Settling into local life as quickly as possible is a must for expats who want to maximise their experience living overseas.
Cultural awareness can make a big difference to the success or otherwise of a placement, but not enough companies invest in lifestyle training for their expat workers.
International consultancy firm Mercers believe better cultural training will give companies a better return from their investment in expat staff.
Around 66% of multinational companies claimed expat assignments often failed because the worker could not adjust to a new lifestyle – but culture problems were highlighted more in Latin America (82%) and less so in the Asia Pacific (58%).
Many companies do offer cultural training to their expat workers and their families.
Meeting and greeting
Although two-thirds of companies offer training, a third confessed none was available.
For those that provided the service, by far the most popular method of delivery was by an outside consultant (48%).
Cultural differences are sometimes very subtle, explained Mercer.
“They can range from simple things like how people greet each other to more severe variations, like when business hours start and end,” said a spokesman.
For example, Middle Eastern countries tend to work Saturday and Sunday but take Friday off.
Others have longer working days or flexible hours.
A big influence on the working day can be the weather. Hotter countries tend to start earlier, have a break in the middle of the day and then return to work into the evening.
In Spain, business hours are 8 am to 1.30 pm and then 4 pm to 8 pm. Qatar has similar hours, from 8 am until midday and then 4 pm to 7 pm.
Training needed
For Americans or Northern Europeans used to a 9 am to 5 pm working day, changing business hours and sometimes days they are expected to work can be a difficult adjustment.
“Slipping into the daily lifestyle and culture of the host nation is a key requirement of any successful expat posting and is most likely to result in a rewarding assignment,” said Katerina Rodriguez of Mercer.
“Mercer deals with a wide range of international companies and assignees, so we see just how much cultural differences can affect a posting, sometimes without anyone realising.
“Larger corporations with offices in many different cities and locations tend to have developed some sort of formal cultural training because they have a better understanding of the challenges involved in working overseas for extended periods.
“Few offer ongoing training over and above a one-off session before the worker leaves for a new post.”