Why expats need unique support. Part 3: essential services to support expats

Why expats need unique support. Part 3: essential services to support expats

Employees moving abroad (expats) will experience a predictable Cycle of Adaptation and challenges specific to the expat experience. These create risks of negative impact on the employee and their family that may precipitate a failed assignment and subsequent repercussions for the employer. It is crucial, then, that organizations take all the necessary measures to protect one of their most valuable assets – the employee living abroad. Evidence shows that by implementing five essential support services, expats will have an increased probability of success, both personally and professionally, and the employer will realize their business objectives:

  1. Selection and preparation service

The success of an organization’s global endeavours depends almost entirely on having the right employee for the right job, so prior to assigning an employee to work abroad, organizations are advised to implement this screening and assessment tool.…

Why expats need unique support. Part 2: 9 factors that influence success

Why expats need unique support. Part 2: 9 factors that influence success

Clearly, being an expat who works overseas presents a multitude of opportunities, challenges and risks. And since any of these may be experienced at the individual, couple, family or organizational level, the risks need to be managed appropriately to ensure successful completion of the assignment.

9 factors that influence successful international assignment

We have identified 9 broad categories of factors that can contribute to or inhibit the successful completion of an international assignment. These categories are based on existing research regarding successful adaptation and resiliency traits and behaviours, and have been proven to be valid and reliable predictors of assignment success.…

The ROIs of Employee and Family Assistance Programs: invest in the health and well-being of your people for a better bottom line

Coworkers having a conversationIn 2011, the average full-time Canadian worker was absent for 9.3 days. While many employees were legitimately unwell, others took days off because they were stressed, depressed, exhausted, had personal errands to run or had a child or an elder care issue to handle. As employees pay the burnout price, employers are paying a hefty financial one. Absences cost the economy approximately $16.6 billion, based on salary cost for the days lost. This figure does not include the cost for replacement workers.

When employees feel overworked, stressed from corporate changes, distracted by personal issues, disengaged due to conflicts, or unfocussed because of physical or mental health concerns, it is simply not good for business.…

Supporting Student Mental Health – Part 1: The Current State

sad teenager waiting for a trainThe Centre for Addiction and Mental Health states that 70% of mental illnesses have their onset during  childhood or adolescence but that only 25% of young people in Canada with mental health problems receive professional help. 

A 2009 study by the American College Health Association included data from six Ontario universities and found that:

  • 51 to 60% of respondents in the province reported feeling hopeless;
  • 33 to 43% of students reported feeling so depressed they were unable to function;
  • 6 to 9% considered suicide in the 12 months before they answered the survey questions.

The Ontario University Students Alliance published findings indicating that students who do eventually receive help, wait an average of seven days for a counselling appointment.…