Cultural Assimilation in the Context of Employee Relocation: Importance, Challenges, and Strategies
The modern age is marked by globalization and international mobility. Travel is cheaper and faster than ever, and companies have made remarkable improvements in their efforts to support relocating employees. Within this paradigm, the phenomenon of cultural assimilation has gained fresh importance.
At its core, cultural assimilation is the process through which someone (or a group of people) from one culture adopts the practices and values of another, typically the dominant culture in a given context. This is a critically relevant process for employees who relocate to a new country, where they are not just transitioning geographically but are also navigating a new cultural landscape.
In this article, we want to explore the intricacies of cultural assimilation for employees in a transnational context. We’ll look at the challenges and barriers faced, but also the strategies that can facilitate a smoother cultural transition.
The importance of cultural assimilation for relocating employees
It’s important to highlight that cultural assimilation is nuanced and becomes even more so in the context of relocation. Complete assimilation might not be a feasible, realistic, or even desirable goal within the limited timeframe of an overseas assignment.
This fact, however, doesn’t diminish the importance of striving for cultural sensitivity and adaptation. For relocating employees, understanding and assimilating parts of their new country’s culture is essential for several reasons:
Enhanced communication. Understanding the subtle nuances of a new culture can significantly improve communication with locals — whether that’s colleagues, clients, new friends, or people employees interact with daily. This involves not just language proficiency, but also an appreciation of non-verbal cues and local business etiquette.
Building relationships. If employees show respect and interest in the local culture, they’re more likely to build strong, trusting relationships with locals. From a business standpoint, this is especially important in cultures where personal relationships form the foundation of business interactions, such as the Japanese culture.
Preventing cultural missteps. Even minor cultural misunderstandings can lead to significant professional and personal setbacks. Awareness of cultural norms, values, and nuances helps avoid these pitfalls.
Promoting workplace inclusivity. By adapting to and respecting the local culture, employees contribute to creating a more inclusive and harmonious workplace.
From the employer’s standpoint, supporting workers in this cultural journey is equally important. An employee’s ability to navigate their new cultural landscape dictates how successful they will be in building professional relationships in the new location.
Challenges that thwart cultural assimilation
The process of cultural assimilation has considerable benefits, but it’s not without barriers that impact both the personal and professional lives of relocating employees:
Language barriers. One of the most immediate and significant challenges is the language barrier. Not being fluent in the local language can lead to misunderstandings, hinder effective communication, and even affect job performance. As Louise Neal explains in her write-up for the Forum for Expatriate Management, companies have the responsibility to help relocating employees “learn or improve the language skills that they may need to communicate effectively and perform their tasks.”
Social integration difficulties. Establishing a social network in a new country can be scary and opportunities to do so may be scarce. This is only compounded by the language barriers and can result in employees struggling with feelings of isolation.
Adapting to different work cultures. Workplace cultures can vary dramatically from one country to another. Differences in work ethics, communication styles, hierarchy, and decision-making processes can be challenging to adapt to.
Homesickness and emotional well-being. Relocating often involves leaving behind a support network of family and friends. Homesickness can affect mental health, job performance, and the effort necessary to adapt to a new culture.
Identity crisis. Balancing the preservation of one’s cultural identity with the need to assimilate into the new culture may lead to an identity crisis, which can cause stress and confusion for the relocating employee.
Strategies for successful cultural assimilation
The onus of adapting to and, to a certain extent, adopting the new country's culture doesn’t just fall on the employee; the employer also plays a pivotal role. Both parties can adopt several strategies to facilitate successful cultural assimilation, for example:
1. Language learning and communication. The employee can proactively engage in language learning courses or use language learning apps to enhance communication skills and show respect for the local culture. The employer can partner with companies like elt, that offer comprehensive, tailored corporate language training courses designed to help employees overcome language barriers.
2. Cultural education and awareness. Taking the initiative to learn about the local culture, history, and customs through books, documentaries, and cultural events can deepen an employee’s understanding and appreciation of the new culture. Employers can take the lead in organizing cultural awareness workshops and providing resources on local customs and etiquette to boost employees’ cultural immersion.
3. Social engagement and networking. Once they’re in the new country, employees can participate in local community events, join clubs or groups related to personal interests, and network with local colleagues to build relationships and start integrating on a social level.
4. Mentorship and support systems. Seeking mentorship from colleagues who have experience in cultural assimilation and relocation can provide valuable insights and support. Employers can facilitate these opportunities by connecting employees who are relocating with colleagues who underwent the same process in the past, even going as far as establishing official mentorship and support programs within the company.
5. Openness and flexibility. For relocating employees, keeping an open mind, being adaptable to new situations, and showing a willingness to step out of their comfort zone are key to successful assimilation.
6. Reflective practices. Regularly reflecting on one’s experiences, challenges, and feelings can provide insights into the assimilation process and personal growth. Employers can support this by setting up regular meetings with the employees who relocated to hear about their thoughts and experiences, or by providing other platforms for feedback and reflection. This can help them understand the needs of the employees and improve support strategies.
Cultural assimilation is a personal journey, not a race
Cultural assimilation for employees relocating to a new country is a multifaceted, unique, and deeply personal process. It’s as filled with challenges as it is abundant with opportunities for personal and professional growth.
With the right strategies in place, such as language learning, cultural education, and active social engagement, employees can navigate the hurdles of assimilation and make the most out of the relocating experience.
It’s also important to remember that cultural assimilation in this particular context calls for a collaborative effort from both employees and employers. As our world grows increasingly interconnected, the ability to navigate and embrace cultural diversity will continue to be an essential skill, benefitting individuals and companies alike.