Expatriation can be seen as an opportunity to experience an extraordinary human and cultural adventure, and as a career springboard. However, expatriate workers are also exposed to specific risks. They are not always aware of these risks in the euphoria of departure.
The path to this bold (and not so common) lifestyle choice is sometimes fraught with pitfalls.
How can companies best support their mobile employees to enable them to "enjoy their expatriation"?
Expatriates facing psychosocial risks
Firstly, international mobility presents several psychological challenges that companies must address. This is in line with their obligation to prevent psychosocial risks and protect their teams. Furthermore, the current pandemic has had a significant negative impact on the morale of expatriates. They have seen their opportunities to return to their home countries restricted or even impossible. As a result, many expatriates have found themselves separated from their spouses, children, and elderly parents for an indefinite period of time. This has caused great anxiety. A study was conducted by April International and Expat.com in early June 2020, two months after the border closures. It found that "18% of expatriates had already returned home and 38% were considering doing so. The main reason given was the need to be reunited with their loved ones, and this motivation has become even more pressing as the crisis has dragged on."
The impact of expatriation on professional and personal life
Moving abroad brings major changes in both your personal and professional life. This includes administrative formalities related to residence, health, moving, and enrolling children in school. But it also involves cultural adaptation, language barriers, distance from loved ones, and a lack of social support. As a result, some even mention an "emotional disconnect" with those who have remained in France.
"Expatriate stress" begins well before departure. It starts when the decision to move abroad is made. The impact on oneself and one's family is significant; it is not the kind of decision one makes every day. The stakes are high. The preparation phase of the project will then give rise to many concerns and worries. Children's schooling, career changes for one's spouse... tensions can arise. Therefore, each member of the family must be able to communicate about any difficulties they may encounter when the expatriation affects the family.
According to the Swiss Medical Journal, the basic stress experienced by expatriates is linked to adapting to a new environment. This can cause disorientation, confusion, and anxiety.
The four stages of adaptation
There are "four phases of adaptation, related to the change in perception of the new culture. They are expressed through emotions:
- The honeymoon (stimulation, excitement).
- Disillusionment (the new culture is perceived as intrusive, unfamiliar, and problematic).
- Partial adaptation (everything becomes easier to understand and predict).
- Adaptation, when the expatriate accepts local customs and feels at home.
It should be noted that during the disillusionment phase, "expatriates may feel disillusioned, overwhelmed, irritated, isolated, anxious, tired, or depressed." This phase, referred to by Oberg as "culture shock," typically occurs around thethird month after arrival. "The differences are more difficult to cope with, everyone realizes what their daily life will be like, and the lack of familiar landmarks becomes apparent." This is why employees and their families must have access to resources so that expatriation does not undermine their mental health. Being abroad can make seeking care more difficult. It's not easy to seek medical advice when you're hampered by the language barrier or when you don't know where to find a good doctor! That's why, at this stage, the main form of psychological support is to provide a space for discussion.
Distance from the company
Similarly, the distance from the company and its management, based in the country of origin, can also cause different feelings on a professional level. The person may feel isolated, unrecognized, misunderstood, and unsupported in relation to local issues. For expatriates, it can be helpful to talk to peers who are familiar with the local culture and are experiencing or have experienced the same difficulties. They will feel understood and supported, and will benefit from real social support.
Preventing psychosocial risks associated with expatriation
What measures can employers put in place to prevent psychosocial risks associated with expatriation?
Before moving abroad
Firstly, prior to the expatriation, the employer will ensure that relevant information about the host country (health, work, culture) is provided. This will enable the employee to plan ahead as effectively as possible. They will be able to visualize and prepare for their arrival in the host country, both for themselves and their family.
Next, the assignment must be clearly defined. In order for the employee to feel confident professionally, the related tasks must be precise and shared. This will help avoid additional stress once they are on site. In addition, it is essential to assess the employee's ability to adapt. This allows you to verify their suitability for the position before sending them abroad. Similarly, tools can be used to prepare the employee as well as possible. These include raising awareness of the psychosocial risks associated with expatriation and providing communication tools. Taking language classes before departure can also facilitate social integration, as can sessions with an intercultural coach who is familiar with the culture of the host country.
Magdalena Zilveti Chaland is a psychologist specializing in supporting French-speaking expatriates. She notes that "moving abroad is often a project that people are not fully prepared for mentally. In her book Réussir sa vie d'expat (Succeeding as an Expat), she suggests "understanding the psychological issues and emotional challenges associated with expatriation and provides tips for developing your Nomadic Intelligence to adapt and succeed in your life abroad." This book is also aimed at business professionals who want to understand the psychological complexity of an international life.
During expatriation
During the stay, the local manager plays an important role in detecting subtle signs of mental distress. Above all, they will maintain frequent and regular contact. They will check that everything is going well and provide support if necessary. That is why training managers for this role is so important.
In addition, the line manager may intervene to facilitate living conditions. But also to improve daily life and reduce sources of stress. In this way, they will take action on access to housing, means of transport, etc.
The employer is also present in the event of major mental health issues. In this case, they take care of their employee on site before a possible repatriation.
Returning from living abroad
Then, upon returning to their home country, the employer organizes an exchange. This exchange provides an opportunity to learn about the work carried out, but also about the expatriate's experiences during their stay.
In addition, rest will be necessary before the next period of expatriation. According to the Swiss Medical Journal, "a minimum of 5 to 6 weeks is necessary for the expatriate to recharge their batteries and leave in good shape."
In the event of a return to work in the country of origin, the employer must prepare and facilitate professional retraining. Indeed, some expatriates describe a painful and complicated "administrative return" to France. They feel that they "don't fit into the boxes." And of having to "rebuild their administrative life almost from scratch," as explained by Anne-Laure Fréant, creator of the website retourenfrance.fr. These administrative difficulties upon return can be difficult for expatriates to deal with. They feel like strangers in their own country.
Philippe Thorel, Doctor of Occupational Psychology, is working on the rollout of a "long-term support program for expatriates." This support covers the period before expatriation, the expatriation itself, and then the return. In fact, there are twice as many resignations among executives returning from expatriation than among their colleagues who remained in France. According to Dr. Thorel, "among expatriates, there is frustration with the level of responsibility and autonomy entrusted to them upon their return."
Enjoying life abroad
In conclusion, expatriates deserve specific support to help them "live well abroad." Companies will thus limit the potential onset of mental health issues among their internationally mobile employees.
The different stages of the "expatriation cycle" must be taken into account. Specific preventive measures must be considered at each stage. The mental health of expatriates is a real issue that needs to be addressed, even more so in times of a global pandemic.
Sources:
"Stress and mental health among expatriates," by Sigiriya Aebischer Perone, Hendrica Van Beerendonk, Jacqueline Avril, Gérard Bise, Louis Loutan, Swiss Medical Journal No. 157, May 14, 2008.
"COVID-19: The pandemic has a direct impact on the mental health of expats," Courrier International, by Kate Whitehead, July 30, 2021.
"Feeling down and depressed when living abroad: what to do?" by Léane Burtier, Courrier expat.
"Help, I'm coming back to France!" by Jessica Berthereau, Les Echos, April 27, 2018
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