Expat well-being is more than just a perk—it’s a strategic necessity for successful international assignments. On March 11th, our second Global People Mobility Talk explored this crucial topic with insights from Prof. Dr. Maike Andresen and Daniel Halfpap. Together, we uncovered the gaps between theory and practice and discussed actionable strategies to improve expat well-being.
Here are the 5 key insights from the event:
1. Expat Well-Being: A Must-Have, Not a Luxury
Many organisations still treat well-being as a secondary concern, but research and practice show that neglecting it leads to burnout, disengagement, early repatriation, and financial losses. Well-being is directly linked to productivity, job satisfaction, and assignment success, making it an essential investment for companies operating on a global scale. While many organisations talk about expat well-being, the consensus is that most do not have any actionable strategies to support it.
Takeaway: Companies must embed well-being strategies into their global mobility programs, not as an afterthought but as a core priority.
2. Quick Wins for Immediate Impact
Implementing effective well-being measures doesn’t always require large budgets. Small, low-cost initiatives can significantly improve expat experiences.
Practical steps include:
- Peer connections: Encouraging knowledge-sharing among expats.
- Pre-departure training: Setting realistic expectations before the move.
- Internal communication: Ensuring expats feel informed and included throughout the entire process.
These measures create a supportive environment, reducing stress and enhancing adaptation.
3. The Role of Cultural Intelligence & Organisational Trust
Strong Cultural Intelligence is a key success factor for expatriates. Expats who develop intercultural agility adapt faster and build stronger relationships in their host country.
Other critical factors:
- Organisational trust: Transparency, clear communication, and support structures.
- Family support: Well-being doesn’t stop at the expat—it extends to their loved ones. International assignments demand significant resources—not just from the expatriate but also from their family. Sustainable expatriate success depends on recognising this ripple effect and ensuring adequate resources for both the assignee and their family.
- Mental health resources: Access to psychological support is a game-changer for stress management. When individuals experience stress or burnout, the overall stability of the expatriation is at risk, requiring additional organisational support such as well-being programs, local community integration, or professional coaching.
4. Leadership Buy-In: From Theory to Action
One major challenge is that many companies view expat well-being as a “tick-box” exercise rather than a strategic initiative. Without strong leadership support, well-being measures remain inconsistent and ineffective.
Solution: Companies need clear, actionable strategies backed by leadership commitment to create lasting impact.
5. The Future of Expat Well-Being: A Human-Centered Approach
Looking ahead, the future of expat well-being lies in aligning it with Diversity, Equity, and Inclusion goals. Creating inclusive environments where expatriates feel supported — regardless of background — leads to better outcomes for both individuals and organisations.
Final Thoughts
This discussion reinforced a critical message: Expat well-being isn’t just a trend—it’s a fundamental driver of global mobility success. Investing in small but meaningful improvements can lead to major positive changes.
Read our whitepaper on Expat Well-being for more actionable strategies here.
How PMA Can Help You
At People Mobility Alliance, we help organisations design and implement strategies that prioritise expat well-being. From cultural intelligence training to mental health support programs, we empower companies to build sustainable, people-focused global mobility programs.
📩 Want to learn more? Get in touch with us today!
