting measures end up outweighing long-term benefits, especially if leaders aren’t aware of what those long-term benefits are. Additionally, if mobility programs aren’t clearly aligned with business goals, they may be perceived as peripheral rather than integral to success. Internal mobility teams and HR/talent professionals often have the difficult task of securing procurement or leadership buy-in for the kinds of benefits and services that provide positive employee mobility experiences and secure the positive long-term outcomes described above.

Building a Case for Mobility’s Long-Term Value

As we often say here at NetExpat, providing positive mobility experiences is crucial to the success of any assignment. When relocating families feel supported and their relocations run smoothly, employees can worry less about personal challenges and can focus more fully on their new roles and company goals. But just as crucial as creating supportive experiences for employees is the importance of demonstrating their full positive impact to company leaders. There are several ways that mobility and HR/talent management professionals can start working toward changing perceptions about talent mobility’s value.

Talent Mobility as a Business Partner

Recognizing global talent mobility as an investment that drives innovation, retention, and profitability is pivotal to organizational growth. By inviting talent mobility professionals into strategic conversations, companies can leverage their insights and guidance to navigate complex challenges, meet business objectives, and plan for the future. To secure this strategic advantage, internal teams and HR/talent management professionals may have to do a little legwork to elevate perceptions of global mobility’s critical business value.

For more information on how NetExpat can help you build a business case for providing exceptional employee experiences and investing in global talent mobility, contact us at info@netexpat.com

Beyond Competence: Embracing Intercultural Viability for Business Success

Wed, 16 Oct 2024 19:36:14 GMT

Interview with Dr. Milton J. Bennett

“What improves communication is our ability to understand how somebody else is organizing their perception differently, and that they may be doing that because they belong to a different ethnic, racial, or generational group. It’s understanding that — and then being able to empathize with that to shift our perspective sufficiently — that enables us to actually improve communication.”

Dr. Milton J. Bennett

Founding Director & CEO

Intercultural Development Research Institute (IDRInstitute)

Have you ever wondered why some global teams thrive, while others struggle to collaborate effectively? The answer often lies in how well they navigate cultural differences. Intercultural training isn't just something that’s nice-to-have, it’s a critical component for fostering productive communication among diverse teams, whether they work in-house or remotely. It shapes the kind of customer service that respects different cultural values and global differences in how exceptional service is defined. This training is essential for boosting collaborative productivity and innovation within your organization – and enhancing customer satisfaction in external markets. But with so many differences in cultural communication styles and customer values, how can an organization hope to keep up?

Your Intercultural Trainer Needs to Stay Current –

so You Can, Too

For organizations to reap the benefits mentioned above, they need to work with a skilled intercultural training provider that stays informed regarding current academic research – and adapts their methods and best practices to reflect new findings. Recently, we interviewed Dr. Milton J. Bennett for his thoughts on what effective intercultural training should consist of today and how to better facilitate that training to benefit organizations with diverse workforces and target markets. A globally renowned sociologist, Dr. Bennett is the creator of the Developmental Model of Intercultural Sensitivity and co-creator of the Intercultural Viability Indicator, a tool that reveals how organizations can create a climate of respect for diversity and develop strong relationships between colleagues.

He states, “Working interculturally used to be an unusual activity, but today it is something inevitable, which is impacting or will impact every employee’s job. In today’s world of business every operation is essentially a multicultural operation, whether one is working from a home office or travelling the world as a mobile talent.” Rather than simply taking a tactical approach that forces one group to adapt to another by losing their own established culture, taking a strategic approach asks how we could coordinate two groups, maintaining their differences in a way that would be of greater value to the organization. More than just training for cultural competence, businesses should strive for intercultural viability.

During our enlightening conversation, we discussed the ways cultural perception has evolved, approaches to intercultural training today, and what organizations with global interests and workforces should prioritize when it comes to intercultural training methods.

At NetExpat, we’re dedicated to providing our clients with relevant and impactful intercultural training and have already begun incorporating Dr. Bennett’s wisdom and suggestions into our clients’ intercultural training programs. Dr. Bennett states, “relevant intercultural training today must address a much broader definition and a more dynamic idea of culture. We need to be thinking of culture in terms of group identity, not just national identity. Culture is more than a set of beliefs; it is something that people are doing.”

Why Intercultural Effectiveness is Crucial for Organizational Success

Studies show that ignoring cultural differences can result in negative business impacts, from employee disengagement to profit losses. Let’s take a look at some of the issues that can develop when companies fail to prioritize intercultural training:

"If you want to change a company’s culture, you need to first change the way an organization coordinates behavior and meaning. That’s very different than just rewriting a mission statement. It’s a question of changing the relationship between individual competence and organizational support.”

Dr. Milton J. Bennett,

Founding Director & CEO

Intercultural Development Research Institute (IDRInstitute)

Team/Workforce Impacts:

Intercultural misunderstandings can happen under the best of circumstances. When they do, it has costly downstream impacts for employers, including team friction and misalignment, wasted time and reduced productivity, unmet goals and deadlines, potential damage to the company’s market reputation, disengaged employees, talent losses when employees feel marginalized, and ultimately, adverse effects on their bottom line. Surprising to many organizations is the fact that virtual teams can be especially vulnerable to intercultural misunderstandings, due to limited visual cues and gestures that have different meanings from culture to culture.

Customer Service:

Many companies believe that if they simply train their staff to “treat others the way they'd like to be treated themselves,” every customer will be satisfied. But in today’s global marketplace, workforces – and the global markets they serve – reflect cultures that have very different values and expectations when it comes to customer service standards, preferences and purchasing behaviors. Put simply, an employee who is dedicated to one culture’s definition of outstanding customer service may end up unintentionally offending a customer who comes from a different culture. Ignoring cultural differences can lead to customer dissatisfaction, brand trust issues, employee frustration and burnout, and even lost business.

Company Culture:

A strong company culture is often cited as a key driver of organizational success, but when cultural differences are ignored, it can undermine the very foundation of any company’s culture. Intercultural misunderstandings can lead to a lack of cohesion and trust among employees, further resulting in distrust of the organization’s leadership. A company culture that fails to embrace and celebrate cultural differences and diversity can struggle to attract and retain top talent, particularly in a globalized job market. Ultimately, the lack of prioritization can also erode the sense of unity and shared purpose that is essential for a thriving organizational culture, impacting everything from employee satisfaction to overall business performance.

Foster an Intercultural Mindset. Drive Business Success.

By prioritizing effective intercultural training, employees and employers reap the benefits of enhanced collaboration and productivity – and more positive customer experiences that lead to higher satisfaction rates. To accomplish this, Dr. Bennett recommends that businesses encourage a cognitive shift toward understanding that people organize their thoughts and perceptions differently, an emotional shift toward creating empathy, and a strategic shift to see cultural differences as an asset to the organization. We encourage you to download the full interview below for additional insights, or watch the short videos listed below:

Changing Perceptions of Culture

Over time, the definition of culture has evolved from a rigid, nationalistic view to a more fluid understanding influenced by various identities. Dr. Bennett argues that true culture is shaped by how people coordinate behaviors within their group, beyond just national labels and artifacts like basic do’s & don’t’s or customs.

Unpacking Corporate Culture

Dr. Bennett explains that changing corporate culture involves altering how an organization coordinates behavior and meaning, rather than just rewriting mission statements. Effective cultural change requires aligning individual competence with organizational support, ensuring competent individuals can effectively contribute within the organization.

New Focus in Intercultural Training

Dr. Bennett highlights that intercultural training now targets a broader audience, impacting both tactical and strategic levels. Effective intercultural communication requires understanding and empathizing with different perspectives. Strategically, cultural differences should be seen as assets, with organizations fostering relationships between individual competence and organizational support to leverage these assets.

Reviewing Intercultural Training Methods

For additional information on how NetExpat can help your organization enhance your employees’ intercultural agility and improve your customer service initiatives in global markets, contact us at: info@netexpat.com

TEAM SPOTLIGHT: SEBASTIEN CLOSE

Thu, 03 Oct 2024 19:41:30 GMT

As the Chief Information Security Officer at NetExpat, I oversee the security of our information systems and data. My role also includes managing IT projects to ensure they align with our strategic goals and technological infrastructure. My key responsibilities encompass risk management, developing and implementing security policies, ensuring compliance with these policies, and staying updated on the latest cyber threats to protect NetExpat.

Tell us a little bit about your background and how you began working in IT.

What do you like most about IT?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

India’s Expanding Role and Influence on the Global Market

Wed, 25 Sep 2024 19:53:00 GMT

Over the years, India has transformed from a hub of service centers to a strong competitor in the global market. And with an impressive 45% growth rate since last year , companies from burgeoning industries — from oil and gas to consumer goods, technology and petrochemicals — are thriving. What does this mean for multinational corporations, organizations hoping to secure skilled talent, and companies conducting business with India-based colleagues and partners? To be successful, they’ll need to understand the nuances of Indian culture, support intercultural training and communications among their workforces, and design inclusive, equitable mobility programs for Indian nationals that will be relocating to other parts of the world.

This blog post discusses how India’s growth directly impacts global businesses, three ways Indian cultural norms present themselves in business scenarios, and what businesses can do to optimize intercultural relationships with Indian expats and nationals to positively impact their business efforts. But first, let’s explore some of the factors that have played a part in India’s economic rise since its first call center was established in 1998.

Reasons for India’s rapid advancement

An expanding services sector, growing infrastructure, and investment growth have all impacted India’s shifting place in the global economy — along with a reform-oriented government’s increased support in the areas of employment; technology; strategic security; and increased urbanization, literacy, and both managerial and labor skills. Additionally, the implementation of a Goods and Services Tax (GST) has streamlined the country’s tax structure and promoted economic efficiency and integration. The results have included an increase in skilled workers and competitive talent; integration into global supply chains; growth in manufacturing, pharmaceuticals and renewable energy; and the country’s expansion as an exporter of goods and services, with exponential growth of its global footprint.

How India’s growth impacts global businesses

As India has grown, so has its contributions to and position within the global market. With this in mind, organizations would do well to consider the following factors and action steps when hiring or working with working with individuals from India:

An expanded talent pool:

As outbound Indian nationals expand the global talent pool, companies that hope to attract and retain them should understand the cultural norms that influence their behaviors and decision making. For instance, unlike many countries where a mobile employee would only expect to relocate with an accompanying spouse/partner and children, Indian nationals will often expect — and might need — to relocate with extended family members, too. To successfully integrate and excel in their assignments, Indian employees will also need to understand any differences in cultural or communication styles, or business practices in their new host location.

What organizations should do:

To ensure organizations attract and retain Indian talent — and Indian mobile employees are successful on assignment — mobility programs should be designed to be equitable and inclusive, addressing the needs of all relocating family members.

A growing number of service hubs:

As more and more organizations turn to Indian workforce support to facilitate customer service functions, the more important it will be to ensure that Indian nationals understand the needs of foreign customers. Take, for example, the case where a German national may call an Indian call center to explain a problem they may be having: While the German customer would typically value a quick resolution to a problem, Indian customer service representatives assume they’re providing the best service possible by taking a great deal of time to thoroughly understand an issue. A German customer who doesn’t understand this about Indian culture may become noticeably frustrated during a troubleshooting session; the Indian customer service representative then might feel insulted and think their customer is rude when that frustration becomes obvious.

What organizations should do:

When a company’s customer service reputation suffers, so does its bottom line. To avoid intercultural misunderstandings, customer dissatisfaction, and feelings of inadequacy among its staff members, intercultural training should be provided to any Indian national performing customer service duties.

A need for intercultural understanding

Because different cultures have different perceptions, values, and ways of doing business, misunderstandings are more likely to occur if your employees don’t understand how those differences can have a negative impact on intercultural communication, business practices, and interactions. When doing business with individuals from India, here are three potential pitfalls to keep in mind:

What organizations should do:

When cultural differences cause misunderstandings in the workplace, they have downstream impacts on a company’s productivity and success. To ensure that global workforces understand each other’s cultural perspectives, values, and behaviors, organizations should provide intercultural training to all Indian nationals and expats, regardless of tier or location, and the global workforces interacting with them.

Ignoring intercultural differences can be costly

When faced with a need to provide sufficient relocation benefits and support to Indian expats — and intercultural training to Indian nationals — organizations often worry that the cost will be too high. But if we consider the long-term problems that can occur when these aren’t provided, it’s easy to see how much more expensive the costs of ignoring intercultural differences can be. We’ve discussed how miscommunications can result in lost collaboration, productivity, and employee disengagement. But it’s also important to remember that employee relocation is more than an expense; it’s an investment . When organizations make the decision to move an Indian employee to a new host country, it’s important to ensure that they’re able to integrate into their new environment quickly and confidently. Providing employees and their families with the right benefits and support — including intercultural training — is crucial to this outcome. Without it, employee frustration and dissatisfaction may lead them to end their assignments early or leave the company altogether, negatively impacting the organization’s ROI.

Effective cross-cultural communication enhances collaboration, fosters mutual respect, and drives successful business outcomes. India’s contributions to the world market continue to grow, so understanding its communication styles, business etiquette, and hierarchical structures will be necessary to foster more efficient negotiations, partnerships, and operations in the current market.

NetExpat is uniquely positioned to provide guidance and intercultural training to organizations that employ or collaborate with Indian nationals and expats. To learn more about our training packages for Indian mobile employees, receiving managers and leaders of Indian nationals, and employees and leaders from other cultures, contact us at info@netexpat.com. These packages are available in a variety of formats and a range of budgets.

Intercultural Training's Importance in a Virtual Work World

Wed, 04 Sep 2024 19:02:43 GMT

Has the need for intercultural training become obsolete? While many business stakeholders assume that intercultural agility is less important for global teams that interact virtually, the reality is quite the opposite: Intercultural misunderstandings can happen under the best of circumstances, but their likelihood is greatly increased in remote work and virtual settings – and it costs organizations dearly, resulting in team friction and discord, lost time and productivity, missed goals and deadlines, risks to the company’s market reputation, talent disengagement or attrition when employees feel disenfranchised, and negative impacts to their bottom line.

For organizations to be successful, decision-makers need to give their employees every chance to collaborate effectively. In this blog post, we'll explore why intercultural training should always be a consideration in remote work environments, some common challenges that can occur when global teams collaborate via their computer screens, and how intercultural training can benefit businesses by bridging cultural gaps in our increasingly digital workplaces.

Why does intercultural training matter in remote and hybrid workforce scenarios?

There are many reasons global teams need intercultural training to be successful in remote interactions. Below, we share just a few:

Intercultural training maximizes employee engagement & business success

For businesses to be successful in today's remote and digital world market, they simply must make intercultural training a priority: When organizations ensure that their diverse employee populations understand each other’s differences and value each other as individuals, they not only foster smoother communication, they also encourage the kind of inclusive and engaged work environment that companies depend on to maximize collaboration, innovation, and productivity. By investing in intercultural training, businesses can maximize effective communication and create an open environment for conflict resolution when miscommunications occur. By creating a more connected and productive workforce, both employees and businesses thrive.

To learn more about how NetExpat can help your organization foster stronger collaboration in your diverse remote workforce, contact us at info@netexpat.com . Thanks to technology and a wealth of experience, we’re able to provide this training easily, on a variety of platforms, with as little commitment as half a day for expats and an hour for global business travelers/employees who interface with individuals from cultures other than their own. For more information on intercultural issues and statistics, see our latest “ Intercultural Landscape Survey Report . ”

TEAM SPOTLIGHT: MARY WEAVER

Fri, 16 Aug 2024 21:12:31 GMT

Mary Weaver is a global mobility expert with over 20 years of experience. She has a deep understanding of global mobility trends thanks to her unique blend of corporate global mobility roles and consulting experience supporting companies across all sizes and industries. She has been instrumental in designing and implementing innovative strategies to bridge the gap between global relocation and talent management, ensuring a seamless transition for employees moving across borders. Mary lives in Atlanta, Georgia. She enjoys traveling and exploring new cultures with her husband and three children. She is passionate about leveraging her experiences to create a more supportive environment for globally mobile employees.

Walk us through your journey in the global mobility industry.

How did you get started, and why are you interested in this field?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

DEI and Intercultural Training: Best Practices For Talent Acquisition And Global Mobility

Wed, 26 Jun 2024 11:58:20 GMT

The concept of diversity, equity, and inclusion (DEI) has become a growing topic of conversation in business markets: why it’s important, best practices to consider when designing an effective program, and the benefits to both employees and employers when a DEI program is implemented effectively. This blog post will examine each of these considerations – as well as some areas where DEI and intercultural training intersect with talent acquisition and global talent mobility.

Why focus on DEI?

As the world becomes increasingly complex and advancements in technology grow at surprisingly exponential rates, global workforces and markets are becoming more diverse across cultures and borders. How can organizations best keep up? By tapping into the rich, diverse experiences, skillsets, and perceptions of the workforce they already have – and keeping DEI in mind when recruiting their employees of the future. After all, what better way to compete in today’s market than to build a diverse , inclusive and engaged workforce that mirrors the varied demographics of the global markets businesses serve?

Focusing on DEI benefits employees by making them feel seen, heard, and valued, but all of that increased well-being also translates to increased innovation and productivity for businesses. A recent McKinsey Diversity Matters report showed that companies committed to diversity show “a 39 percent increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile.” What’s more, the more diverse and inclusive a company is, the more attractive it becomes to talented job candidates, which expands an organization’s talent pool.

Diversity alone isn’t enough

Too often, organizations assume that simply having a diverse employee population will be enough. But to reap the benefits mentioned above, employees need to be truly invested at work: they need to feel that their perceptions and skills are both valued and welcome, and to believe that they’ll have every opportunity to reach their greatest potential. To accomplish this, a focus on all three DEI pillars should be prioritized.

Put simply, focusing on diversity without also fostering equity and inclusion isn’t just counterproductive, it can also be harmful. According to Forbes , global market spend for DEI is projected to hit USD 15.4 billion by 2026 . Yet with all that investment, 65% of employees don't believe their organizations value diversity and inclusion. When employees don’t feel seen and valued, morale may drop significantly, resulting in workplace burnout, feelings of being undervalued or unsafe, and/or a lack of workplace engagement – reversing the very impacts that the company is hoping to achieve.

We’re all capable of doing great things. Incorporating diversity, equity and inclusion into every aspect of a company just ensures that everyone has an equal opportunity to contribute their best and reach their highest potential. At the end of the day, that benefits employees and their employers. -- Saloni Lakhani, Associate Director, Global Mobility, Kimberly-Clark

Best practices when focusing on DEI

How can organizations bridge the gap between good intentions and positive results? To develop a truly effective DEI program, a few guiding principles should always be front-of-mind for any business:

And, specifically, there are many considerations to keep in mind where DEI intersects with both talent acquisition and global talent mobility:

Talent Management and DEI

Integrating Diversity, Equity, and Inclusion (DEI) into talent management initiatives is essential for enhancing organizational effectiveness and culture at every stage of the employee lifecycle. At the talent acquisition level, DEI can be a powerful tool for casting a wider net and attracting top talent from diverse backgrounds. As mentioned earlier at the talent management stage, equitable practices build an inclusive environment where all employees feel seen, valued and supported, leading to higher engagement, innovation and productivity. Succession planning also benefits us by ensuring a diverse leadership pipeline. And all of this benefits the organization: By embedding DEI into every aspect of talent management, organizations not only improve operational efficiency and workplace culture, they also strengthen their reputation as a forward-thinking, socially responsible employer – and see greater employee engagement and retention in the long run.

Talent Mobility and DEI

Mobility professionals and HR departments should always consider the ways individual identities, ableness, and cultural backgrounds impact employee/family needs when they’re relocating and settling into a new culture or location. When flexibility is built into a mobility program, equitable solutions can be provided, while minimizing costly exceptions for the organization. Those customized solutions contribute greatly to the likelihood of an assignment’s success, too, since employees worry less about their move and can focus on their jobs faster and more fully. A few examples of varying needs include:

Intercultural Training and DEI

During any intercultural relocation, equity should be a driver behind assignment planning and professional growth, regardless of job title, seniority, or assignment location. Equitable relocation practices involve providing consistent support and resources, such as comprehensive cultural training, family assistance, and career development opportunities that are customized to each employee’s (and family’s) unique needs. This approach helps avoid potential disparities and ensures that every employee, whether a junior staff member or senior executive, has an equal chance to thrive and contribute effectively in their new host location. By prioritizing equity in global assignments and basing access to support on need, organizations demonstrate a commitment to fairness, caring and inclusivity, which leads to increased employee trust, satisfaction, and loyalty. The result is a more motivated and engaged workforce that drives innovation and productivity, ultimately benefiting the employer's bottom line.

In a recent NetExpat poll, when asked whether organizations should offer L&D and intercultural training to all employees during permanent and local plus moves, every participant – 100% – answered, “Yes.”

To learn more about how NetExpat can help your organization meet its DEI goals, particularly where those goals intersect with talent management and global talent mobility, contact us at info@netexpat.com

IT TAKES TWO: SUPPORTING DUAL-INCOME HOUSEHOLDS IN EMPLOYEE DOMESTIC AND INTERNATIONAL RELOCATIONS

Mon, 10 Jun 2024 18:30:48 GMT

As the global economy challenges households around the world, the needs of relocating employees are changing – and mobility programs will need to shift to support them. This has become especially important when developing robust policies and programs, both domestic and international, for accompanying spouses/partners who work.

Two-Income Families Have Become the Norm

As financial pressures grow for employees around the world, two incomes have become crucial to a family’s well-being. This is especially true for mobile talent, thanks to inflation and reductions in compensation packages offered by employers. These same reductions often impact the kinds of services and programs that would support accompanying spouses and partners which, in turn, negatively impacts the employee experience and household.

Why should this matter to organizations as they develop their talent mobility programs? The 2023 NetExpat Relocating Partner Survey revealed that over 50 percent of participants cited a partner's potential career disruption as a primary reason for not accepting an international assignment – and another 32 percent said the package being offered wasn’t attractive enough.¹

In today’s global economy, two incomes are often a requirement if a family hopes to thrive. For mobile families, the implications are amplified: Not only does a family suffer a loss of a second income when an accompanying spouse/partner is unable to work, the break in their career trajectory can also cause other downstream negative impacts – from interrupted career progression and a reduction of job market relevance to a reduction in future social security benefits due to lost income. If organizations hope to attract, relocate, and retain key talent; meet their diversity, equity and inclusion (DEI) initiatives; and achieve business goals and objectives, it’s now crucial to support partners and spouses before, during, and after a relocation.

Immigration Regulations are Supporting Dual-Income Relocations

Once a more challenging undertaking, today, a more receptive work permit market is making it easier for spouses and partners to work abroad when accompanying a relocating employee. Our Relocating Partner Work Permit Monitoring records show that, out of the top host locations accounting for 80 percent of global mobility in 2024, 90 percent grant work permits to legally married relocating partners. There are still, unfortunately, a few notable nuances linked to marital status: non-married partners from opposite sexes are recognized by 65 percent of these top locations, while same-sex partners experience the most challenging situation (less than 40 percent of these top locations grant access to work permits in these scenarios).

Supporting Accompanying Partners is Now a Part of Global Workforce Management

A successful assignment doesn’t just depend on the successful transition of an employee, but also on the ability of an accompanying spouse and family to adapt and integrate into a new location. If an employee’s partner is unhappy, resentful, or feels lost without a job, this will put a strain on the couple’s relationship. That stress can have downstream impacts on an employee’s ability to do their job effectively. Whether to support the accompanying spouse/partner’s sense of identity, happiness, and career growth — or the family’s financial well-being — partner support has become an essential step toward effective global workforce management and a proven ally in supporting DE&I agendas in Talent Mobility. Additional ways to provide a supportive spouse/partner experience include making intercultural training available and providing access to a network of other accompanying partners living in the new location, like the NetExpat Community (NEC) . Working with an experienced mobility services provider will enhance this type of support. Without it, organizations run the risk of losing their top-choice candidates and having to move on to second- or third-tier options.

Reducing Talent Mobility Costs by Addressing Dual Income Support

Supporting dual-income relocations doesn’t just benefit employees and their families. When organizations support dual-income relocations, they can decrease the overall cost of their mobility programs in areas such as mobility premiums, spendable income and, in some cases, hardship allowances. And because supported spouses/partners feel engaged and valued, employees spend less time worrying about them and can focus on their new roles faster and with greater productivity. Providing a positive employee experience also bolsters employee retention – and fosters the company’s mobility and talent management brand reputation as a caring employer in a competitive market.

There are, of course, nuances and specifications regarding dual-income relocations, depending on the industry, origin/host country combination, and skillset of the accompanying spouse/partner involved.

¹ https://qrco.de/bbCyDU

The Case for Supporting Dual-Income Relocations

Source: NetExpat Relocating Partner Survey Report, 2023

NetExpat is uniquely positioned to provide your organization with guidance and assistance. Contact us for more information.

NETEXPAT WINS FEM EMMAs AWARD FOR CUTTING-EDGE TECHNOLOGY SOLUTION

Mon, 27 May 2024 18:32:51 GMT

“For over 25 years, NetExpat has provided intercultural coaching and training services to mobile employees and their families – in ways that have evolved as often and as quickly as the global marketplace has. We’re thrilled to have won a FEM EMMA award that recognizes our CultureSnap platform; it’s bridging cultural gaps, making a tangible difference in the ways global teams collaborate, and providing organizations with a competitive advantage in a global market that’s demanding agile technology that connects people in very meaningful, human ways.”

-- Des McKell, SVP Advisory & Global Partnerships

In today’s workforce environment, two things are certain: the growing diversity of global teamwork requires a keen understanding of intercultural perceptions and communication – and technology is becoming more important than ever to make intercultural training easy, accessible and effective. NetExpat is committed to providing both priorities to our clients and their employees, so we’re thrilled to have won a coveted FEM Americas EMMAs award this year for our cutting-edge platform, CultureSnap® in the category, Most Innovative Use of Technology in Global Mobility – Bespoke Solutions. The FEM EMMAs are considered the premier awards in the global mobility and international HR industries.

What is CultureSnap?

Created specifically for international employees, business travelers and global teams, CultureSnap is a psychometric tool that helps employees refine their intercultural awareness and agility in the workplace. Using the platform improves their overall business performance as part of a global team.

How does it work?

Participants complete a 10-minute online questionnaire to describe their preferences and behaviors when it comes to time, communication style, teamwork habits and more. A virtual report summarizes the results, providing a clear picture of the individual’s cultural behaviors – and then allows them to compare these behaviors with up to five different cultures for a compatibility assessment. The individual is also encouraged to invite colleagues, family, and friends to share their perceptions of the participant.

A CultureSnap-certified consultant translates results during a confidential web debriefing. The collective findings and feedback give each participant an opportunity to discover their strengths, but also to anticipate challenges when working with intercultural teams and partners. Individuals gain an understanding of how their mindset compares with other cultures, allowing them to proactively address intercultural exchanges in positive ways. Best of all, CultureSnap can be accessed anywhere, at any time, on any device. Both employees and their employers benefit from greater productivity, collaboration, and team performance.

If you’re interested in learning more about our innovative, award-winning platform, CultureSnap to up-level your global workforce’s intercultural agility, contact the ExpAdviser Team, at: expadviser@netexpat.com . We look forward to assisting you!

WHY STRATEGIC PARTNERSHIPS AND FLEXIBILITY ARE KEY TO MOBILITY'S FUTURE

Mon, 01 Apr 2024 19:52:07 GMT

Key takeaways from the Global HR Think Tank

In a recent Global HR Think Tank webinar, NetExpat met with corporate client thought leaders to discuss the value of internal partnerships, the strategic role of mobility in achieving business goals, flexibility in competitive mobility programs, and anticipated mobility volumes in 2024. Here’s what Ken Brown, Mobility Strategy Lead, Takeda; Tracy Paech, Head of Cross Border Workforce, Bayer; and Romuald Roger, Global Head of International Mobility, Lonza, shared about their organizations and industries:

Encouraging Increase in Mobility/Talent Collaboration: An overwhelming 62% of Healthcare Global Mobility departments shared having productive interactions with their Talent colleagues, versus only 24% experiencing challenges

How is your partnership with Talent Mobility going?

Global Mobility movements in 2024 will:

Talent Mobility is clearly on the rise in 2024 according to 52% of Healthcare Global Mobility departments, with only 7% anticipating lower talent mobility volume in 2024.

Contact us for more information on how NetExpat can help your organization attract and retain top talent, provide a positive employee experience, and partner with you to support overtasked internal mobility teams.

CLIENT SPOTLIGHT: BAE SYSTEMS

Thu, 22 Feb 2024 21:06:50 GMT

Shelley Crofts

Head of Global and Domestic Mobility Services BAE Systems

is interviewed by

Des McKell

SVP Advisory & Global Partnerships

NetExpat

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

4 WAYS MOBILITY IS CHANGING NOW AND IN THE FUTURE

Thu, 22 Feb 2024 20:39:12 GMT

The Great Resignation was both a symptom - and evidence - of the world’s changing views on the way we live and work. And the evolution isn’t limited to Millennials; while employees of every age are seeking deeper meaning in their lives and a greater work-life balance, organizations are wondering how to position themselves for growth, while adapting to rapidly changing global trends and technological advancement. What does it all mean for companies that want to be successful now and scale for the future? They’ll need to change and clarify their definition of mobility, making it a strategic partner in their overall talent management programs and business goals.

4 Ways Mobility is Changing

In a recent Global HR Think Tank webinar, NetExpat spoke with International Experiences Director, Louise Brailsford and Mark Nieuwendijk, Global Mobility Director of Danone, to discuss workforce management, ways mobility be a strategic partner to businesses, and why it’s important to consider mobility an investment, rather than a budget line item. Key takeaways included:

Mobility’s Alignment with Business Strategy

Mobility outcomes have a positive ROI on company succession planning, revenue, and growth. Yet, when asked whether their organization has assessed mobility’s value to the business, only 19% of webinar attendees shared that this would be a priority in 2024 — and a majority (32%) said that they’d love to promote this value within their organization, but time and resources wouldn’t allow for it.

“With so many market- and governmental -related demands on businesses today, it’s no surprise that businesses are struggling to keep up. Solutions need to be cost efficient, competitive, and compliant, but they also need to be able to flex as demands evolve. Mobility teams are a strategic partner in finding these solutions, in ways that align with company goals and have long-term benefits to the organization.” - Mark Nieuwendijk, Global Mobility Director of Danone

Mobility, as we know it, continues to evolve. But as it does, it’s increasing in both its importance and its ability to have a significant impact on organizational growth and revenue. With this in mind, it’s important to remember that total mobility isn’t a cost to a company; it’s an investment — with downstream benefits to the business. When a balance is struck between the mobile employee experience, strategic spending, goal-driven decision making, and long-term benefits to the business, mobility can be a strategic part of business planning and growth at a time when future planning has never been more crucial.

4 MOBILITY CHALLENGES TO BE PREPARED FOR IN 2024

Wed, 17 Jan 2024 21:00:17 GMT

The global mobility landscape will continue to present companies with challenges in 2024, from talent shortages to expectations that HR and mobility teams will need to do more with far less. How can organizations overcome these hurdles and navigate the new year successfully? By having candid discussions about this year’s top trends, making strategic choices about budget allocation, and leveraging the expertise of their mobility teams and mobility partners, companies can make strategic choices that lead to successful outcomes.

The Top 4 Mobility Trends to be Prepared For in 2024

In a recent Global HR Think Tank webinar, NetExpat spoke with Principal Olivier Meier of Mercer and Head of Global Mobility, Zeliha Cigel Watson of Hitachi Energy to identify the top four challenges that companies should be prepared for this year:

Contact us for more information on how NetExpat can help your organization attract and retain top talent, provide a positive employee experience, and support overtasked internal mobility teams.

TEAM SPOTLIGHT: KATJA DE DECKER

Tue, 05 Dec 2023 19:46:48 GMT

Katja has been in her current role as Director of Global Client Services at NetExpat since 2015. This is her second journey with NetExpat as she previously worked for the company in 2004. Her initial connection with NetExpat dates back to her early career when she served as a consultant in Brussels. Katja currently oversees a diverse set of responsibilities such as managing global teams, case authorizations, conducting weekly calls, and leading projects related to Partner Support tools. Katja is fluent in Finnish, French, English, with her native language being Finnish.

We appreciate your work with NetExpat over the years!

Could you please provide some insights into your background?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

UTILIZING CULTURAL AGILITY TO COMBAT QUIET QUITTING

Wed, 04 Oct 2023 18:45:29 GMT

In the last few years, many global teams were faced with technological and psychological challenges. The associated stress, among other things, partially led to the new phenomenon of ‘quiet quitting’.

Quiet quitting is about staying on a payroll but not being emotionally or intellectually engaged, feeling demotivated and doing the bare minimum. According to Gallup (2022) ¹ , ‘quiet quitters’ make up at least 50% of the US workforce. Quiet quitting can lead to a gradually decreasing self-confidence and a sense of purpose amongst employees, it has a negative impact on customer service, and has been estimated to cost an organization up to 34% of the employee’s salary (PM Insight, 2022) ² .

Among these challenges one thing remains constant – the need for cultural agility. Developing cultural agility will require a particular focus on cultural well-being, empathy and curiosity. Cultural well-being is the ability to work effectively across boundaries while feeling grounded in your awareness and approach. It includes our sense of connection, belonging, and engagement. This is the exact opposite of quiet quitting.

Cultural empathy is the ability to identify with the feelings, thoughts and behavior of individuals from different cultural backgrounds. Attitudes towards workplace engagement and motivation differ across cultures. Leaders who understand this, will be able to adequately support their employees.

Cultural curiosity is the ability to stay open-minded and non-judgmental when dealing with ‘quite quitting’. It enables you to ask the right questions and assume the role of a coach who motivates and leads an international team towards growth.

As your move forward with bold plans for the year, let’s keep cultural agility at the forefront of your mind. It may just be the key to your greater success.

WHAT'S THE ROI OF INTERCULTURAL TRAINING?

Wed, 13 Sep 2023 19:54:16 GMT

Why is Intercultural Training important?

Intercultural skills have been identified by researchers ¹ as a key competency for global organizations. Investing in intercultural training not only reduces the risk of a disastrous or brown out international assignment, but it also helps you to transform your managers into global leaders. Increasingly, more organizations choose to think strategically and recognize the business value of intercultural skills and cultural agility. These skills are the key enabling factor for working in global, diverse, and inclusive organizations. In addition, the experience of Covid-19 has revealed that organizations can quickly adapt to working virtually, but developing deeper relationships and trust, in the virtual environment, and across cultures are more challenging and not intuitive.

What’s the Return on Investment?

The return on investment (ROI) of your intercultural skills training couldn't be clearer. Developing the cultural agility of your employees drives greater productivity, improves team performance and leadership success, and provides a competitive advantage. These benefits have been backed up by numerous research and are related not only to your financial returns. You invest in your people and gain culturally intelligent global leaders with enhanced personal judgement, adaptability, better decision-making and problem-solving skills, cross-cultural trust-building and negotiation abilities, and leadership effectiveness. Moreover, intercultural training can prevent ‘cultural quiet quitting’ – a phenomenon where employees experience cross-cultural clashes, lose a sense of belonging and emotionally or intellectually engaged from their work, while still staying on a payroll. This has been estimated to cost an organization up to 34% of the employee’s salary ² .

The risk of not investing in intercultural training is greater than the cost of it

· Loss of valued talent costs up to 200% of annual salary to replace ³

· Lack of skills and poor communication – top reasons for project failure ⁴

· Culturally unaware teams underperform others by up to 40% ⁵

Almost every expat and person working across cultures has a story about an everyday interaction or experience that unexpectedly “went wrong”. And yet, there are those who believe that intercultural skills and knowledge are common sense, that you should be able to walk into a situation, observe the behaviors of those around you, and adapt accordingly. It isn’t that simple and here are the reasons why:

1. Language is an imperfect tool for communication

In the words of a writer, George Bernard Show, “the single biggest problem in communication is the illusion that it has taken place”. When communicating across cultures, our messages go through a number of cultural filters, we cannot guarantee that a listener interprets our message in the way we intended them to. That's why miscommunication happens, and it can have dangerous consequences.

2. Deep culture is invisible

Culture is not obvious, so it's easy to dismiss it as an important player in international collaborations. A cultural anthropologist, Edward T. Hall, famously said that “culture hides much more than it reveals, and strangely enough, what it hides, it hides most effectively from its own participants.” Intercultural skills training enables the participants to learn about themselves, the values, norms, and triggers behind their own behaviors. It also enables them to understand and empathize with the people they work with.

3. Experience isn’t an insight

People associate having intercultural experiences with understanding them. It is not the same thing. To put it another way, mere interaction with people from another culture does not necessarily lead to realizing the “why” behind their actions and reaction. Training helps employees adapt their communication style or adjust a strategy for a better outcome. That's a high-level skillset, and that skillset is the goal of intercultural training. According to interculturalist Craig Storti, “Intercultural experiences are opportunities to gain insight, but they should not be confused with insight”. Think about it – your business trip to another country may give you a better awareness of that country and culture on the surface but it will not help you build deep trust. This takes time and it takes cultural intelligence and agility to do it well.

4. People are not all the same

Many believe that on the surface people may be different but that underneath human beings are all the same. This belief loses value when people realize that surface behaviors reflect deep values and beliefs. It is true, of course, that people from different cultures are different and similar —because of cultural behaviors. Intercultural training offers people the chance to be professionally curious so that they don’t underestimate the impact of culture on working together and effective collaborations.

5. Intercultural skills training is not about do’s and don’ts

Some employees just want lists of cultural do’s and don’ts. It’s understandable, as people are nervous and don’t want to make mistakes. They think, mistakenly, that if they know what to do and what not to do in most common settings, they will get along. While there are some do’s and don’ts related to safety, there is a huge limitation of this approach to culture. Do’s and don’ts are a kind of generalization. A do in one context and can be don’t in another. Intercultural training enables a greater level of awareness and practical skills that can be applied to the participants contexts.

6. Much more than “just common sense”

If you feel that the content of intercultural training is “just common sense”, we encourage you to think again. If intercultural skills and knowledge were common sense, then we would not hear about so many cultural mistakes, from numerous organizations. Think of all the stories you have read and heard about how good intentions offend people without meaning to or even knowing it.

7. It’s not just about the employee

One of the top reasons that employees return home early from an assignment abroad is that their family can’t adjust to the host country. Some research even suggests that over 60% of early returns are due to lack of family adjustment. That’s why at NetExpat we fully customized programs designed to support the partners and spouses of mobile employees with their career and integration needs.

The best time to gain cultural agility is now

Cultural intelligence is an important predictor of an organization’s success ⁵ . The stars of the next decade will be defined by those who are able to attract, retain, and deploy their key talent globally in an environment where adaptability and change to a new normal remain constant. As your managers learn intercultural skills, they develop more efficient practices, they communicate better, they grow your business. This is how you become a culturally agile organization.

Gaining cultural agility is not as complicated as one may think. Firstly, the learning solution needs to be affordable and aligned with your business goals. At NetExpat we do this by conducting an exploratory call with you. Secondly, the learning content needs to be adapted to your employee’s needs – we do this by utilizing needs assessment questionnaires. Thirdly, the employees need to be willing and open to learn – which is guaranteed with our blended methodology of high-tech and high-touch, as well as a range of innovative tools and resources that make the learning journey insightful and engaging.

¹ https://www.hult.edu/blog/skills-needed-in-international-business/

² https://pminsight.cipd.co.uk/quiet-quitting-the-true-cost-of-disengaged-employees

³ https://www.enrich.org/blog/The-true-cost-of-employee-turnover-financial-wellness-enrich

⁴ https://kissflow.com/project/project-management-challenges/

⁵ https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters

⁶ https://www.forbes.com/sites/bernardmarr/2022/09/05/cultural-intelligence-cq-is-an-important-predictor-of-success-heres-how-to-boost-your-cq/?sh=516a7a782de2

THE RIGHT TO WORK FOR PARTNERS OF TRANSFEREES TO THE US

Fri, 16 Jun 2023 03:30:00 GMT

Understanding the different visa or work permit options is fundamental to the decision for employees and their partners who are considering relocation to the United States – on a temporary or permanent basis. We have researched and consulted with our immigration partners at Fragomen to provide current and accessible information, but bear in mind that immigration law is a moving target. Regulations can change quickly and without warning,

so we advise you to also verify with your relocation partners as your own move is impending.

Our latest white paper outlines the details for different situations of partners of employees relocating to the U.S. to help you understand what opportunities may be available to you once you arrive.

Fill out the form below to receive the full copy of our latest NetExpat Insights White Paper entitled The Right to Work for Partners of Transferees to the US .

DOES CORPORATE CULTURE SUPERSEDE NATIONAL CULTURE?

Fri, 09 Jun 2023 18:05:58 GMT

When you say the word “culture”, what do you mean? Might you be referring to your organizational culture – beliefs, behaviors, and practices which influence the way employees interact, and carry out their work? Or are you referring to national culture – shared values, beliefs, and behaviors that characterize a nation, or a region (ex. American culture, Chinese culture, or Indian culture)?

Many global organizations recognize the growing need to align national and personal cultures with the organizational culture. They are also becoming aware of a skill gap when it comes to cultural agility.

“The importance of cross-cultural training is not very well understood within Amazon as the company culture is extremely strong and very similar all across, regardless of the country that we work in. Amazonians do not necessarily always understand that there is a ‘life outside Amazon’ and they do not therefore always take the time to dive deep in the challenges that working in a different country and within a different culture offers.”

- Jean-Baptiste Maille, Amazon

What is the relationship between corporate values, national values, and personal values?

Corporate values are the principles and beliefs that guide the behavior and decision-making within an organization. They reflect the company's mission, vision, and desired culture. In some cases, corporate values may take precedence over individual or intercultural values, as employees are expected to align themselves with the organization's values while representing the company's interests. However, many organizations strive to create a culture that embraces diversity and respects individual values while maintaining a core set of corporate values.

National values are the beliefs of a nation, which guide the attitudes, actions, and behavior of its citizens. They are influenced by language, religion, customs, cuisine, and they dictate social norms, communication style, decision making, and more. In a multicultural work environment, national values may play a significant role in shaping the overall corporate culture. Organizations that value diversity and inclusion often aim to incorporate national values into their corporate values, recognizing and embracing the contributions of individuals from different cultural backgrounds with different ways of working and communicating.

Personal values are the principles and beliefs that individuals hold and prioritize in their lives. These values are shaped by their personal experiences, cultural backgrounds, upbringing, and individual beliefs. While organizations may expect employees to align with corporate values, it is essential to respect employees' personal values as long as they don’t contradict or compromise the organization's core principles. When personal values clash with corporate values, individuals may face ethical dilemmas, with potential serious ramifications.

How can corporate and local culture work together?

Corporate culture can incorporate elements of the national culture by fostering an environment where individuals are encouraged to bring their unique perspectives and experiences to work. One way to do this, is to focus on shared values that can align with certain aspects of culture, such as respect for elders, teamwork, or a strong work ethic. By recognizing and embracing these shared values, organizations can create a cultural environment that resonates with individuals from different countries and backgrounds.

Furthermore, by promoting cultural competence through training programs, cross-cultural interactions, and learning opportunities, organizations can encourage employees to learn from and respect each other's cultural backgrounds.

It is important to note that successfully integrating corporate culture and national culture requires ongoing commitment, open communication, and a willingness to embrace diversity.

Intercultural competence is key to finding a balance between corporate, national, and personal values. Organizations can effectively leverage the strengths of different cultures to create a richer and more innovative work environment while fostering a sense of belonging for all employees.

TEAM SPOTLIGHT: CORINA SORIANO

Thu, 13 Apr 2023 18:00:58 GMT

Corina Soriano joined NetExpat in January as our Vice President of Global Advisory Services for the Americas. Her primary responsibilities involve driving growth and development of NetExpat in the United States, Canada, and Latin America. Corina holds her degree in Business Administration with an accounting major, and she has previous experience as Vice President Global Total Rewards in the logistics industry as well as experience in corporate HR roles in several different industries. Corina is a multilingual global citizen (English, Spanish, Portuguese, basic French) with corporate experience, and her calling is Global Mobility.

We are delighted to have you join the NetExpat team this year!

Can you share a little bit about your background?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

INTERNATIONAL MOBILITY & TALENT MANAGEMENT CONFERENCE WHITE PAPER

Tue, 28 Feb 2023 02:32:01 GMT

On September 22, 2022, corporate global mobility leaders from throughout Europe convened at Schloss Herrenhausen in Hanover, Germany, for the International Mobility and Talent Management Conference. During the rich exchange and best practice sharing, three distinct themes emerged:

The transformation and maturation of the role of global mobility
Hot-button topics of sustainability and ESG
How to bridge global mobility with talent and the enablement of a global workforce

The IMT Conference is the largest conference organized in Germany around the topics of international mobility and talent management. It has been a productive partnership between Allianz, Deloitte, and NetExpat.

Following the conclusion of the conference, we put together a white paper that outlines the insights shared between the 52 corporations in attendance, representing 30% of the DAX, each contributing to the conference content and poll results. Would you like to know more about where these discussions led us? Complete the form below for a copy of the IMT Insights paper.

IMPACT OF INTERCULTURAL TRAINING

Tue, 21 Feb 2023 03:24:54 GMT

INTERCULTURAL TRAINING: 5 THINGS TO FOCUS ON IN 2023

Fri, 10 Feb 2023 17:21:09 GMT

The world we are living in is rapidly changing – it’s increasingly hyperconnected. International organizations and their talent constantly need to reinvent themselves to ensure the right skillset and tools for the future of work. Here are five trends we foresee as intercultural training trends in 2023.

1. Investment in skills for all

The audience of intercultural training has evolved over the last decade. Although we know the importance of intercultural training for expats and their families, we are also observing a growing need for such training amongst international, non-mobile employees and for groups. This includes tailored solutions for global leaders and virtual, global teams.

2. Inclusive intelligence

Although crucial, intercultural skills are a puzzle piece in the art of international leadership. Another important piece is inclusivity, which goes beyond working with different nationalities. Inclusive leadership is about building workplaces where everyone thrives with their authentic selves. It’s a smart fusion between being culturally competent and embracing individual differences.

3. Improved virtual collaboration

During covid-19, virtual teams were a novel horizon. Today, they are a new normal, but virtual collaboration is still a challenge. Apart from the different time zones and the barrier of a computer screen between us, we also need to navigate the cultural dynamics. Leaders and teams must continue developing the knowledge, mindset and skills needed for successful virtual collaborations.

4. Intercultural ed-tech

Leveraging technology is necessary in the future of learning. However, it’s not about replacing face-to-face training with eLearning modules. There must be a human element involved: think ‘high-tech, high-touch’. Working with an intercultural training provider who can design a tailored, blended learning solution could be the difference between wasting money and ensuring a real transfer of skills.

5. Integrated partnership

An excellent intercultural training provider is not an order taker but a strategic resource to help clients navigate all aspects of intercultural collaborations. This integrated partnership will enable people to develop skills of effective communication, negotiation, decision-making, problem-solving, trust-building, and more. And this is how organizations can truly thrive globally.

WELL-BEING AND CULTURAL COMPETENCY

Wed, 01 Feb 2023 17:24:38 GMT

Well-being has become increasingly important in our society, due in large part to the disruptions caused by the global pandemic. But as it relates to an employee’s experience, what exactly is an employer’s duty of care when it comes to well-being and family experience?

TALENT REMOBILIZATION SURVEY RESULTS

Wed, 14 Dec 2022 17:12:02 GMT

As many parts of the world steadily emerge from the pandemic, organizations are beginning to see cross-border mobility ramp up. Despite many uncertainties and challenges, from the ongoing war for talent to the cost-of-living crisis, from geo-political uncertainty to supply chain disruption, there is a sense that, to be successful in these times of deep transformation, a significant remobilization of cross-border talent is required.

AIRINC and NetExpat are thrilled to share the results of the Talent Remobilization Survey which focuses on key areas such as:

Understanding mobile employees' expectations
What will restimulate global mobility?
The willingness to go on and value of an assignment
Support and service related to family, culture & security
Achieving successful talent remobilization
And more!

Fill out the form below to receive the full copy of the 2021-2022 Talent Remobilization Survey Results.

BEST PRACTICES IN GLOBAL MOBILITY FOR SUPPORTING LGBTQ+

Wed, 26 Oct 2022 20:00:08 GMT

At our latest DE&I summit, we brought together Michael Piker, Global DE&I and Reward Director at Flutter Entertainment, Monica Stancu, Diversity, Inclusion & Well-Being Manger at Lloyd’s, and Danielle Hartmann, Global Diversity & Inclusion Partner at Roche . They shared some very personal experiences from their own global assignments, as well as some ideas that are being implemented within their respective organizations.

Some of the key questions discussed during this session included:

Does your company’s current RMC/DSP adequately support DE&I Assignee needs such as accessibility, same sex partner/wife/husband immigration support, and career support for relocating same sex spouses?

Have you had assignees turn down assignments when the host country does not recognize same sex immigration?

Fill out the form below to receive the full copy of this Insight Article on what our panelists had to say and how organizations are working towards understanding best practices in how to implement services to nurture the needs for all talent populations.

A Cultural Psychometric Tool: A Powerful Solution For Global Workers

Thu, 15 Sep 2022 02:55:33 GMT

Cultural and personal differences in preferences and work styles affect a range of critical business activities. That’s why using a cultural psychometric tool can be a powerful solution for global workers, business travelers and expats alike to help them develop their self-awareness and enhance their cultural agility.

At NetExpat, we use CultureSnap℠ - which is essentially a “snapshot” of the user’s cultural profile. By leveraging this innovative tool, organizations, teams and individuals can develop a more effective strategy for a global success.

Thanks to the CultureSnap℠, the users will:

Discover their strengths and anticipate potential challenges while working internationally
Visualize how their mindset compares with over 80 other cultures
Become empowered to positively impact their intercultural interactions

How does it work?

Take a 10-minute online questionnaire
Receive your 20-factors feedback report immediately
Analyze your results with a certified, intercultural coach

CultureSnap℠ is a sister tool of our very popular ExpAdviser® – a comprehensive psychometric tool for expats and spouses who relocate to another country. It provides a feedback report and an adaptive eLearning module on a variety of factors (some are culturally sensitive factors while others are personal preferences). Both tools include:

A comparison feature where you can compare yourself to up to 5 cultures at one time
A 360° feedback feature where you can invite your peers to share their perception of you

As a result of this process, you will be able to fine-tune your cultural agility for global success.

Can a cultural psychometric help enhance cultural agility?

We know it can! A cultural psychometric tool can be useful at every stage of an intercultural collaboration. By reflecting on their results, users become more self-aware, gain insights into their own cultural values, work preferences and default behaviors, and can working toward an adjustment strategy.

Being able to flex our style and adapt to different situations and people we work with helps us to establish credibility and trust, enhances our communication and teamwork, and improves our leadership.

Cultural agility is now the key enabling factor for working in global, diverse and inclusive organizations. A well-developed psychometric tool with high validity and reliability is a powerful solution to help busy international leaders, employees and teams to enrich their experience and improve the effectiveness of working interculturally.

Find out how CultureSnap℠ can help you reach your organizational goals. Contact us today at info@netexpat.com .

FAMILY EXPERIENCE & WELLBEING

Wed, 10 Aug 2022 15:48:08 GMT

When we consider the needs of relocating partners, 90% of companies* offer assistance to help partners find work in their new locations but may overlook partners who are not planning or able to work.

- Alain Verstandig, President, NetExpat

*NetExpat EY Relocating Partner Survey

PURSUING NEW PATHS IN MADRID

For the first time Rachel doesn’t have a job to go to everyday. She has moved a lot in the past, however this is the first time moving to a new country. Being pregnant, not working and living in a new country, she now needs to reinvent herself.

When Rachel began her Integration Coaching Program she loved that her Consultant had lived abroad herself and understood what Rachel was going through. She also enjoyed the fact that she felt challenged through the coaching process to achieve goals and was accountable to the coach. She found this very motivating. The changes Rachel went through were overwhelming, so the flexibility of the support was appreciated. Some of the topics she worked through with her NetExpat Consultant included making her feel at home, helping organize her thinking, providing resources, helping to adjust locally, helping keep her on track so she didn’t lose her purpose, and setting realistic plans and goals. Through the process Rachel loved the support and was surprised how much she learned about herself through coaching.

ALIGNING DE&I AND GLOBAL MOBILITY

Mon, 25 Jul 2022 15:24:59 GMT

As conversations around DE&I initiatives continue to evolve, it has become clear that while many companies have great aspirations to create an environment of equity, very few have a truly inclusive culture that will allow for it to naturally evolve. As DE&I relates to Global Mobility, when organizations do not have inclusive policies, individuals will self-select not to go on assignment without ever telling their employer why. This is why it is imperative to align DE&I and Talent Management at a leadership level in order to prioritize HR and company strategies to move the needle towards a more equity driven talent mobility.

At NetExpat’s latest DE&I Summit, we asked attendees how well aligned their DE&I and Global Mobility functions are today? Only 3% answered that they were already aligned while 91% are somewhat aligned or planning to get there. We also asked if they believed that their leadership was truly focused on DE&I or simply wanting to check a box. The great news is that 75% of participants believe their leadership is truly focused on DE&I initiatives.

So how do you work towards better alignment within your organization? At our latest summit we gathered panelists

Soren Sturup-Toft, Senior Immigration/Global Mobility Expert at Bytedance; Emma Balogun, Talent Mobility Manager for Europe at EA; Monica Stancu, Diversity, Inclusion and Wellbeing Manager at Lloyd’s and Stephanie Bignon, International Global Mobility Manager at Michelin to share their professional insights and key takeaways.

Fill out the form below to receive the full copy of this Insight Article on what our panelists had to say and how organizations are working towards a more equity driven talent mobility strategy.

TALENT MOBILITY, A LEVER FOR ACHIEVING YOUR DE&I STRATEGY

Tue, 18 Jan 2022 22:21:57 GMT

Quite rightly, all stakeholders have an eye on DE&I - Diversity, Equity and Inclusion: the financial market analysts, shareholders, employees and future talent are all looking very carefully at how DE&I is being applied and managed not just in the Boardroom, but in every corner of an organization around the world.

The topic of DE&I has been amplified for the global talent population, with C-suite leadership seeking ways to ensure that they have a robust strategy in place for those employees working internationally, positioning them strongly within an increasingly competitive global talent marketplace. For a set of reasons belonging to the past, the mobile employee population has not always been the most diverse: white, male dominant until a few years ago, or “HQ-centric” for fear of losing control.

In this "Insights by NetExpat" paper, Des McKell, VP Global Advisory Services, UK & Ireland explores the strong alignment of DE&I and talent mobility within large multinational companies, as well as, governmental organizations and how they are ensuring that diversity, inclusion and equity are represented within their organizations.

Diverging Trends in Global Mobility and its Impact on Employee Experience

Tue, 21 Sep 2021 21:08:18 GMT

Global Mobility Fit to Serve One of its Main Future Drivers?

Global Mobility leaders are increasingly relating to the topic of Employee Experience (EX), or People Experience – to encapsulate what mobile talent will encounter over the complex course of their international journey. As we are (hopefully) gradually exiting the Covid-19 pandemic, EX is anticipated to become foundational within talent management for a simple reason: organizations increasingly recognize people as their greatest assets, which is especially true for their international talent who will need high-touch care and reassurance to move in post-Covid times. As global talent shortages emerge across many sectors, investing in talent and especially mobile talent has never been a more critical component of a Global Mobility strategy.

This will be a challenging balancing act in a post-Covid world: how to provide mobile talent with an impactful customized experience, combined with choice that aligns with global mobility policies, duty of care, minimal exceptions, all delivered and managed at scale?

So, as this challenge emerges, what does EX mean for Global Mobility and how is leadership embracing the opportunity it presents?

The Rise of EX in Global Mobility and the Danger of Misreading It

Global Mobility can be a highly disruptive yet exciting experience, touching employees and their loved ones in all aspects of their private and professional lives. EX in Global Mobility therefore needs a more caring, holistic and multifaceted approach when compared to other employee benefits.

EX is more than a nice-looking user portal: easy digital access to service and resources is seen as standard by mobile employees, not as “the” EX itself. 68% of leading Tech organizations global mobility leaders see technology as a given, while the human touch will make the ultimate difference. The sentiment from Tech leadership is that simply providing access to flexible benefits via cool looking Apps with no direction is a “hands-off, low touch” approach and not supportive of the EX-experience. EX starts with effortless access to support via an app-friendly user interface, but EX must include “high touch”, personalized and valued support during one of the most disruptive times of someone’s life. As a result, low touch “cash only” policies are reaching their limits. Cash allowances offer empowerment and flexibility but completely miss the point: current mobile talent want Global Mobility departments to listen to them, to be flexible to their needs, to indulge them, but also to take care of all the hassle related to their move!

Does this resonate with you? Indeed, a great EX is rarely synonymous with self-service. Mobile talent today want everything and much more as part of their EX.

Automation and Cost Savings

When the Covid-19 pandemic recedes, organizations will rely mostly on lean inhouse mobility teams, on shared-service centers or outsourcing models. All these models are anchored on simple key principles: grouped expertise, cost savings and efficient large scale service delivery operations usually from low-cost labor markets.

Except for very few industries like the Pharma and the Tech, the Covid-19 pandemic has brought heavier cost pressure on all these operating models, resulting in a reduction in capabilities and staffing levels. The way forward for most of these shared-service centers and outsourcing providers seem to accelerate their race towards automation. Clever bots and embryonic Artificial Intelligence are exciting and valuable as part of the overall service solution, however, will inevitably lead towards less human touch.

So, are we going to expose our most precious global talent to the challenges of the leanest customer experience, whereas the ultimate privilege is to be heard by another human?

Our Question to You

As we see mobility resume, now is a pivotal point in the future of Global Mobility.

How as HR professionals do we answer the call for a better EX, with a supporting operating model under cost-pressure, and racing towards automation and lower touch? How should we best support our global talent and remobilize them?

This is perhaps an opportunity for inhouse mobility teams, shared-service centers, and outsourcing providers to play a catalyst role within organizations to “challenge the norm” and to step-up their games together.

Join us for more discussions on this topic during one of our events, and to discover how some successful global mobility departments have found their way to reconcile these diverging trends – click here

DIVERSITY & INCLUSION - LGBTQ EXPATS

Fri, 16 Jul 2021 18:36:09 GMT

Here are some recommendations for members of the LGBTQ community when deciding to take an assignment abroad.

Research possible problems and conflicts before a longer stay abroad and prepare yourself for the new country and its culture.
Reflect carefully, and understand yourself, your needs and your context. Are you able to adapt to the cultural norms of your host country?
Take some time to educate yourself on the laws & cultures of the country that you may be relocating to, talk to your Human Resources department.
Conduct a risk-benefit analysis of coming out at work.
Here are some international LGBTQ resources online that you may find helpful to learn more about your new host country and/or geographic area:

ILGA – The International Lesbian, Gay, Bisexual, Trans and Intersex Association offers information on over 110 countries and offers a country-by-country survey of the legal position of LGBTQ individuals.
OutRight Action International - OutRight Action International (formerly known as IGLHRC, the International Gay and Lesbian Human Rights Commission) is dedicated to human rights advocacy on behalf of people who experience discrimination or abuse on the basis of their actual or perceived sexual orientation, gender identity or expression.
Human Rights Watch: Lesbian, Gay, Bisexual, Transgender Rights - Human Rights Watch is a nonprofit, nongovernmental human rights organization made up of more than 280 staff members around the globe.
It Gets Better - The It Gets Better Project was created to show young LGBT people around the globe the levels of happiness, potential, and positivity their lives will reach – if they can just get through their teen years. The It Gets Better Project wants to remind teenagers in the LGBT community that they are not alone — and it WILL get better.
The World Professional Association for Transgender Health (WPATH) - An international multidisciplinary professional Association dedicated to promoting evidence-based care, education, research, advocacy, public policy and respect in transgender health.

Tell us Your Story

We would love to hear from your experiences with Diversity and Inclusion in your workplace. We can call learn from each other and support each other.

ADVOCATING FOR SPOUSE/PARTNER'S RIGHT TO WORK WORLDWIDE

Wed, 10 Mar 2021 21:37:13 GMT

Episode 03 Now Available

Subscribe using your preferred podcast streaming site to get the latest episodes.

ACHIEVING ASSIGNMENT SUCCESS THROUGH THE RELOCATING PARTNER

Mon, 01 Mar 2021 17:08:46 GMT

Contact us to schedule a call with one of our experts in your region to learn more about best practices in partner assistance or to obtain a copy of the NetExpat & EY Relocating Partner Survey.

PARTNER SUPPORT – WHY SHOULD I INVEST?

Wed, 17 Feb 2021 21:06:17 GMT

“Happy partner, happy life!” This is the answer I once heard from a German Global Mobility Manager, when we discussed reasons why companies should invest in partner support.

Contact us to schedule a call with one of our experts in your region to learn more about best practices in partner assistance.

CHANGE AND TRANSFORMATION FROM A CULTURAL PERSPECTIVE

Tue, 26 Jan 2021 17:14:22 GMT

According to a McKinsey report 70% of change journeys fail due to lack of management not being supportive, team members have low engagement, or resources and budgets are not available. So how can we reduce that 70% and what do we need to be aware of?

Organizations and individuals who implement change often ignore the people side as they focus on the technical aspects of the solutions. Implementing a small or large change without understanding change from different cultural perspectives is like building a ship without a crew -- you might stay afloat for a while, but you may also never leave the shore.

According to John Kotter, Professor of Leadership, Emeritus, Harvard Business School, and management author states,

“We are moving from episodic to continuous change. With this shift, urgency will move from being an important issue every few years to being a powerful asset all the time.”

Research with thousands of organizations has shown that one size fits all approach to change is limiting or not sufficient when working with multicultural teams. To be effective at leading change you will need to peek through the cultural lens of your employees. Do you know how to navigate change interculturally?

Learning about the cultural variations and views of change will help you be more effective and more skilled when dealing with people from different cultures.

Changes is an effort and is viewed very differently by each of us and by our cultures. Make sure you know the cultural factors you need to consider. Come and join us to learn more and enrich your leadership cultural agility.

COVID-19 QUARANTINE IN CHINA

Thu, 21 Jan 2021 20:44:58 GMT

Eike Westerholt, NetExpat Senior Consultant, is a dedicated leadership, team, personal coach and facilitator with 15+ years’ experience living and working in Germany and Asia.

During the January 12th Global HR Think Tank session, Eike shared her quarantine experience after traveling back to China from Germany in 2020.

A stressful but manageable experience.

Preparation & Expectation Management

Transform Quarantine into an Opportunity of Connection & Learning

What to prepare for 2 weeks of quarantine?

If you or someone you know are traveling to China, be sure to check the requirements for your specific situation prior to traveling as quarantine requirements could change.

The Global HR Think Tank is run monthly and hosted by NetExpat. Come join us for a 45-minute conversation with leading industry professionals around the globe on topics that cover global mobility, talent management and diversity.

MOVING FORWARD WITH THE NETEXPAT COMMUNITY

aeckhart@netexpat.com (NetExpat Account) — Mon, 28 Sep 2020 13:02:13 GMT

We are thrilled to announce the launch of a new NetExpat Community initiative for relocating partners called

One thing is certain, 2020 has been a challenging year for us all.

As a company that supports relocating partners and their families through the transitions associated with moving to a new city or country, we have seen firsthand how much added stress has been brought on by the constant change and unknowns Covid-19 has caused. That is why we wanted to offer a support option designed for all our NetExpat Community members to arm them with the tools and concrete advice needed to take care of themselves and their loved ones to help create a positive relocation experience despite the uncertainty.

Throughout the month of October, we will send a weekly email to members of our NetExpat Community with new and exclusive content from one of our Senior NetExpat Consultants on a weekly theme related to #Moving Forward amidst a sea of uncertainty.

Each week will include an informative video from the week's featured NetExpat Consultant, supporting readings, and a challenge to help members put what they learned into practice.

With just a few months left in 2020, we want to arm the partners and spouses we support with the tools they need to start #Moving Forward for a better 2021.

For more information on the NetExpat Community, watch the video or contact us to schedule a demo to learn more about how you can share this exclusive tool as a support option for your company's relocating partners and spouses.

TEAM SPOTLIGHT: SABINE STADLER

Thu, 27 Aug 2020 20:20:27 GMT

Sabine Stadler is Director, Global Client Services. Her primary responsibilities involve managing our team of Global Client Services Managers in the EMEA Region and ensuring the quality and successful delivery of NetExpat Services for our clients.

You recently celebrated your 11th year with NetExpat – CONGRATULATIONS!

Can you tell us a little bit about what brought you to the team?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

IMPACT OF COVID-19 ON LEADERS ACROSS CULTURES

Wed, 15 Jul 2020 19:26:36 GMT

Understanding the role of culture in successfully managing teams during COVID-19

A lot has changed for all of us over the last few months, one of the biggest being the way we work. With stay at home orders issued worldwide, we have had to tackle the challenges that come with working from home. As we navigate this new normal, one central question comes to mind.

Is the impact of COVID-19 and working from home the same across cultures?

Without question, the answer is no, we do not have the same experiences or leverage this in the same way.

COVID-19 has of course increased our overall anxiety and stress levels and recreates a VUCA world of V olatility, U ncertainty, C hange and A mbiguity. Within our teams the level of communication has changed with video conferencing replacing coveted face to face interactions which can result in more nervous stakeholders.

What we see as the impact of COVID-19 can be an erosion of leadership, but it doesn't have to be. In order to help other understand, we have developed a white paper that outlines why we are not on an equal playing field due to cultural dimensions when it comes to remote work and recommendations for how to successfully lead your teams during this time of unprecedented change.

KEY TAKEAWAYS

It is important to recognize that no one is 100% his or her culture, we are all mixes and samples of different cultures.

Understand Extremes

Bring opposite cultures together and explain

Raise Acceptance & Regroup

Raise acceptance of differences and styles and regroup to federate teams

Enrich

Enrich opposite sides with difference of perspectives

To learn more about NetExpat's Intercultural Solutions for individuals, families or teams, contact us using the button below.

INTRODUCING: GLOBAL LEADERS FORUM

aeckhart@netexpat.com (NetExpat Account) — Fri, 17 Apr 2020 02:11:59 GMT

The leading intercultural best practice exchange for international leaders.

We are excited to announce the launch of our intercultural best practices sharing forum for expats and international leaders who manage teams across cultures. Each forum includes a lively 30-minute WebEx session featuring testimonials from global leaders working with multicultural teams, either virtually or in-person, and top intercultural trainers and coaches who offer tactical advice and facilitate discussions. If you supervise multicultural teams of 5 to 1,000 people, are authorized to participate in a NetExpat Intercultural Training, and are seeking a community to discuss best practices, you are eligible to join. Click the link below for more information on how to join our upcoming sessions.

30 MINUTES

Each forum includes a lively 30-minute WebEx session with managers and leaders around the globe to share best practices on effectively working and managing employees remotely and across cultures.

INTERACTIVE

Highly interactive sessions feature testimonials from global leaders working with virtual multicultural teams and top intercultural trainers and coaches who offer tactical advice and facilitate discussions.

CULTURAL INSIGHTS

Gain cultural insights from others and understand how to effectively communicate, empower, engage and motivate your employees from other cultures.

TEAM SPOTLIGHT: DR. WINFRIED GUBA

Mon, 30 Mar 2020 15:42:41 GMT

Dr. Winfried Guba is the Vice President Global Advisory Services, Central Europe at NetExpat. His primary responsibilities involve driving growth and development of NetExpat in Germany and Central Europe. Winfried holds his MSc and PhD in electrical engineering, has previous experience as Vice President & General Manager in the Tech Industry and is an executive coach.

Winfried started his career as an engineer but through his experience shifted gears to an intercultural and executive coach. We asked him to share a little bit about the path that brought him to NetExpat.

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

ONGOING SUPPORT IN CHALLENGING TIMES

Fri, 20 Mar 2020 15:28:10 GMT

NetExpat's support for mobile employees and their families

continues uninterrupted during the COVID-19 outbreak.

Just a few short weeks ago, our world was a very different place. Today, we are experiencing a global pandemic, something that none of us have seen in our lifetimes with uncertainties that can seem all encompassing.

During this challenging and unprecedented time, we want you to know that at NetExpat we are more committed to the clients, employees and families we support than ever before. As an organization, we pride ourselves on being the global leader in assessment, training and coaching for mobile employees and their partners – individuals experiencing major life transitions. Some could argue that amidst a crisis like this, that we are all in transition. We see the need now more than ever to help one another, and our intention is to do just that.

In order to adapt to the current situation and put health and safety at the forefront, we have made the decision to deliver all of our services virtually until further notice. Our Operations Team is fully operational on a remote basis and prepared to assist our clients and partners during the COVID-19 outbreak. Our highly skilled team of worldwide consultants will continue to provide their guidance using comprehensive online meeting platforms that allow for a flexible alternative during this uncertain time. We understand the stress that may be faced by mobile employees and their families and are here to offer our continued support in a safe, virtual environment, and look forward to connecting with everyone online.

Together we will all get through this challenging time and come out stronger and more unified than before. The scale of global efforts to prevent the spread of the COVID-19 virus has shown us the importance of worldwide unity and is a strong statement to the power of cultural understanding and partnerships. Continuing to support globally mobile employees and their families during these trying times is critical to the future of mobility and at NetExpat we are here to help.

If you have any questions or concerns, please reach out and a member of our team will be happy to assist you.

BEST PRACTICE EXCHANGES GO VIRTUAL

Wed, 18 Mar 2020 13:21:14 GMT

We are committed to offering an online platform where corporate HR professionals can connect, share best practices, and develop new ways of thinking.

The last few weeks have been a very trying time for all, and we want to reiterate that the health and safety of everyone is NetExpat’s highest priority. We respect and fully support all the measures that have been set in motion by our national governments and employers worldwide to ensure the health and well-being of us all amidst the COVID-19 epidemic.

Although our working landscape may be shifting in the weeks to come, we see a need, perhaps more than ever, to continue offering a platform for sharing best practices and knowledge. Our upcoming Best Practice Exchange events will take place as planned but move to a video conference format where participants can see one another and stay connected without having to meet in person. Each session will remain regionally focused and open to participants from the area.

Our hope is to offer a platform to connect during a time where many of us are working apart, and share best practices, lessons learned, and ask pertinent questions during a time of much uncertainty.

We are looking forward to delivering the following events on a virtual platform in the coming weeks, and hope to see you there.

NetExpat’s Best Practice Exchange events take place around the globe. These interactive breakfast and lunch sessions are designed for senior corporate HR professionals to learn and share new trends on international mobility and talent management.

UPCOMING VIRTUAL BEST PRACTICE EXCHANGES

Click below to register for one of our upcoming virtual events in a location near you.

NETEXPATIVENESS

Wed, 11 Mar 2020 12:12:29 GMT

In an increasingly digital and hands-off world, where business can feel more transactional than meaningful, we want to bring the focus back to the individuals who are at the heart of the work we do. Relocating employees, their partners and the many employers moving global talent are all valued members of the NetExpat ecosystem.

They’re at the heart of the work we do and we’re constantly considering how to best meet the needs of everyone we serve. The NetExpat team is represented on six continents and we’re fortunate that we can use this diversity to our advantage, pulling new ideas from across the globe.

With a renewed sense of focus in this new decade we’ve put a name to the term that drives us to

best support our clients and leverage the strength of our team: NetExpativeness

This asks how we can…

This model of progressive thinking puts the focus back on the individual. While we continue to develop new technologies that make employee and partner support more valuable than ever before, it’s the individuals who are at the heart of everything we do.

How do our team members incorporate NetExpativeness?

“NetExpat's fast-paced growth is adding more projects, emails, and meetings on everyone’s agenda. How to make sure we stay responsive to our corporate and employee clients? The answer is simple: focus on the client experience and reduce non-added value processes and tasks. By being NetExpateffective, we will spend more time advising clients and supporting relocating families: this is what we are passionate about, let’s not have technology take that away from us!”

-Nathalie Brotchi – EVP Global Operations

“Having worked for large multinational corporations with sometimes overly complicated processes, I now enjoy working in a very agile organization – with an amazing speed in making decisions and finding the best solutions for our clients.”

-Winfried Guba – VP Global Advisory Services, Central Europe

“Companies need their mobile employees in their new location, settled and working as quickly as possible. A large part of settling in their new location is understanding the local culture and making sure needs of the relocating partner are also addressed. Having lived and worked internationally I personally understand both those challenges. Therefore by actively listening to their needs, I am able to pair them effectively with the best-suited consultant and suggest the most adequate programs to their situation.”

-Jill Luecht - Senior Manager, Global Client Services

RELOCATING PARTNER SURVEY: FOCUS ON THE SPLIT FAMILY

Tue, 25 Feb 2020 20:57:42 GMT

With the increase in globalization and shrinking of borders, we see companies seeking the best options to place the right talent, in the right place, at the right time, to serve their global business needs. Simultaneously, the number of dual career couples is increasing resulting in a rise in short term and business commuter assignments. So, what does this mean for employees and their families?

In this white paper, NetExpat and EY use data from the 2018 Relocating Partner Survey to explore the impact of the increasing number of short term and business commuter assignments on employees and their families.

Historically tax and immigration has been the main focus for these types of assignees, and they remain key considerations. However, it is now time to look at the broader implications of split family assignments, which ultimately impact employee productivity, engagement and retention. What is driving this trend? What are the impacts on employers and families? Download the full white paper to learn more about what your organization can do to combat the challenges that arise from this complex industry trend.

DIGITAL TRANSFORMATION - REDEFINING THE WORLD OF WORK

Tue, 18 Feb 2020 16:21:41 GMT

Episode 02 Now Available

Subscribe using your preferred podcast streaming site to get the latest episode each month.

CORONAVIRUS : HOW TO PROTECT YOUR EMPLOYEES

Fri, 14 Feb 2020 20:02:14 GMT

NetExpat has partnered with International SOS to share important tips on how to protect your employees worldwide during the Coronavirus outbreak.

As International SOS closely monitors this rapidly evolving situation, they are updating their coronavirus disease (COVID-19) website as more information becomes available. They advise all organisations to continue to monitor this outbreak, proactively communicating with your people to explain the ways to prevent infection, review and implement your plans for pandemic and other infectious disease outbreaks

Download the convenient pocket guide to stay informed of symptoms, precautionary measures, and learn about best business practices during infectious disease outbreaks

RETHINKING MOBILITY : IMPACT OF DIGITALIZATION ON GLOBAL MOBILITY

Mon, 20 Jan 2020 21:30:47 GMT

Introducing a new podcast series from NetExpat.

Subscribe using your preferred podcast streaming site to get the latest episode each month.

WELCOME TO OUR NEWEST TEAM MEMBERS

Thu, 16 Jan 2020 15:19:42 GMT

Over the past several months we have been fortunate to welcome 7 new members to our growing global team. Each brings a unique set of international experiences that allows them to understand the needs and challenges of relocating employees and their partners. We invite you to learn more about them and their thoughts on working in the field of global mobility.

WE'RE JUST GETTING STARTED

Thu, 09 Jan 2020 16:54:01 GMT

This week we rung in a new year that promises to be full of exciting new changes and innovations in the way we offer partner support and intercultural training solutions to our clients. Just over two decades ago NetExpat was founded in order to provide crucial support to relocating partners of expatriates. Today, business has expanded to include intercultural and talent management solutions, with over 100,000 programs having been delivered worldwide to employees or partners of more than 400 corporations. This year we look forward to continued growth and the chance to help even more individuals find success internationally.

Each new year brings new technologies, new expectations, and new global industries. That’s why it’s critical that we continue to adapt our service offerings to align with the priorities of our clients, customizing programs to meet the needs of their growing business. NetExpat understands the changing political and economic climates and the ebbs and flows of global talent. With on-the-ground support in more than 100 countries and counting, we’re looking forward to what the new year brings and to expanding our reach to help even more employees and their families worldwide.

NetExpat by the Numbers

FACTS AND DATA IN PARTNER ASSISTANCE

Thu, 02 Jan 2020 13:56:53 GMT

A recent White Paper from NetExpat takes a deeper look at the industry trends around Partner Assistance and provides some best practices for companies providing these services.

What many companies are finding is that there is a balance between offering too many options and not enough. Cash allowances are gradually vanishing in exchange for ad hoc support, but on the other end of the spectrum offering many options without consideration for individuals’ needs can lead to delays in decision making. The key here is that program support should be simple, tailored, and offer select options. Understanding that there is no one-size-fits-all approach can lead to an increased uptake rate and more successful international assignments. Companies must also be mindful of the flexibility of today’s relocating partners, which includes working, not working, or alternating between the two. Choice and empowerment are the critical words here. Looking more closely at trends within companies surveyed by NetExpat helps to explain where the industry is headed, while providing organizations with important indicators when developing their partner support offerings.

Key Performance Indicators to Consider When Selecting a Partner Support Program

Satisfaction Rate

How well the promised services have been executed

Intake Rate

How many partners take advantage of the support

Placement Rate

Success rate for programs aimed at securing employment

Download a copy of Facts and Data in Partner Assistance:

The Industry's Reality

HOLIDAY WISHES FROM NETEXPAT

aeckhart@netexpat.com (NetExpat Account) — Tue, 17 Dec 2019 16:46:07 GMT

This holiday season we reflect on another wonderful year and wish everyone a season of continued growth heading into the new decade. To our loyal customers, partners, and talented colleagues around the world, thank you for being such an important part of this journey. On behalf of the entire NetExpat team, we wish you a wonderful holiday season and a healthy and prosperous New Year!

TEAM SPOTLIGHT: CECILIA FRANCHI

Wed, 11 Dec 2019 21:09:35 GMT

Introducing a new blog series by NetExpat. Get to know some of the individuals who work diligently to provide the very best for our clients and partners. Our first spotlight focuses on Cecilia Franchi, Senior Director Global Advisory Services for the Americas.

Cecilia is originally from Brazil but has also lived in Austria, France, the UK and currently resides in the US. So we wanted to know, where does she call home?

Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.

RELOCATING PARTNERS FIND SUCCESS AND NEW OPPORTUNITIES ABROAD

Wed, 27 Nov 2019 19:56:31 GMT

Across the world, relocating partners are finding success in their career goals, aided by the support of their NetExpat consultants.

Therese Kaziule relocated with her husband and their young son from Brussels to Singapore 2 years ago and continues to enjoy all the new experiences and culture that the island nation has to offer. With the help of NetExpat consultant Alka Chandiramani, Therese was able to launch her own marketing and communications business and has since been growing her network within Singapore.

While the move hasn’t been without the challenges of missing family and the European culture, Therese is a strong proponent of taking the leap and exploring a new way of life abroad. As she tells Alka, “take the chance to move somewhere else. Don’t be afraid to push the boundaries and accept the unknown. To move and to settle into another country is fantastic and you will learn about other cultures and people - but also about yourself.”

Language barriers can often add a layer of complexity for relocating partners looking to break into the local market, as Francesca Vignato experienced when moving to Japan. As a native Italian speaker also fluent in English, she found that priority for many jobs was given to native Japanese or English speakers. But she continued applying within her desired field and eventually landed at an NGO.

As Francesca told her NetExpat consultant, Costanza Marinelli, “the very rewarding aspect is that I did not lose confidence and, in the end, it paid off. Thanks to your help, I had a number of interviews, I was even in the position to refuse an offer and to start working in an NGO.” As it is customary to go out and spend time socializing with colleagues outside of the office in Japan, Francesca has been able to create meaningful connections with her colleagues and is confident that this role is helping her to develop both personally and professionally.

We wish Therese, Gosia, and Francesca continued success abroad and look forward to hearing what they do next. They have also taken advantage of the NetExpat Community in order to connect with others abroad. Over 5,000 members strong and growing, the NetExpat Community is the #1 social network dedicated entirely to relocating partners. Through the platform members can connect with those facing similar experiences and challenges, enjoy access to local events, and access exclusive online content covering topics such as repatriation, job search, moving with children, and social integration.

GLOBAL AGILITY GOES BEYOND COMPANY CULTURE

Mon, 04 Nov 2019 20:46:28 GMT

Cultural development permits an understanding of ones own attitudes and values and enables one to understand the variations in attitudes and values in other countries.

As organizations become more global, it is becoming the norm for employees to start working across borders either physically or virtually.

It has been acknowledged for some time that intercultural development is of critical importance to global assignees who move to another part of the world so they may acclimate more quickly to their new environment and perform effectively in their new role.

However, until now, little attention has been paid to employees who travel frequently to other countries to conduct business or to virtual global teams who work together to share best practice and solve business challenges.

Intercultural development for globally interacting employees is equally, if not more, important to ensure time is not wasted by employees: on misinterpretation of communication; delivering sub optimal outcomes through failure to fully engage all team members.

Too often the argument put forward to not provide intercultural development to globally interacting employees is that if they treat every team member as an individual then all will be good.

Their belief is strengthened further when there is a global organizational culture which encourages all behaviors to be the same across the world.

Unfortunately, this argument fails to recognize that behaviors are the visible part of culture which represents no more than 10% of an individual's culture, the remaining 90% is hidden and comprises the individuals attitudes and values. These attitudes and values have developed over time and have been passed down through generations and inform one's judgement of other countries' attitudes and values.

Cultural development permits an understanding of ones own attitudes and values and enables one to understand the variations in attitudes and values in other countries. This knowledge provides the opportunity to learn how to adapt ones way of working to minimize these differences whilst still recognizing that each individual has their own personality.

NetExpat's approach to assisting global employees acquire cross-cultural competencies takes a blended approach of human support from our top experts with the latest in new technology. Click below to learn more about this approach and services available for global employees and multicultural teams.

TRUE COST OF CASH/LUMP SUM: SURVEY HIGHLIGHTS

aeckhart@netexpat.com (NetExpat Account) — Wed, 09 Oct 2019 14:48:00 GMT

64 firms were surveyed. >50% manage 500+ international transferees per year.

Below are the 3 main takeaways gathered from this survey.

Only 39% of companies surveyed offer a cash/lump sum relocation benefit.

61% of corporations surveyed chose not to offer cash/lump sum for the following reasons:

The survey highlights potential confusion: employees want “flexibility” and “choice”, not the burden of taking care of everything themselves.

Cash/lump sum, as a miscellaneous allowance policy component, is a good option to cover small settling-in expenses, but the results of this Pulse Survey indicate that a well selected list of managed services will ease the employee transfer and result in a more positive employee experience.

CULTURAL AGILITY: A CORE COMPETENCY FOR GLOBAL PROFESSIONALS

Fri, 20 Sep 2019 02:02:38 GMT

Congratulations! You’re getting a promotion and being transferred to Shanghai for the next two years to head up a big engineering project. It will involve design, logistics, putting processes into place and then training the local Chinese staff on these processes. Are you ready?

Imagine you’ve grown up in the Pacific Northwest, attended school on the West Coast, worked in Seattle a few years and now this. The enormity can be overwhelming. Setting aside logistics and language barriers, the cultural differences alone should be a consideration. As an American, will it be too much of a shock for you to adapt? How do you even begin to understand and prepare?

That’s where Alain Verstandig comes in. As president of Net Expat, this Brussels-born son of a German father and French mother helps people develop a key skill in this age of global expansion: cultural agility.

The need for blended learning

When cultural agility was becoming a desirable competency, it was originally focused only on expats, Verstandig says. People who were physically moving had to be trained on culture, often in-person with a trainer. Then more people went abroad for short-term work, some became virtual expats and e-learning was developed to save time and money. This worked … for a while.

“E-learning is very flexible and allows employees to study at their own pace, 24/7, as a self-service platform. It’s inexpensive. If you’re moving from Seattle to Shanghai, you can take an interactive e-learning course to learn about Chinese behaviors and cultural differences. The classroom isn’t necessary,” he says.

But, what if the CEO and a recent college graduate are both going to China? Do they need exactly the same course? “About three years ago, leadership and development professionals began realizing they were at the bottom of the well on e-learning. It is not flexible in terms of learning objectives. It’s not adaptive. It can’t answer questions. It can’t help you prepare for a presentation or adapt your leadership style,” Verstandig says. The key was to combine e-learning with help from a trainer or coach.

Blended learning uses e-learning as a foundation but allows customization. Some people can go quickly through this material or skip it altogether depending on where they are in their knowledge. Some people can do the entire course and then specifically ask how to tweak emails with Chinese stakeholders to achieve the best results. Verstandig has seen this hybrid format greatly increase uptake rate and satisfaction at his own organization and throughout this industry.

The future of cultural agility

Using specific information about each individual from his cultural X-ray, trainers can predict how someone might clash with a new culture in up to 30 areas such as communication, risk taking, project management, and deadlines and time management, Verstandig says. Then a trainer develops a fully customized program to help someone adapt whether they’re moving to a new international locale or just working virtually on the same project.

Verstandig believes in a few years, predictive analytics will continue as the next big revolution in cultural agility training, using an even more sophisticated, holistic predictive approach.

This ability to predict successful expatriation will also help employers a great deal. They won’t have to consider which employee will best adapt to China; they will send the best engineer and know that person can adapt to China, Verstandig says. “It levels the playing field when you can identify and train for weaknesses.”

Global Mobility News

Duty of Care, Redefined

Editorial from NetExpat Perspectives Newsletter

Rethinking Global Mobility Policies: Industry Lessons from a Head of Global Mobility Policy

Insights from Mark Vaughan, Head of Global Mobility Policy at Maersk

Why Policy Reviews Are Becoming More Frequent—and More Strategic

A More Intentional Approach to Gathering Feedback

Best practices his team adopted:

Turning Feedback Into Policy Priorities

Elevating the Family Experience as a Strategic Priority

Engaging Leadership Early and Often

Designing Policies That Are Built to Evolve

Principles in practice:

Team Spotlight: Sam Pinney

Tell u s a little bit about your journey before joining NetExp at.

What energizes you most about your day-to-day work at NetExpat?

What do you love most about being part of the NetExpat team or culture?

What do you love most about being part of the NetExpat team or culture?

What motivates you in your role?

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Repatriation That Pays Off: KPMG’s Playbook with Adeline Ong

Insights from Adeline Ong on how KPMG prioritizes repatriation.

Why does repatriation matter to KPMG when reintegrating internal employees?

How does KPMG define a successful repatriation?

What do you measure to determine assignment success?

When does repatriation planning start and who owns it?

What are the risks of poor repatriation?

What practical support has KPMG introduced?

The Strategic Payoff: Key Takeaways

2026 Relocating Family Support Survey: What Today’s Mobility Leaders Need to Know

Key Insights Shaping Global Mobility in 2026

Partner and Family Well‑Being Drive Assignment Success

Dual‑Income Support Is No Longer Optional

Partner Support Strengthens Employer Brand

Care Outweighs Cash

Communication Gaps Undermine Program Impact

Technology Enhances, But Cannot Replace Human Support

What This Means for Mobility and Talent Leaders

Explore the Full 2026 Report

Stronger Together: The Business Case for Supporting Relocating Partners

The Cost of Overlooking Relocating Partners

The Ripple Effect of Partner Integration

What Effective Partner Support Looks Like

The Long-Term Benefits of Prioritizing Partner Support and Integration

A Future-Proof Approach to Global Mobility

Team Spotlight: Anubhuti Pandey

Tell u s a little bit about your journey before joining NetExp at.

What energizes you most about your day-to-day work at NetExpat?

What do you love most about being part of the NetExpat team or culture?

What motivates you in your role?

What do you love most about being part of the NetExpat team or culture?

What motivates you in your role?

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Outsourcing, Insourcing & Automation: Building Agile, Sustainable Workforces

Helpful Practices

Harmful Pitfalls

Departmental Roles in Global Talent Mobility: Strengths, Support, and Integration

Cultural Contexts That Shape Mobility Decisions

Decision Framework: How to Choose Wisely

Moving Forward with Confidence

Team Spotlight: Des McKell

Tell u s a little bit about your journey before joining NetExp at.

What energizes you most about your day-to-day work at NetExpat?

What do you love most about being part of the NetExpat team or culture?

What motivates you in your role?

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What do you love most about being part of the NetExpat team or culture?

What motivates you in your role?

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Repatriation and Retention: Ensuring Mobile Talent and Businesses Thrive

Nearly 40% of repatriates leave their jobs within a year of coming back home. Adequate support can make the difference between employee retention and attrition.

Source: Forbes Magazine

The Relationship Between Repatriation and Retention

Reverse Culture Shock

Career Planning vs. Attrition

Recognition of International Experience

The Reintegration Experience

Global Teams. Clashing Expectations: When Leadership Doesn’t Match the Way People Work

The Leadership Style Spectrum

Closing the Gap Between Leadership Style and Team Needs

Why Policy Reviews Are Becoming More Frequent—and More Strategic  

A More Intentional Approach to Gathering Feedback 

When does repatriation planning start and who owns it?  

Intercultural Agility Training for HR Teams