TEAM SPOTLIGHT: PATRICIA GLASEL

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.

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.

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.

Editorial from NetExpat Perspectives Newsletter Q3 2025

In a recent interview, Isabela Sena, Director of Global Mobility at Stellantis, shared her thoughts on talent mobility’s future. Read on to discover her views, and why people will stay central and elevated by AI.

This blog post offers a glimpse into the exclusive content available to members of the NetExpat Community —designed specifically for the partners and spouses of transferees. From curated resources to peer-driven insights, this sample reflects the kind of meaningful support that helps partners/spouses feel seen, connected, and empowered.

Artificial intelligence (AI) is revolutionizing talent management and mobility, making some administrative processes faster and more efficient. As businesses look to AI-driven tools to streamline everything from visa applications to predictive mobility analytics—they hope to control costs and ease the burden on internal talent mobility teams and mobile employees alike. But can technology alone accomplish all of that? While AI excels at automation and generating data-driven insights, the human touch is still essential for fostering positive experiences among employees and the businesses that employ them. Personalized coaching, relationship-building, and cultural adaptation are all areas where human empathy, intuition and expertise far surpass automated systems. As organizations embrace AI to optimize talent management and global mobility, finding the right balance between technology and human connection will be key to their success.

Discover the costs of ignoring cultural differences and strategies to ensure compliance for thriving international business operations.

Multinational companies face a significant challenge when working across cultures: how to strike a balance between being compliant and honoring cultural gift-giving norms in professional settings. Why is it such a challenge? What may be expected as a gesture of respect and goodwill in one culture could be considered bribery in another. Missteps can ultimately lead to a damaged company reputation, lost business opportunities, or even legal repercussions. Finding a balance between cultural expectations and compliance is a strategic imperative, but potential conflicts can feel completely overwhelming. With training and preparation, however, workforces can learn to navigate these scenarios with skill. Cultural Gift-Giving Differences in Professional Settings Gift giving has always been used in professional settings to show respect, build rapport, and lay the groundwork for meaningful business relationships around the world. Under the right circumstances, a carefully chosen gift can symbolize trust and partnership, opening the door to successful collaboration. Failure to understand cultural norms and expectations can result in costly mistakes. Below, we provide a few examples of varying gift-giving norms to illustrate the importance of cultural agility when doing business across cultures.