Why Cultural Integration Should be a topic

Hiring is complicated.
Managing hires is complicated.
Keeping people engaged is even more complicated.

My work is cultural integration. And here’s the catch: so far, it’s not a KPI at any level. There’s nothing to measure it by.

Yes, you’ll find statistics showing how many international assignments fail in the long run. And when they do, the results show up as conflict between managers and HR, low employee survey results, discontent, and stress. Today, close to 40% of international hires leave early. In my book, that’s a huge number.

So what can we do?

Beyond the “It’s Just Private Life” Mentality

Let’s not make the mistake of thinking integration and cultural challenges are only for international hires.

Take a local employee, for example, someone who’s passionate about music and plays an instrument regularly. For the company, that’s a hobby. For the employee, it’s a huge part of their life.

It may not seem like a “work factor” to the employer, but it’s deeply connected to how that person experiences life and, therefore, work. If they start struggling with productivity or just not enjoying their time at work, serious friction can follow.

What usually happens next?

1. A manager talks to them, but with the intent of getting them to be “better and more productive.”
2. They might get coaching, again, with the same intent.
3. They’re sent to HR, same intent.
4. They’re reminded of company results and the bigger picture.
5. They’re shown growth paths and possible promotions if they “improve.”
6. This cycle repeats for 12 months or more.
7. Then comes the exit interview.

Was it a bad fit? A manager who didn’t do their job? A “difficult” employee?

What follows is a lot of finger-pointing, because there are no real metrics to capture what happened. And if you think surveys solve this, think again. You can’t expect someone to write down what’s wrong if they don’t fully understand what’s wrong themselves.

Now Imagine if This Person Was an International Hire

Oh my god , issues on steroids.

You can add:

• Family integration
• Cultural differences
• Language barriers
• Taxes and housing challenges
• Building friendships and relationships

And the list goes on.

The KPI Gap

If you’ve made it this far, thank you! I know, I still haven’t given you KPIs , because right now, they don’t exist. And that’s tragic.

But here’s where people like me come in. My role is to help both sides , employees and companies , understand that each has valid arguments. And that both sides need to truly listen.

Not listening to achieve a KPI.
Not listening for productivity’s sake.
But listening, simply for the sake of listening.

Leave your shoes at the door and feel what’s under your feet for once.

My Call to Action

If you’ve read every word (thank you a million times!) and you’re wondering if a call to action is coming , you’re right.

- If you’re a company looking for solutions and this resonated with you, don’t hesitate to reach out.
- If you’re an individual going through something similar, reach out.
- And if you’re none of the above but something clicked, still reach out.

Because it doesn’t cost anything to start being better. 😉

Thanks for reading.

( No ChatGPT was involved in the writing of this article - the image however is a different story :) ) 

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