Preparing your employee for their work abroad assignment

1. Give language learning support

2. Deliver cultural awareness training

3. Offer international health insurance

4. Provide relocation assistance

5. Consider introducing a mentor programme

From providing cultural awareness training and relocation assistance, to refining your employee benefits package, there are many steps you can take to support your worker before they embark on this journey.

Continue reading for some useful information on how you can prepare your employees for their work abroad programme.

Give language learning support

Providing language learning support to your workforce ahead of their overseas placement can be invaluable. When they first arrive, it can help them navigate everyday conversations easier and build strong relationships with their colleagues.

There are a variety of ways to develop your employees’ language skills. You could opt for a traditional in-person language course that offers a structured teaching approach. Benefits of this include giving workers immediate feedback on their work and the opportunity to take part in group activities and interactions.

You could also enable access to online platforms that your employees can use to enhance their foreign language skills. This can allow them to learn at their own pace as well as the flexibility to practise at a time and location convenient to them.

Having knowledge of the local dialect can support your employees in succeeding in their work abroad programme. For example, it can enhance their cultural awareness and make workplace collaboration smoother.

Deliver cultural awareness training

Organising cultural awareness training for your assignees ahead of their relocation can be a good idea, providing them with a solid understanding of the country’s culture and etiquette.

There are a range of topics you could focus on in this training, which could include:

• Understanding cultural differences – different countries have various traditions and culture that could be a significant change from what your employees are used to, so it’s useful for them to learn about these,

• Business etiquette – to help your employee thrive in their overseas work assignment and show respect for their culture, educate them on the business etiquette of their new home.

• Conflict resolution – this can assist them in dealing with future disagreements in the workplace, making operations more efficient and building trust with colleagues.

Undertaking this kind of training increases your employees’ adaptability and reduces their chances of experiencing culture shock after their relocation, in addition to helping them succeed as part of a global workforce.

Offer international health insurance

Moving abroad can be a huge adjustment for your employees. One of the challenges they could face is navigating the healthcare landscape in the destination country, which may be unfamiliar to them.

Offering international health insurance cover can safeguard your employees’ healthcare needs during their time abroad. Benefits of this include prompt access to diagnostics and eligible treatment as well as access to a wide network of private hospitals which offer high standards of care.

Incorporating international business health insurance into your employee package can allow you to keep your workforce healthy and productive. It also supports your business in attracting and retaining top talent, as it is often ranked as a top benefit sought by applicants.

For more information about the benefits that international private medical insurance can provide your workers, take a look at our blog here.

Provide relocation assistance

Though an international work assignment provides lots of adventure for your employees and can boost their career prospects, preparation for it can be a complex and lengthy process. Offering relocation support can help your employees navigate this period, but it’s best to start early to avoid any delays.

As part of the process, you might to apply for a work visa or permit on behalf of your employee so they can legally work in the country, which might include dependants. Procedures can vary between countries, so ensure you do thorough research to understand the country’s specific requirements.

Another aspect of this can involve covering moving expenses, such as relocating pets, moving furniture or storing belongings that are left behind. This can make the moving period easier for your employees and save them money and time.

Consider introducing a mentor programme

Assigning a mentor for your worker during their time abroad can foster a positive culture in your workforce and help your employee settle into their new role.

It provides a space for them to ask questions in an informal setting and learn the important dos and don’ts of their workplace. It may be beneficial for the mentor to schedule regular catch-ups to build trust and address any challenges or concerns the employee has.

It also acts as a space for the employee to set some SMART goals about what they want to achieve during their international work assignment. The mentor can receive guidance about how to reach these goals and ways to develop key skills.

You could consider assigning a fellow expat as the mentor, who will be able to share their own unique experiences of moving abroad and give useful advice about how to adjust to life in a different country.