Mitarbeiterbindung von Expatriates: Ein unangenehm ehrlicher Leitfaden

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Continuous onboarding

Onboarding your new expat hire begins as soon as they accept your offer and should continue well beyond their first few weeks. Even if you’ve hired a top performer, it’s essential to provide ongoing support. From arranging their relocation and immigration to ensuring they feel safe and engaged, your role is critical.

Before your employee arrives

Clearly communicate the benefits, perks, and support your employee can expect.
Seien Sie transparent in Bezug auf den Einwanderungs- und Umzugsprozess und die Fristen. Geben Sie so genau wie möglich Schätzungen ab. Teilen Sie alle Änderungen mit, sobald Sie davon erfahren.
Avoid confusing jargon and ensure responsiveness, especially if you’re working with global mobility providers or relocation services. Quick response times are vital to alleviate any pre-move anxieties.
Make sure that everyone in touch with the talent treats them with empathy and that messaging is consistent across the board. Any conflicting information from different sources willl cause unnecessary confusion.
Prepare them for life in your country. Provide information on local culture, including aspects like religious tolerance, diversity, LGBTQ+ rights, and the political environment. Sharing your company culture and foundational materials in advance can help them get acclimated. Jobbatical has multiple free city guides available to help you in this task.
Onboarding isn’t just an HR responsibility; it’s a company-wide effort. Encourage your team to support and engage with the new hire.

Sobald sie angekommen sind

Meeting them at the airport, preparing their workspace, and assisting with essentials like a SIM card or groceries can make a significant difference in their initial experience. If your company does not have the resources for this, hiring a relocation service provider is a great solution.
Führen Sie ein Vorstellungsgespräch. Dadurch fühlen sie sich wertgeschätzt, und Sie können sich über die Art der Zusammenarbeit verständigen.
Help them navigate the new work environment by introducing them to colleagues and facilitating social interactions. Provide clarity in their role to avoid any uncertainty, which can be detrimental to their job satisfaction.
Take time to communicate and engage with your new hire, not just as a formality but as part of a healthy and open work environment;
Avoid overwhelming your new hire with too much information or responsibility at once. Regular check-ins are essential, especially as they approach the six-month mark when job satisfaction can start to decline.
After the first six months, keep check-in meetings frequent and continuously access employee satisfaction and engagement.

Personalized support

Relocating to a new country can be an anxious time. It’s important to balance excitement and engagement with appropriate support. Offer opportunities for social and professional networking and assist with family needs, such as finding schools or facilitating connections with other expat families. If possible, implement a child-friendly office policy and consider offering language classes to help them adjust. There’s a lot of room for customization in what kind of support your company can offer. Find out what your employees' biggest pain points are and be realistic about what you can do to help.

If your new hire is relocating with a partner or family, it is important to consider their needs as well. The partner may face a period of unemployment, which can be difficult in an unfamiliar environment. Facilitating connections with other expat families or local support groups can help ease this transition.
If the family includes children, assist in finding suitable schools and introduce them to other employees with children.
If your employee is relocating with pets, providing guidance on pet-friendly housing and local regulations can be a thoughtful touch.
Offering language classes or directing your employee to reputable resources can greatly assist in their integration process. If internal resources are limited, providing recommendations for external language programs can still be highly beneficial.
While your primary objective may be to have your new hire onsite, offering flexibility, such as the option to work remotely for a short period to visit home, can help maintain their well-being and productivity during the adjustment period.

Verankern Sie sie in Ihrer Kultur

It's impossible automate the way people feel about your company and the work environment you’re creating. Every new hire comes with their own set of emotions, assumptions, cultural quirks, expectations, and everything else that humanity entails.

Informieren Sie sich über den kulturellen Hintergrund Ihres neuen Mitarbeiters und überlegen Sie, wie er sich in das Gefüge Ihres Unternehmens einfügen wird. Informieren Sie sich über die Entschlüsselung von Kulturen: Das Buch The Culture Map von Erin Meyer ist ein guter Einstieg.
Stellen Sie sicher, dass Ihre Unternehmenskultur und Ihre Grundwerte dokumentiert und umsetzbar sind und im gesamten Unternehmen befolgt werden. Machen Sie sie zum Bestandteil der Schulung Ihrer neuen Mitarbeiter.
Was für Sie offensichtlich ist, muss nicht unbedingt für alle anderen offensichtlich sein. Haben Sie keine Angst, zu viel zu kommunizieren. Das ist besser, als wenn die Dinge in der Übersetzung verloren gehen.
Feiern Sie Ihre Unterschiede und nutzen Sie sie zu Ihrem Vorteil: tauschen Sie Erfahrungen und Perspektiven aus, lernen Sie die Kultur des anderen kennen. Geben Sie Ihrem neuen Mitarbeiter das Gefühl, an der Gestaltung einer einzigartigen Unternehmenskultur beteiligt zu sein.

Optimizing and automating your onboarding process is important, but don’t lose sight of the human element in HR. Ensuring your expat employees are engaged and supported will not only improve their experience but also contribute to the overall success of your global mobility strategy.

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