What is the major contributing factor for expatriate failure?

The Unseen Lifeline: Why Lack of Support Kills Expatriate Assignments

Sending employees abroad to expand markets, transfer knowledge, or manage international operations is a significant investment for any company. However, this investment can quickly sour, leading to expatriate failure – the premature return of an employee from their international assignment. While many factors are often cited, from cultural shock to inadequate compensation, the single most significant contributor to expatriate failure boils down to a critical deficiency: a lack of robust and comprehensive support networks.

Think of an expatriate as a plant transplanted to a new environment. They need more than just sunshine and water; they require specialized fertilizer, protection from pests, and perhaps even a trellis to thrive. Similarly, expatriates need more than just a plane ticket and a new job title. They need a carefully cultivated support system, both in their host country and back home, to navigate the complexities of international living.

The Crushing Weight of Practical Isolation:

Imagine arriving in a foreign country, overwhelmed by a different language, unfamiliar customs, and a complex bureaucratic system. Now imagine doing so without adequate assistance. This is the reality for many expatriates, and the absence of practical aid can be crippling.

This “practical isolation” manifests in many ways:

• Housing Hassles: Finding suitable accommodation in a foreign city can be a nightmare, especially without local knowledge and language skills. The stress of navigating rental agreements, utilities, and unfamiliar neighborhoods can quickly become overwhelming.
• Administrative Nightmares: Dealing with visas, permits, taxes, and healthcare in a new country is often a labyrinthine process. Lack of guidance and assistance in navigating these administrative hurdles can lead to frustration and delays.
• Daily Life Challenges: Simple everyday tasks, such as grocery shopping, transportation, and banking, can become significant challenges in an unfamiliar cultural context. Without support, these seemingly minor inconveniences can accumulate and lead to feelings of helplessness and isolation.

Severing the Ties That Bind: The Importance of Home Country Connection:

While acclimatizing to a new environment is crucial, maintaining a connection to the home country is equally vital. Severing ties with friends, family, and familiar cultural touchstones can lead to feelings of loneliness, homesickness, and professional isolation.

Here, the lack of support manifests as:

• Communication Breakdown: Insufficient opportunities to connect with family and friends back home, particularly across different time zones, can exacerbate feelings of isolation and loneliness.
• Career Stagnation Fears: Expatriates often worry about being “out of sight, out of mind” and fear that their career progression will be hampered by being absent from the home office.
• Difficulty Readjusting Upon Return: Paradoxically, a lack of connection to the home country can make the eventual repatriation process even more difficult. Expatriates can feel disconnected from their former lives and struggle to reintegrate into their old roles.

Building a Safety Net: The Key to Expatriate Success:

The solution is not simply sending employees abroad with the expectation that they will “figure it out.” Instead, companies must proactively build robust support networks that address both the practical and emotional needs of their expatriates.

This requires a multi-pronged approach:

• Pre-Departure Training: Comprehensive cultural training, language courses, and practical tips on living and working in the host country are essential.
• On-the-Ground Assistance: Providing access to local resources, such as relocation services, language tutors, and cultural mentors, can ease the transition process.
• Ongoing Communication and Support: Regular check-ins with the expatriate, both professionally and personally, can help identify and address any emerging challenges.
• Home Country Connection Programs: Facilitating communication with family and friends, providing access to home country news and entertainment, and ensuring ongoing professional development opportunities can help maintain a sense of belonging.
• Repatriation Planning: Developing a clear plan for the expatriate’s return to the home country, including career opportunities and support for reintegration, can alleviate anxiety and ensure a smooth transition.

In conclusion, while cultural adaptability, language skills, and professional competence are undoubtedly important for expatriate success, they are insufficient without a strong foundation of support. Companies that invest in building robust support networks for their international employees are far more likely to see a return on their investment, ensuring successful assignments and fostering a truly global workforce. By recognizing the critical role of support, organizations can transform potential expatriate failures into resounding international successes.