Are you tired of losing international staff after just 2–3 years?
I hear you. You’ve invested time, energy, and resources into recruiting them, guiding them through the application process, and supporting them in their first months—yet it still wasn’t enough to make them stay.
Working with international staff can be enriching, but true integration is essential.
From my experience coaching expats, here’s what I’ve learned:
The first year is crucial—especially when it’s their very first assignment abroad. Culture shock can hit hard.
That’s why I’ve developed a coaching strategy to support teams onboarding international talent. It helps expats navigate not only their new role but also the challenges of intercultural onboarding, such as:
- the unwritten rules of workplace life in Germany
- everyday office culture
- communication styles
- core values that shape how you work
Without guidance, these differences can quickly become stumbling blocks.
One client, for example, had never encountered the concept of work-life balance as practiced in Germany. I explained that in many companies, especially those with strong workers’ councils, compliance with working hours is taken seriously to avoid excessive overtime. For new hires from the US, however, overtime often feels like an expectation—or even a sign of commitment.
Why Expats Leave—Key Challenges
In my 15 years as an intercultural coach—and having lived abroad myself as an expat in Dublin—I’ve identified three main reasons why international employees often leave prematurely:
#1 Misaligned expectations: punctuality, work-life norms, hierarchy
You might assume your new expat colleague works just like you do: punctual, structured, deadline-oriented, and with the same professional mindset.
But cultural differences in communication can cause misunderstandings.
Example: You ask him to hand in a document. He acknowledges, seems to work on it—but doesn’t deliver on time. Why? In his culture, the first request is taken as an initial signal, while the second request is the real deadline.
#2 Challenges of living abroad
Relocating means learning many things outside of the job:
- how to find a flat
- how to make friends
- how public transport works
- how to navigate everyday life
Let’s say your talented new hire is sometimes late because he doesn’t have an international driving license and must rely on public transport. He occasionally misses a train. To you, it might look like poor organization or a lack of respect—but in reality, he’s coping with the stress of adjusting to life abroad and may need support.
#3 Culture shock & “honeymoon” burnout
In the first months, expats often face an overwhelming mix of challenges. Once the honeymoon phase is over, frustration sets in. Everyday hurdles pile up, and the new culture no longer feels exciting but exhausting.
I remember this vividly from my own time in Ireland. After the honeymoon period, I struggled with assessment centers, felt lonely on weekends, and sometimes even during the week. What I would have needed back then was an onboarding coach: someone to reflect on daily work, communication, and interactions with managers and colleagues. A resource to help me settle faster and develop strategies for difficult situations.
Takeaway
When you invest in your international team members through onboarding coaching, you increase their chances of success and retention. Coaching gives expats an ally—a bridge into their new professional environment.
It helps them feel understood, supported, and less alone during the emotional rollercoaster of cultural adjustment. That sense of “you are not alone in this” is crucial for successful integration.
Support your expats in finding stability, overcoming intercultural challenges, and navigating culture shock. This is how you keep valuable team members for the long term.
Ready to strengthen your onboarding process?
If you’d like to help your international staff settle in faster and stay longer, let’s talk. Together, we’ll design an onboarding coaching program that works for your team.