If you are an expatriate executive, or manage or work with them, you need to be aware of how confidence can be impacted by an international assignment.

When discussing the transition, I would say that over 80% of my expat clients acknowledge that their confidence in the workplace has been affected since relocating, especially at the start.

So the first lesson – this is NORMAL. If you are an expat, you are not failing, it is unlikely that you have made the wrong decision to move and you are probably doing just fine! Recognise that you are going through a major transition, which can be unsettling.

More on WHY professional self-esteem can be affected:

1. Expats are often high potential/ high achieving employees
You/ they are used to being successful in their home country. It may well be why they have been given the opportunity of an international assignment. They can therefore be surprised when they meet initial challenges settling in or if they are not received in the way they expected.

2. Dealing with new cultural norms
Similarly, the way that things are done in the new culture can be very different to what they were used to. Their former approach may no longer be appropriate or effective. They can be unsure of what to say or do in certain situations and worried about making a ‘faux pas’. They can find it harder to ‘read’ their colleagues to know what they are thinking or to know if they are happy with their performance. Moreover, if they do make a mistake or perceive that they have (which is understandable and normal), this further knocks their confidence.

3. Communicating in a second language
Expats might be less confident expressing themselves in the language of the new country they are in. They might appear to be fairly fluent to local colleagues, but they can struggle with strong accents or colloquialisms, as well as expressing their humour, full personality or the nuances of what they want to say.

4. No network
As in any new job, you have to build your credibility and network again within the organisation. Fortunately, many expats know some of their colleagues from global roles and virtual teams, but not always. Remember that they are usually also far from their personal/social support network, so they can feel doubly isolated at a challenging time.

5. Time pressure
For expats on a shorter international assignment, they often feel the pressure of delivering results in the limited time available. Remember, we said they are usually high achievers! They are often brought in for a specific purpose/brief, and even those expats whose assignment is more of a talent development opportunity can feel the pressure of impressing more senior team members in a short timeframe.

6. Dealing with a lot of change
As mentioned before, expats are facing a major transition personally and professionally when they first move. They can be overwhelmed by the bureaucracy and practicalities of a relocation, even when the company supports them. It is a demanding, stressful time that sees many emotions surface. They may temporarily feel less resilient in the workplace, which naturally has an impact on confidence.

How can you help as a MANAGER?

• Be empathetic and aware of this context. Recognise that an expat colleague may need or appreciate extra feedback on how they are doing, in the new role or even culturally. You may have scheduled time for a 1:1, but make sure you mindfully create the space to address wider concerns of integration and settling in
• Make sure that there is a carefully thought-out onboarding process that helps the assignee to feel supported and gives them an opportunity to familiarise themselves with the local office culture and processes
• Help to get them connected and networked. Make introductions, maybe find a ‘buddy’ for them, set up a welcome lunch or find an internal mentor for them where appropriate
• Ideally, provide them with intercultural training and coaching. Having someone external to the organisation that they can talk and share challenges with openly is invaluable. At a minimum, make sure that they are briefed in the adaptation process (sometimes called ‘culture shock’), so that they realise what they are experiencing is totally natural. My clients are genuinely relieved when they understand this.
• Make sure that you yourself and your team are interculturally competent! So often the expat assignee is given training and asked to adapt, but the local team has not been given the awareness and skills to meet them halfway

If you are the EXPAT EMPLOYEE:

• Remember that most of my clients (at all levels) experience reduced confidence at some point. It is understandable. Notice it – don’t beat yourself up about it!
• Give yourself time. You have a lot going on! Be realistic with your expectations of how long it takes to acclimatise in and out of the office
• Acknowledge small successes and what you are doing well – even simple things can be so much harder in a new country. Don’t just look at your ‘to do’ list, look back at how far you have come
• Ask your line manager periodically for feedback, if you are not getting it. If you have regular 1-1 meetings, ask if this could be included in your discussions
• Sometimes job descriptions can be vague for international assignees, make sure that you are clear what is expected of you/your remit, how soon (where relevant) and how your performance is being measured. This minimises some of the uncertainty
• Where possible, identify colleagues that you feel more comfortable with. When helpful, ask them for feedback on how you are doing or if you need to know how you were received/ understood, say in a meeting or presentation. Other expats within the organisation, especially from your home country, can also often be a great source of emotional and practical support

Remember, as an international assignee your self-esteem can be challenged temporarily, but that is because you are learning and stretching yourself. You are in growth mode. You are courageous simply for accepting the challenge of living in a new country, before even accomplishing anything. Give yourself credit. Ultimately, you will emerge stronger, wiser and more confident from the experience.

If you would like Katherine to support you/your expat employees with training or coaching, or you would like her to deliver a talk for your management team, please get in touch.