Beyond Intercultural Sensitivity: The Opportunity Cost of Neglecting Psychological Support for International Hires and Their Families

Moving a person or family abroad for work isn’t just about packing boxes, booking flights, and preparing our employees for multicultural interaction. It’s a massive life change that affects every aspect of an employee’s life, and more importantly, their family’s life. And when I say families, I mean EVERYONE: the ones coming along and those staying behind.

When organizations ignore the psychological well-being of their employees and their families, they’re not just jeopardizing the success of the relocation—they’re also setting themselves up for significant financial and operational setbacks.

DID YOU KNOW THAT UP TO 45% OF INTERNATIONAL ASSIGNMENTS FAIL? That’s a staggering number, right? And the most common reason isn’t poor performance or lack of skills—it’s the family’s inability to adjust.

Organizations understand numbers and money, so let me put it this way. The estimated cost of a failed assignment is around US$400,000.

And that’s only on the employer! The emotional and psychological toll on the family is ten times bigger, starting from:

• Career setbacks for both the assignee and their partner
• Disrupted education for children
• Emotional stress and potential mental health issues
• Financial strain
• Damaged relationships within the family

These costs are hard to quantify, but they’re just as real and most importantly have long-lasting effects.

The key point is that many of these failures and negative outcomes from global mobility can be avoided with proper support. This is where both intercultural expertise and specialized psychological guidance are essential.

During my recent interview with Milton Bennett, we discussed his Developmental Model of Intercultural Sensitivity (DMIS) and how it serves as a powerful tool for understanding and navigating the complexities of cultural adaptation. The DMIS model outlines the stages individuals and groups go through as they become more adept at understanding and engaging with cultural differences. For international hires and their families, this understanding is crucial for a successful transition, especially if on top of the international mobility there are multiple cultures already co-existing at home!

INTEGRATING THE DMIS WITH MY CROSSBOARDING METHODOLOGY for organizational development provides a comprehensive approach to managing international assignments. My methodology focuses on three key areas:

1. Pre-Departure Preparation: By applying similar stages of the DMIS framework, I ensure that assignees and their families are not just culturally aware of their internal challenges as a unit but are actively developing intercultural competence. This prepares them emotionally and psychologically for the challenges ahead.
2. On-the-Ground Support: The Crossboarding Methodology emphasizes the need for continuous support, helping families navigate the realities of their new environment once they are "on the ground". By understanding the stages of the DMIS, I believe organizations can easily understand the importance of providing targeted interventions that meet the family’s evolving needs. Especially from a psychological perspective.
3. Reintegration and Long-Term Success: The final phase focuses on helping families develop a cohesive family culture that blends both parties' needs in a way that is functional and adaptable to their new environment. Whether they are returning home or continuing their international journey, it is crucial to address specific aspects of their internal dynamics and individual needs with tailored tools. This approach helps them navigate the challenges of expatriation and repatriation effectively. By ensuring that the assignment leads to lasting success, this holistic approach contributes to long-term organizational development by supporting the core of the employee's life: their family.

AFTER ALMOST 15 YEARS WORKING WITH EMPLOYEES AND THEIR FAMILIES, I think it’s time to take a hard look at the organizations’ assignee support programs.

By combining the insights from Milton Bennett’s DMIS model with my Crossboarding Methodology, I believe we can create support systems that not only enhance cultural competence and employee performance but also promote their overall well-being.

Be the kind of company that invests in strategic thinking and proactive actions. Prioritize psychological support to not only enhance your employees' success but to also secure long-term organizational growth and stability.

WATCH MY INTERVIEW TO MILTON BENNETT HERE https://youtu.be/Fin9P3SnpkA!

Please feel free to leave your comments or contact me for more information.

Karina Lagarrigue

www.expatworldpsychologist.com