Lately, many large companies have considered ending or significantly cutting back on remote work. This has met with pushback from employees who have adapted their lives to work from home. How can businesses balance the needs of expatriates, facilitate their professional integration, and still accommodate remote work? How does remote working impact foreign employees' connection to their company?
Remote work and fragmented work relationships
Although there was a surge in remote work during the pandemic, it is now under scrutiny. Critics argue that remote-working expatriates show less engagement. They also cite weakened workplace relationships affecting overall productivity. The spontaneous idea exchanges once common during coffee breaks or casual hallway conversations have diminished. Detractors believe that remote work disrupts the traditional office structure. On the other hand, proponents view it as an expansion of the office space into the home. However, this expansion often leads to more fragmented and superficial work relationships. Remote employees may feel disconnected not only from each other but also from their onsite colleagues, potentially leading to a weaker attachment to the company and reduced professional integration.
The challenge of isolation in remote work
Research indicates that many expatriate remote workers experience stress related to their remote status. They often feel disconnected from their onsite colleagues and perceive themselves as less integrated. This sensation drives some to feel they must continually prove their worth and work harder, which can adversely affect their mental health. However, it's also true that a significant number of expat remote workers report feeling satisfied with their arrangement. The impact of remote work on feelings of loneliness and isolation isn't uniform and can vary greatly depending on individual personality traits. Yet, the potential for isolation remains a genuine concern, even for seasoned remote workers.
The varied impact on productivity
Numerous studies yield mixed results regarding the productivity of expatriates in remote work settings. Some research suggests that remote work can enhance productivity, while other studies indicate it may hinder it. A critical factor is the professional integration of the expatriate remote worker. Effective integration can foster a sense of engagement with the company, leading to more productive work. Conversely, inadequate integration—or a complete lack thereof—can widen the divide between remote and onsite workers. Expatriates who feel undervalued or overlooked may be less motivated to perform at their best.
Effective integration of expat remote workers
Choosing to work remotely doesn't mean isolating oneself from the company's social sphere. Foreign remote workers are not lone freelancers; they are full-fledged employees and integral parts of the company. Below is a list of practical tips to enhance their professional integration.
Enhancing expat integration with remote-focused onboarding
The integration of an expatriate remote worker should also include a well-thought-out welcome day tailored for remote engagement. The expat should be informed about who will be welcoming them virtually. This welcome could involve a video call with a virtual tour of the premises and a video presentation of the company and its tools. The mentor assigned to the expat will oversee the day, arranging multiple check-ins via video to keep the new employee informed. The initial day—or the first week—should include a higher frequency of informational meetings. Group meetings with other team members and remote workers should be scheduled to foster team cohesion. Moreover, the expat should receive a detailed organizational chart with contact details for onsite and remote employees, ideally in a photo format to make it more personal.
Enhancing social connections in remote work settings
Since the COVID-19 pandemic, various tools have been developed to foster "virtual social connections." These include video conferencing software like Zoom and Teams, messaging platforms such as Discord and Slack, and project management tools like Zoho Projects and Furious. Remote access software like LogMeIn and RemotePC, support tools such as TeamViewer and Splashtop, and time management applications like Timely and Pomofocus also contribute to this environment. Remote task management tools like Airtable and Trello are also instrumental. These tools are crucial for organizing a "connected company" and facilitating work, replacing physical offices with virtual lounges and in-person conversations with chats. Workshops will be planned to present the different tools to the expatriate worker. Because even if the expat says they know how to use them, the company might use them in a specific way.
Managing virtual platforms efficiently
While organizational software can streamline remote work, accumulating too many platforms can hinder employee productivity. It's important to avoid cluttering computers with unnecessary or redundant software. Be cautious of the "tracking" features in some applications. Remote work requires greater autonomy, and while managing personal time effectively is essential—for instance, allocating hours to email responses—feeling monitored by the company can be counterproductive.
Balancing remote social interactions
Some companies believe that scheduling more meetings can compensate for the lack of face-to-face interaction, advocating for increased "check-ins," "flash meetings," and other similar gatherings as part of professional integration. However, expatriates often find these frequent, albeit brief, meetings to be a source of stress. Similarly, many dread the buildup of emails and chat messages. Opening one chat to say "hello," another to announce a break, and yet another for a "virtual lunch" filled with emojis signaling the end of the day can be overwhelming. It's crucial to recognize that replicating in-person interactions in a remote environment is not always feasible or effective.
Enhancing professional integration of expats in remote work arrangements
Remote work presents clear drawbacks, such as requiring more autonomous work, which may not be suitable for all personalities. Companies should allow for a flexible adaptation period for expatriates, adjusting organizational tools as necessary to meet diverse needs. Effective remote work organization must be adaptable, ideally considering the individual personalities of each remote worker. This is typically more feasible in small to medium-sized companies. In contrast, in multinationals, expats often find their interactions confined to their immediate work circle, limiting their integration. Recognizing and addressing these challenges is crucial to improving the structure of remote work, especially considering its evident benefits such as increased productivity, time and energy savings, enhanced autonomy, flexibility, and better concentration.
Fostering trust and valuing expatriate work in remote settings
Remote work hinges on a strong trust relationship between managers and expatriates, who need to feel valued in their roles. This sense of value significantly influences their professional integration, motivation, and commitment to the company. Building a close connection remotely is achievable through open dialogue and implementing appropriate organizational tools. Remote expatriates mustn't feel isolated from onsite employees. Effort must be a collective endeavor, involving company management, onsite workers, and remote workers.
