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What do you do if expatriate employees are not meeting performance expectations?

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When you send employees to work abroad, you expect them to adapt and thrive, but what happens when they fall short of performance expectations? It's a challenge many businesses face, and addressing it requires a nuanced approach. The key is to understand the unique challenges expatriates face and to provide the support they need to succeed. It's not just about the bottom line; it's about ensuring your employees can perform to the best of their abilities, even when they're miles away from home. In this article, you'll discover actionable strategies to help your expatriate employees meet and exceed the performance standards of your company.

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John Evensen

Client Management Specialist

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1 Identify Issues

Before jumping to conclusions about an expatriate's poor performance, take a step back and identify the underlying issues. Is it a lack of understanding of the local business culture, homesickness, or perhaps language barriers? By pinpointing the exact problems, you can tailor your support to their specific needs. Engage with them through regular check-ins and encourage open communication. Sometimes, a simple adjustment in their work environment or additional training can make all the difference in their performance.

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John Evensen

Client Management Specialist
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Regardless of whether the worker is local or foreign, no one likes to perform less than expected. It is the responsibility of both the company and worker to identify issues. Foreign workers by their very nature face issues local workers do not. These include expected issues of language, cultural barriers, and communication. But less visible barriers exist. Fear of being easily terminated. Fear of standing up for themselves. Fear of making a mistake. Foreign workers can be highly sensitive to their surroundings, what their Japanese coworkers are saying, and how they carry themselves at the office. They may overthink a situation that their Japanese coworkers think nothing of, causing undue stress, leading to performance issues.

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2 Set Expectations

Clear communication of job expectations is crucial for expatriates. Upon their arrival in the new country, reiterate the performance goals and how they align with the company's objectives. It's important that these expectations are realistic and take into account the adjustment period needed for living and working in a foreign environment. Regular feedback sessions can help keep these employees on track and make them feel supported in their roles.

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John Evensen

Client Management Specialist
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Expectations related to work responsibilities is crucial. It may be the first time a the worker has ever encountered them. These expectations should also include how to handle personal issues foreign workers face, such as taking sick leave, asking for time off to go to immigration, the bank or ward office. Can I do it? How do I do it? Will my coworkers think poorly of me if I do? Will I get docked for it? These are just some of the expectations that should be clearly communicated and followed up with so the worker understands.

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3 Provide Support

Offering robust support systems is essential for expatriates struggling with performance. This might include language training, cultural assimilation programs, or even professional coaching. Remember, support doesn't end with professional development—it also encompasses emotional and social support. Facilitate connections with other expats or locals to help them build a network. A well-supported employee is more likely to overcome performance hurdles.

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John Evensen

Client Management Specialist
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Support comes in many forms. Team support. Supervisor support. As well as language, cultural, religious, emotional, and social support. A foreign worker does not give up who they are when they come to Japan. They are building on who they are and the company plays a key role in that. Allowing the worker to maintain they individuality and slowly assimilate into the Japanese office takes time but is crucial for the worker to perform.

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4 Monitor Progress

After implementing support measures, it's important to monitor the progress of your expatriate employees closely. Use performance metrics that are fair and account for the unique challenges faced when working abroad. Adjust these metrics if they prove to be unrealistic or if the employee's circumstances change. Regular reviews will not only show you if the support is effective but will also demonstrate to the employee that you are invested in their success.

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5 Adjust Strategies

If, despite all efforts, an expatriate's performance does not improve, it may be time to adjust your strategies. This could involve redefining their role within the company to better suit their strengths or arranging for a transfer to a location where they can be more effective. It's important to remain flexible and open to finding solutions that benefit both the employee and the company.

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6 Plan Forward

Planning forward is about being proactive rather than reactive. For future expatriate assignments, use the insights gained from past experiences to refine your selection and preparation processes. Ensure that candidates are not only skilled but also adaptable and culturally aware. Pre-departure training and clear pathways for assistance while abroad can lay a stronger foundation for their success and prevent performance issues before they arise.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if expatriate employees are not meeting performance expectations?

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5

6

7

1 Identify Issues

2 Set Expectations

3 Provide Support

4 Monitor Progress

5 Adjust Strategies

6 Plan Forward

7 Here’s what else to consider

Working Abroad

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What do you do if expatriate employees are not meeting performance expectations?

1

2

3

4

5

6

7

1 Identify Issues

2 Set Expectations

3 Provide Support

4 Monitor Progress

5 Adjust Strategies

6 Plan Forward

7 Here’s what else to consider

Working Abroad

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