In general, expatriation and specifically the need to operate in a multicultural environment, are not the well-being issues of the greatest concerns to international companies.
There are nevertheless important issues that a successful well-being policy should address:
“Welcome days” are a good beginning. Many newcomers are not well-informed about the different activities the company offers its employees.
More should be done supporting employees’ spouses with language training which would help them fit in to their new environment and ultimately help them find employment.
Organizing day care facilities with social events for the parents can help ease the transition problems the family is experiencing.
Important questions the company leaders should be asking:
Is the work-life balance issue being considered? This is crucial for international companies with a large number of expatriate staff from different linguistic and cultural backgrounds making working together both challenging and stressful. Additionally, expatriate staff with families may also be faced with particular problems linked to the integration of families into the host country. The family pressure on these employees can greatly affect their productivity.
To what extent are the existing policies in the companies relevant to the well-being of staff? Are there gaps to particular groups, and how should these be filled?
How efficiently are the current personnel policies? How can they be improved?
What are the well being priorities in Europe?