Cross-cultural training is an essential element in ensuring the success of foreign expats in Japan, and it’s important to remember that this training should also extend to the expat’s family members. In this article, we’ll explore the importance of cross-cultural communication for expats in Japan and why their family members should also receive training.

The Expat Situation

The expat, the “main person” who is moving to Japan with their company, may be excited about the new challenge and surrounded by internationally oriented colleagues. They are usually in senior positions and the managers or senior staff they are dealing with regularly usually speak English. They might even have received some language or culture training to make it easier for them to get used to the new environment.

The Kids’ and the Partner’s Situation

For children, the move to a new country can be quite exciting as well making new friends and exploring a new city. There are many international schools in Tokyo that offer great education options for children of all ages, including American, British, Canadian, French, German, and Indian schools. With the right support and training, kids can continue their education without disruption.

This is where it gets tricky. Maybe the partner was taking care of the kids and the household but maybe they also had a career or a job they were very passionate about. They might have also been socially active and had a network of friends and family. Moving to a new country, Japan in this case, means they had to put their career on hold, leave their friends behind for their partner. That can be a serious burden for the relationship and should not be neglected. The partner is often left behind in an environment where they do not know anybody, no friends, no family, hobbies have to be reestablished and they need to redevelop their social circle from scratch. Depending on the living arrangements, their neighbors might not be able to speak English either. This can be difficult to notice for the partner who is usually quite tied up at work. It can be things that sound really simply but can turn out to be quite challenging. That includes food shopping, finding one’s way around the city using public transport, going to the doctor etc. In English speaking countries that might be rather easy but even in Tokyo, that can be a real challenge. All that can create a real sense of isolation and frustration that shows after the honeymoon phase wears off after about six to twelve months in Japan. It is important to recognize and address these challenges to ensure a smooth transition for expat partners in Japan.

The Consequences

Let’s think about why that matters for the assignment? The kids or the partner are not employees of the company after all. People try to keep work and their private life separate as much as possible but that is not always easy. The frustration of the partner can lead to serious tension at home which then in turn impacts the expat’s performance at work. Considering that they are in very senior roles more often than not, this can really negatively impact business. In some cases, it comes to a point where the overseas assignment needs to be cut short due to family reasons and not anything related to the business. Premature termination of an overseas assignment for expats, however, can be costly for both the employer and the employee. Some of the costs that may be incurred include:

1. Recruitment and training costs: The company will have to bear the cost of recruiting and training a replacement employee (either internally or externally).
2. Lost productivity: The premature termination of an expat’s assignment can lead to a loss of productivity for the company as the replacement employee may take some time to get up to speed.
3. Relocation expenses: If the expat is required to return to their home country, the employer may have to cover the cost of their relocation expenses.
4. Loss of morale and motivation: The premature termination of an expat’s assignment can lead to a loss of morale and motivation among remaining employees and of course the expat themselves.
5. Damage to reputation: Premature termination of an expat’s assignment can damage the company’s reputation, making it harder to attract future expats.
6. Financial loss for the expat: The expat may lose out on salary, benefits, and other compensation that they would have received if they had completed their assignment.
7. Career setback for the expat: Premature termination of an overseas assignment can be a setback for the expat’s career, making it harder for them to find future opportunities within the organization or outside.

Overall, premature termination of an overseas assignment can be costly for both the employer and employee. It’s important for the employer to provide support and resources to help expats to adjust and thrive in their new surroundings, and for the employee to be aware of the potential challenges and to communicate with the company to mitigate the risk of premature termination. The key point here is that not only the expat but their whole family receives support. They might not need full on coaching but basic cross-cultural orientation and support especially in the first year can substantially help reduce the risk of a premature termination.

In conclusion, cross-cultural communication is vital for foreign expats living and working in Japan. It is crucial for them to understand and appreciate the cultural differences and similarities in order to effectively communicate and work with their Japanese colleagues and business partners. By providing cross-cultural training for foreign expats and their families, companies can ensure their success and productivity in their new surroundings. So, it is essential for the companies which are planning to send their employees to Japan for business purpose or for the expats who are planning to move to Japan, to invest in cross-cultural training programs to make their transition smooth and successful.