explorer’s factor part two: well-being for expats

physical health

• It is common practice to encourage employees to have a pre-departure medical exam prior to relocating, to ensure that they are aware of any present medical conditions and all prescriptions are filled. This is considered a “duty of care” element.
• Update your international assignment policies to include club or gym memberships. This will allow your employees to stay active. Physical well-being can drastically reduce anxiety and stress levels while helping them to build a healthy routine from day one. You might add it to the “flex” options in a core-flex policy or as one of the suggestions for their relocation allowance.

emotional health

• Today, many companies offer an Employee Assistance Program (EAP) to provide confidential services and resources for work-related issues and well-being. Be sure your mobility policy counseling references this support.
• Provide employees on assignment with ongoing mental health support and regular check-ins.
• Create a mental well-being pulse survey among your assignee population. This will help you assess the overall state and take swift action where necessary.
• Include home leave benefits in your policy so that employees on assignment can reconnect with their families in person. This can help address feelings of homesickness.
• Ensure that even while on assignment, employees have access to their personal religious or spiritual practices as they would in their home country.

cognitive health

• Provide ample onboarding and training for the tasks or the new role the employee will be responsible for during their assignment.
• Ensure goals are clear, measurable, and aligned with organizational goals.
• Include language lessons and intercultural training as part of your assignment policies.
• Remember that the intercultural program, early in the relocation process, can be extended to provide ongoing or just-in-time coaching throughout the assignment.

social health

• Today, most companies have some kind of Employee Resource Group (ERG) which provides a group of colleagues with common priorities or interests to tap into before, during, and after an assignment. If your employee isn’t already a member of an ERG, an international assignment or relocation is a great time to join one.
• Create a local “buddy system” or a “welcome group” where an employee in the host destination can support the assignee, helping them ease into the unfamiliar environment and feel a part of the community while meeting new people. This will alleviate feelings of loneliness and displacement.
• Consider providing a list of local expat clubs (where available) so they can connect with other people who are going through or have been through a similar experience.