Self Care for Expats: Part Four – Embracing the Culinary Culture

Self Care for Expats - Embracing the Culinary Culture

Food is an integral part of our daily life. When you move abroad, sampling the local cuisine can be an exciting and exotic sensory experience. Your new location may present you with the opportunity to try new spices, meats, fish, vegetables, grains and desserts, to name a few. Your destination may also have different eating schedules than you’re familiar with (like late lunch times or after-dusk dinners) as well as styles of food preparation that you’re unaccustomed to. By all means, enjoy the various feasts you find before you! But sometimes we also crave food from “home,” as well as may have food allergies to take into consideration. Use these quick guidelines to manage the culinary adventure you’re about to embark on.

Embracing the Culinary Culture

If you’re a foodie by nature, trying new foods is a welcome task. If you’re not so open-minded when it comes to food, try to adopt an adventurous approach as you sample the local fare of your new city. Sometimes the food is familiar, just presented in a way or time you’re not used to, such as the case in Melbourne where they put baked beans over toast or in Laos where they eat noodle soup for breakfast. Adopt a curious stance to it all and give it a shot. You may discover some new favorite dishes that you start to eat regularly. And the worst thing that happens if you don’t care for something is – you just don’t eat it again!

Food Sensitivities & Allergies

More and more people are discovering food sensitivities and are making a concerted effort to integrate that knowledge into their daily eating. Introduce a new culture and location and it can be tempting to loosen up the reigns on your diligence. That’s understandable. There is going to be an adjustment period as you experiment with different foods and see how your body responds. If you know you have food sensitivities, however, try to exercise some restraint when eating out as you often can’t be sure exactly what is in the food. There’s no quicker way to kill the buzz of exploring a new place than to be home sick with a stomach ache because something you ate didn’t agree with you!

A good strategy is to find your local supermarket as soon as you can upon arriving and stock up on some trusty staples you know you can comfortably eat. Make that the base of your eating and then plan some special meals out. Before going, check if the menu is online, and see if there are meals that look compatible with your restrictions. If the menu is not online, you can call ahead, explain your restrictions and see what they say.

This is another time when language training will save you as you’ll be able to communicate effectively about what you need to eat. You can also bring a friend who is more comfortable with the language and can inquire in person when you are sitting down to eat. Special note: if you have a full-blown food allergy as opposed to a food sensitivity, you’ll obviously want to take special precautions to avoid those foods altogether. If you require an epi-pen or a histamine, pack those before traveling.

Craving Comfort Food

As much as you may be enjoying the new fare, at some point you’ll crave a familiar food from home. It could be Cheetos, Mountain Dew, or sour cream (all foods that my coworkers seemed to crave after about six months of living in a new country). You have a couple of options. The first is to attempt to recreate it yourself from scratch with a tried and true recipe. The second is to try to find it locally. The last option is to have it shipped, either from an online retailer, a sympathetic friend, or family member back home.

The World is Your Oyster

Make the most of your time abroad and sample what you can. Food is a great way to connect to your new home and feel as though you’re getting integrated, as well as step out of your comfort zone. After all, variety is the spice of life!

Fluency Corp can help your employees and their families assimilate to their country, city and neighborhood through private English lessons in-home, in-office or wherever is convenient for you. We streamline the language learning process so the success of international relocations is greatly increased. For a free consultation, contact us at getfluent@fluencycorp.com or (800) 401-3159. Read success stories at fluencycorp.com/testimonials/.

How U.S. English and British English Differ

How U.S. English and British English Differ

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On July 4, 1776 — almost 243 years ago — the Continental Congress approved the United States’ Declaration of Independence from Great Britain. But American English was on a path to independence from British English even before that.

You may have heard the famous quote that the U.S. and Great Britain are “two nations divided by a common language.” But the divide between British English and American English actually affects people from other places, too.

As providers of corporate language training, here’s how we see that play out. In many non-English speaking countries — including China, India and European nations — it’s common for people to learn English in school. Usually, that means they’re learning British English. When someone who has studied British English as a second language later comes to the U.S. to work, they’re often surprised by how much trouble they have understanding others and being understood themselves. Even though they’re proficient in English, they discover that American English is a very different language.

Our goal is to help them understand English as it’s actually spoken in the U.S. and to develop an accent that’s more easily understood by native speakers of American English.

Since July Fourth is coming up, we wanted to take this chance to look at the differences between British English and American English and share a few tips to help English speakers from other countries feel like they were born in the U.S.A.


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Please include attribution to FluencyCorp.com with this graphic.nnnn

Sound More Like a Native U.S. English Speaker

 

If you’re realizing that your past American accent training hasn’t done enough to prepare you for daily life in the U.S., we want to point you toward another article from Fluency Corp that will be helpful: How to Ask for Accent Training.

In this article, we tell you exactly how to make the case to your boss that English accent training will help you become a more productive communicator and collaborator, not to mention a much happier, confident employee! Got more questions? Contact us for a free consultation: getfluent@fluencycorp.com or (800) 401-3159.nn

Japanese Work Culture: A Guide to Success

How We Designed a Corporate English Language Training Program

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Working with Japanese colleagues can be a wonderful experience. And you can better collaborate with them when you learn about both the Japanese language and culture. As an island country, Japan had a period of isolation that solidified its cultural practices. Today, this long-standing culture, rich in tradition and poise, sets the tone for Japanese work culture.

If you will be working in Japan or even meeting with Japanese clients or colleagues in your own country, here are some useful tips.

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1. Introduce yourself formally and respectfully.

Pass your business card to a Japanese person using two hands. Turn the business card to be facing the person you are passing it to. Give a slight bow of the head to show reverence. Japanese people are known to greet with a basic introduction and a bow, but will acclimate to a handshake to immerse themselves into another culture. This goes for saying goodbye as well: Japanese people will walk you out to your car and bow as you are pulling away.

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2. Offer and receive small gifts.

Working side by side in the office, it is common to receive small treats or snacks from your Japanese co-workers. This is a way for them to break the ice and show they are friendly and part of the team. Walking through a Japanese office space, it is normal to see bottles of tea and deep-fried rice cakes known as senbei on desks.

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3. Communicate with care.

To better communicate in English with Japanese colleagues, speak slowly and separate your words instead of connecting them. Remember, though, that speaking louder won’t help them understand what you’re saying. If all else fails, write down your message. Japanese people usually do well with English written down for them to read. (This is true for anyone using their second language, but applies even more so for Japanese people, since their English tests are all written, not spoken). If you write down your message, they can grasp the idea more easily or put it into a translator.

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4. Try this “magic phrase.”

Want to truly impress a Japanese client or co-worker? At the end of the day or just passing them in the hall, say “Otsukaresama desu.” This signifies that you appreciate their hard work. Saying it is a common practice when leaving the office.

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5. Join the party.

On to more festive topics! The Japanese have many work parties. More formal parties celebrate things like the start or end of the year or a retirement or wedding. And then there are more casual parties known as “nomikai” where they can show off their singing skills at karaoke and drink until it is bedtime. It is customary to stay at the party until the head boss goes home.

In the end, the best thing to remember is to enjoy learning about a new culture and realize that this opportunity is unique and exciting. Your Japanese colleagues will be loyal to their co-workers and enjoy a laugh with you during and after work.
When you take the time to get to know each other, collaborating with them will be one of your most rewarding work experiences.

If you plan on relocating to Japan or making trips there frequently, Fluency Corp recommends taking at least 100 hours of Japanese language training. Learning some of the language of your clients or coworkers will show them great respect and will make you stand out. It will also transform your relationship with them and even how you see the world around you. Fluency Corp will be happy to ensure you connect with your Japanese colleagues or clients. Contact us for a free consultation at getfluent@fluencycorp.com or (800) 401-3159.

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Moving to the USA for Work: How to Adjust

Moving to USA

nnDid you catch our recent article about the Altair Global survey on employee relocations?nnOne of the many fascinating findings of this survey was that employees who relocated to the U.S. felt that others underestimated what a big adjustment this was for them.nnWe get why this happens. The employee has been working for the company for 5+ years, but not necessarily for the company in the USA. Same company, different country, still means a big change is coming for that employee.nnAltair has some great recommendations for helping international employees adjust to the U.S. Those tips include treating them as new employees rather than as transfer employees, helping them network with other expats and holding more programs such as roundtables and brown-bag lunches to provide information and support.nnAs corporate language trainers who have helped many international employees adjust to life in the U.S., we wanted to chip in with our own advice and recommended reading. This article should come in handy for both expats in the U.S. and for the local employees who work with them.nn

Expat Resources By Country

An expat’s questions about or challenges with U.S. culture depend to some degree on the country they’re from. If you’re an international employee who’s new to the U.S., find your home country on this list and then check out the suggested articles. U.S. employees can choose the country their expat colleagues hail from to learn more about their perspective and how you can best help them adapt to U.S. culture.

  • CHINA

    If you’re a Chinese expat in the U.S., detailed directions from U.S. colleagues might make you feel micro-managed. Chances are, though, that your American counterparts are just trying to be helpful.

  • FRANCE

    We like International Business Seminars’ comparison of the different business cultures in France and the U.S. For example, Americans “become one” with their jobs while the French are more likely to separate their private and work lives.

  • INDIA

    Indian expats might discover less hierarchy in the U.S. than they’re used to at home. Your U.S. colleagues might also sound informal to your ear, and some of your questions might seem overly direct to them.

  • JAPAN

    Interpro points out some common differences that Japanese and American colleagues should understand about each other. For example, Americans tend to be more direct, and Japanese people may hesitate to speak out against a consensus.

  • MEXICO

    In our guide to doing business in Mexico, you’ll find some tips about the differences American and Mexican colleagues might discover about each other. For example, Mexican expats in the U.S. might find that meetings and business lunches are shorter and more direct than what they’re used to.

  • SPAIN

    If you’re from Spain and working in the U.S., you’ll want to read up on the different attitudes your American colleagues have about lunch and coffee breaks. The pace of U.S. life and business might also feel a little rushed to you.

  • SOUTH KOREA

    Depending on your field, you might find that your work wardrobe feels overly conservative compared with what your U.S. colleagues wear. Gift-giving as a part of business is another point of cultural difference.

Additional Cultural Resources for Moving to the United States

Finally, we want to steer you toward some additional resources we created ourselves:

  1. First, our guide to U.S. culture is a great starting point for more research, whether you’re relocating here yourself or you’re looking for ways to help expat employees.
  2. If you’re based in the Lone Star State (as we are here at Fluency Corp), you’ll want to check out our ideas for helping expats feel at home in Texas.
  3. And whether you’re an expat or a local employee who works with expats, we recommend reading our post on English you can’t learn from a textbook. Expats, your takeaway here is that any English classes you take must teach the language the way it’s really spoken — including slang and local idioms. If you work with expats, remember that they might not understand phrases and expressions you take for granted (like “putting the cart before the horse”) and that you can help them understand more by using simpler, clearer language. To be super-helpful, take a second to explain to international colleagues what an unfamiliar word or phrase means. They will be eternally grateful!

One of the most effective ways to understand U.S. business culture is to practice English with a professional, native speaker. To talk more about language training for you or for expats at your company, contact us for a free consultation: getfluent@fluencycorp.com or (800) 401-3159.nn

International Employees Need Language and Culture Training, Studies Show

Lost Productivity for International Employees

“The inability to adapt to the host location is among the top three most commonly noted reasons as to why assignments are unsuccessful.”

– Brookfield GRS Mobility 2016 Mobility Trends Survey

If your company relocates employees internationally, you need to be laser-focused on helping those employees maintain their productivity. Your bottom line depends on it.

One of the best resources you have for enhancing the productivity of expat employees is a recent study by Altair Global. Altair is a global mobility services company. According to CEO Chad Sterling, Altair wanted to find out more about “the hidden cost of relocation on employee productivity.”

So the company started doing research on what really affects productivity when an employee is relocated and how that loss of productivity can impact a company financially.

The Altair survey’s findings are fascinating. They point to some huge gaps in support for relocating employees — gaps that end up costing companies money. We’re also excited, but not surprised, that the study strongly affirms the business value of language and cultural training for employees who are relocating internationally. So let’s take a deeper dive into the results.

About the Altair Survey on International Relocation

First, a little background. According to Altair, the survey had three goals:

  1. Identify the areas that have the biggest impact on productivity for employees who relocate internationally.
  2. Measure the effect of those factors on workplace productivity and the ROI of international relocations.
  3. Translate the findings into action steps that employers can use to boost the productivity of relocating employees.

Altair conducted the survey between late 2016 and early 2017. The 149 people surveyed came from 12 corporate participants. All of the respondents had completed an international relocation within the previous six to 12 months.

Among the respondents, there were 52 different departure countries and 32 different destination countries. The top departure country was the U.S., with 30 of the respondents moving from there. The U.S. was also the top destination for moves, with 54 of the survey respondents relocating there.

Respondents came from all age groups. The top two were 35- to 44-year-olds (40 percent of respondents) and 25- to 34-year-olds (30 percent).

Altair asked the participants about different aspects of their relocations. The respondents rated each aspect on how distracting it was and how much time it took away from their jobs. “High-impact events” cost employees three or more days (combined) of productivity. “Low-impact events” led to fewer than three days of lost productivity.

The High Cost of Lost Productivity

Now let’s get to the question that’s probably most on your mind: What is the cost of lost productivity during international relocations?

First, let’s be clear that there’s no way to avoid some downtime when an employee moves overseas. But the total lost time, and the cost of that time, is probably more than you would imagine.

The employees that Altair surveyed experienced an average of 6.5 high-impact events on their work. Remember, those are events that cause a cumulative three or more days of lost productivity. When you factor in the low-impact events as well, the average employee who makes an international move loses just over 39 days of productivity, Altair found.

Now let’s say your company is relocating 100 employees internationally, with each of them losing 39 days of productivity. You’re looking at a financial impact of $4 million.

The Biggest Productivity Drains

So how can companies avoid losing so much productivity (and money) when employees relocate internationally? To answer that question, let’s first take a look at the high-impact events that cost employees the most productivity during an international move during the first month or two. According to Altair, the top 10 are:

  1. Finding a new place to live.
  2. Setting up their life in their new home — getting a driver’s license, bank accounts, etc.
  3. Navigating the immigration process.
  4. Figuring out what the international move means for them financially.
  5. Moving their stuff to their new home.
  6. Deciding whether the relocation makes financial sense in the first place.
  7. Getting the kids in school.
  8. Becoming a part of a new community — making friends, figuring out where to shop, etc.
  9. Deciding whether the move makes sense for their personal situation.
  10. Selling their home or terminating their lease in their departure country.

Companies aren’t leaving employees on their own to deal with these challenges. In the Altair Survey, 92 percent of respondents said their companies offered destination services/settling-in assistance. And 89 percent said they took advantage of the relocation help they were offered.

Now here’s something interesting. Only 36 percent of respondents said destination services/settling-in assistance highly improved their productivity. Twenty-six percent such programs moderately improved their productivity and 18 percent said their productivity was somewhat improved. This is where companies focus their spending on relocation, so you’d think those numbers would be higher. What’s going on?

Language and Cultural Training Are Often Overlooked

We believe the answer to that question lies in Altair’s findings on language and cultural training:

  • 43% of respondents said their company did not provide language training for them in connection with their move.
  • 53% said their company did not provide language training for their family.
  • 34% said their company did not provide cultural training for them.
  • 46% said their company did not provide cultural training for their family.

When you also factor in the fact that some employees (and their families) did not participate in programs that were offered, you get these numbers:

  • 30% of employees received language training themselves.
  • 25% of employees’ families received language training.
  • 35% of employees received cultural training themselves.
  • 36% of employees’ families received cultural training.

There’s a big difference in the number of companies offering destination services/settling-in assistance and those offering language and cultural training (as well as a gap in employee participation).

That’s a missed opportunity. Altair found that employees “that were offered/provided and took advantage of the destination services/settling-in assistance, as well as the cultural and language training services, expressed a greater level of satisfaction and a higher level of work productivity as a result.”

It All Comes Down to Fluency, Both Communicative and Cultural

That makes a lot of sense when you think about it. Take a look back at the list of events that have a high impact on employee productivity. Many of these situations — like finding a place to live or setting up your bank account — get a lot easier when you have more understanding of the language and culture of the country where you are moving.

But we also want to emphasize the long-term productivity benefits of language and culture training (which Altair said they would try to focus on in the next study). Completing the initial work of getting the employee and their family settled does not guarantee that an international relocation will be successful.

After the move is done, an employee will be more productive if they and their family know how to conduct their daily lives in their new country and if they are forming meaningful connections and community there. And all of that depends on their language and cultural training.

“When these services are offered in conjunction with destination services and settling-in support, the overall assimilation experience is enhanced and the opportunities for success even greater,” Altair writes.

In the Brookfield GRS Global Mobility 2016 Trends Survey, they found that …“over a quarter (26%) of the assignees going abroad to take leadership positions do not possess the necessary skills for a leadership role in the host culture. In addition, nearly one in five assignees (18%) experience notable difficulty in adapting to the host location.”

Feeling genuinely at home after an international move also makes all the difference in whether or not an employee decides to cut a relocation short. And failed relocations are a whole other financial drain on your company!

They further state that, “…adaptation issues can lead to diminished performance – in some instances assignment failure, as well as potential attrition, either on assignment or post repatriation. The inability to adapt to the host location is among the top three most commonly noted reasons as to why assignments are unsuccessful.

Ensuring that intercultural training and skills are consistently provided to assignees and the accompanying families are foundational steps to reducing the number of assignees experiencing difficulty adapting to the host location and business environment.

Mobility leaders are in a good position to leverage their understanding of the cost of assimilation support versus total assignment cost and to educate their organizations about the benefits of a greater use of these resources.”

Relocated employees don’t go home because of the wrong house, but they might go home after 1.5 years of feeling they are in the wrong country due to not being able to assimilate with language and culture (i.e. the people all around them). It has serious effects on work productivity and the family.

How to Help Relocating Employees

Based on the survey results, Altair offers a number of recommendations on how to minimize productivity loss caused by international relocations.

Of course, as corporate language trainers, we agree with this one 100%:

Encourage participation in cultural and language training in addition to destination services. Consider mandating cultural training for the employee and accompanying family.
If cultural training and language training are not core components of the current international program, consider adding these benefits as core program offerings for all employees moving internationally.

When choosing how to spend your relocation money, many participants put language and culture way down at the bottom of the list, and we understand 100% why they do this. When you’re first told of a big move like this, of course your children’s education, where you’re living and your spouse’s job, is at the top of the list. You’ll think about the language part later, right?

But unfortunately, it’s often the key to making the relocation successful, so it needs to a part of the package if you want the relocation to work.

But that’s not the only valuable takeaway from the survey. We were also struck by how much employees want more help in assimilating into their new office after an international move. Altair suggests programs like roundtables and brown-bag lunches to provide information and support.

We also recommend setting up a buddy system that pairs relocated employees with local employees. The expat’s work buddy can provide all kinds of useful tips, from explaining how meetings work in the local culture to recommending where to shop.

If you are relocating employees to the United States, there are also some specific findings from the survey that you should be aware of. Employees moving to the U.S. “seemed to have the hardest time adapting,” Altair reports. Some respondents who had moved to the U.S. said that their employers had underestimated the differences they would encounter and how challenging it would be to fit in.

Remember, having an academic or professional working ability in English, doesn’t mean they’ll have an idea of how to work in the USA if they never have before.

Another factor some employees cited was that their destination services provider had never moved or traveled abroad and couldn’t relate to what they were experiencing.

Interestingly, sometimes language/cultural trainers step into that gap. Employees who received language/cultural training said their training providers often recognized needs that the destination services provider hadn’t noticed and were able to provide support and assistance.

Learn More

If you’re involved with international relocations at your company, it’s well worth your while to download the full report on the Altair survey. It’s essential reading, and the findings back up what’s long been our approach at Fluency Corp.

We provide language training from native speakers who give your employees (and their families) the real-world vocabulary they need to both be productive at work and to become a part of their community. Our instructors also become valuable cultural guides and are typically from the exact country or region that the employees are moving to. Invaluable!

To talk more about your company’s specific needs, contact us for a free consultation: getfluent@fluencycorp.com or (800) 401-3159

To Communicate Across Cultures, Be a Chameleon

Be a chameleon to communicate in other cultures

nnOne Christmas, I invited a Turkish friend to celebrate with me and my family. After a few hours of everyone playing games and making tamales together, my niece noticed something unusual about the way I was acting.nnWhy, she asked my aunt, was I talking in Turkish-accented English?nnMy aunt laughed.nn“Micah accidentally starts speaking like anyone she’s around,” she said. “She’s a chameleon like that.”nnWhen my aunt shared this with me later, I told her that I hadn’t even realized that I was speaking with an accent in my native language.nnThen I started noticing how often I do stuff like this. It’s a lot!nnBecause of my travels, I tend to mimic whatever norms are around me. If people are speaking loudly, I speak loudly. (Which is my normal state, actually. I am American, and I am Micah).nnIf people start speaking softly, I do that. If people bow to me, I bow to them. If they wiggle their finger at me in order to indicate “yes” (as is done in Mexico), I do that, too.nnIt’s not conscious, but I think I do this to make others feel comfortable.nnGuess what? It does!nnAny time you need to communicate across cultures, it helps to be a bit of a chameleon. Wherever you are, it takes more than knowing the language to be understood and to fit in. It also takes paying attention to all the other ways that people communicate and then adapting your behavior accordingly.nnThis might sound tricky, but you’re probably already more of a chameleon than you think you are. Start noticing how you show up differently with different people in your life.
For example, “work you” is probably not quite the same as “hanging out with friends you.”nnMost of us manage this shifting between our various “selves” pretty effortlessly within our own, familiar culture. We can learn to do the same thing with another culture, but — at least at first — it takes more intention. Here are a few tips to help you get started.nn

Throw Out Your Assumptions

When you mostly spend time with people of your culture, you can kind of coast through life on autopilot. You know how things work and what people mean when they act in certain ways. But when you communicate across cultures, remember that other people aren’t operating from the same playbook that you are. Take handshakes. In the U.S., if someone gives you a firm handshake and looks you in the eye, you probably form a positive first impression. But the opposite is true among Japanese people. For them, proper etiquette is a weak handshake with little eye contact.nn

Sharpen Your Powers of Observation

This can be a tough thing to do if you’re a “jump right in” kind of person, but it’s really important. Once you realize that the people around you aren’t necessarily following the same cultural norms you’re used to, the next step is picking up on the norms that they do follow. Watch and listen carefully for cues about what your behavior should be.nn

Open Your Mind

Some of what you notice might seem a little weird at first. I remember the first time I went to a party in Mexico. Every time a new person came in, they would go around the room and kiss everyone on the cheek — even if they had never met them! My gut reaction was to pull away. Why are a stranger’s lips getting so close to mine? Eek! But just because this wasn’t what I was used to didn’t mean it was wrong. In fact, kiss greetings are common in many countries around the world, so try not to pull away.nn

Mimic, Mimic, Mimic

I’ve written before about how imitating native speakers is the best way to learn a language. That’s also true for all the other aspects of communicating across cultures. At that first party in Mexico, I learned to navigate the kiss greeting by doing what other people did. And when I started working with clients from Japan, I learned to tone down my natural touchiness when I noticed that they weren’t very touchy and seemed uncomfortable when I did try to touch them. By the way, this is one of the many good reasons to study with a native speaker when you want to learn a new language. You aren’t just learning from the way they speak. You’ll also pick up on how they conduct themselves in other ways.nnNo matter how different another culture is from your own, you’ll be a more effective communicator when you remind yourself to observe and imitate. For more tips on being a cultural chameleon, I recommend checking out this episode of “The Culture Guy” podcast featuring Pellegrino Riccardi, a cross-cultural speaker and consultant. We’re also happy to talk with you anytime about how corporate language training by Fluency Corp also helps you build cultural fluency. Contact us for a free consultation: getfluent@fluencycorp.com or (800) 401-3159.nn

Self Paced Vs. In Person Language Lessons

nnIn today’s business world, it’s more important than ever to know more than one language. Luckily, though, you also have more options than ever for improving your employees’ 2nd language fluency.nnWith those options, however, come choices — choices that aren’t always easy to make. We want to help you select the right language training option for you or for your employees. So today we’re going to take a closer look at self-paced language learning options vs. learning from an instructor.nn

Self-Paced Language Learning

Language training software and other self-paced programs are well-publicized. In fact, they might be the first thing that comes to mind when you think about options for learning another language. Think DuoLingo, Rosetta Stone, and many others.nnWe love any steps that people take to become multilingual, and self-paced programs do have some advantages. If you, or the language learners in your company, have some serious schedule constraints, self-paced programs allow language study to happen any time and anywhere. They can be a good way to acquire new vocabulary, and they can give language students a chance to hear people speaking (even if their workplace is mostly monolingual).nnHowever, self-paced programs do have limitations. First, they don’t give you conversational practice. We believe that the best way to learn a language is by talking with native speakers, and self-paced programs just can’t offer that. And while you may be able to memorize some new vocabulary words through using a self-paced program, you won’t necessarily be ready to use what you’ve learned in real-life situations, and it is usually a struggle to keep up with native speakers in real life, if you haven’t had that experience before.nnFinally, self-paced language programs fall short when it comes to helping you perfect your accent in a new language. Unless you have a musical background, it’s hard to self-correct something that your ears aren’t picking up in the first place. You can be extremely proficient with your new vocabulary, but still have trouble being understood because of your non-native accent. Most adults apply the rules of their first language onto their second language, which is only human. You work with what you know, which are the sounds of your first language. For example, when Japanese is written using the Latin ABCs, they use R’s where English speakers put an L, but as we all know, R and L are not the same sounds, but how would they know that? This sound is heard as the same in Japanese, which is why it is so challenging for Japanese speakers to pronounce – they simply can’t hear the difference.nn

Language Training from an Instructor

If it’s at all possible with your schedule and budget, we recommend opting for customized language training from an instructor you work with either in person or online. As a language training provider for companies such as Google and Samsung, we’ve seen the powerful advantages that come from working with an instructor:

  • Students are more accountable. If you’re learning a language on your own, you could skip a lesson and no one would be the wiser. And it’s easier to spin your wheels without making real progress. (Think buying a gym membership and how often you use it, as opposed to hiring a personal trainer, and making sure you’re there for your appointment private trainer session). When you learn from an instructor, you’re less likely to bail on your lesson since it involves a commitment to another person. Additionally, your instructor knows your goals and will help you stay on track toward them.
  • Conversational practice just works better. You didn’t learn your first language by studying it in a book, listening to recordings and conjugating verbs. Instead, you just got in there and tried it in conversations with your parents and other caregivers. People corrected you when you messed up. When you didn’t know the word for something, they told you. They taught you the vocabulary you needed for all the activities of your life. Learning from an instructor works the same way. Through conversation, you acquire the real-life language skills you need for the relevant conversations you’ll be having the next day or next week.
  • Accent training is easier. You could practice endlessly with a self-paced program without ever finding out that your pronunciation of certain words is just a little bit off. When you work with an instructor, you can improve your accent by watching their mouth and mimicking what they do. And did you know the SCHWA sound is the most common sound in the English language? You’re probably saying to yourself, ‘What the heck is a SCHWA?” This is what your language instructor knows.
  • Lessons include culture, too. Learning a language from a native speaker doesn’t just teach you vocabulary. Your language teacher can also become a cultural guide. They can let you in on the etiquette of doing business in your new language. And if you’re relocating, they can teach you about daily life in your new culture. I know your employees will have a million questions, and it’s not always easy to ask coworkers. The relationship and comfort that forms with your language instructor will break down those barriers and allow your employees to learn and ask uncomfortable questions with ease.
  • Friendship enhances learning. Language instructors spend two to five hours per week with their students, either in one-on-one or small-group classes. So it’s only natural that they become friends. Building a relationship also builds students’ fluency. The most fluent people we’ve encountered say they ‘made a great friendship’ with someone who spoke the language they were wanting to improve. This led to countless hours of discovery, dinners, conversations and in-depth relationship-building time needed for fluency to flourish.

For all of these reasons, we’d especially encourage language learners (or the colleagues who are coordinating training for them) in situations like these to choose classes with an instructor over self-paced programs:nn· You’re in a high-stakes position.
· Collaboration across cultures or in your non-native language is a major part of your job.
· You’re relocating to a new country that speaks a different language and want to be able to at least say the basics.
· You already have a high level in your new language, but your accent keeps you from being understood.nnAt Fluency Corp, we offer in-person and online corporate language training taught by native speakers. We’re always happy to talk with you more about how an investment in language training pays off many times over. Contact us for a free consultation: getfluent@fluencycorp.com or (800) 401-3159.nn

Let’s Get Real About Expats & Mental Health

Expat Mental Health

nnWhen you think about living and working abroad, what do you picture? I’m betting you imagine lots of adventure and learning. And you probably do know that there’ll be some culture shock at first. But if you’ve never been through an international relocation, you may not realize the serious, long-term mental health challenges that expats face. Sometimes the hardest part of a relocation comes after the culture shock wears off.nnNow don’t get me wrong: I believe that living and working abroad is an enormously positive experience. But expats have to be mentally healthy enough to reap the benefits of their time overseas, and it can take its toll on anyone. And that takes some serious planning, intention and self-care — by both expats themselves and their employers.nn

What causes Expat Mental Health Issues?

It’s clear that many expats don’t anticipate just how much moving abroad will shake them to the core. According to a survey of Aetna members, just 6 percent were concerned about mental health issues before they moved overseas. At the same time, though, Aetna found that mental health claims were on the rise around the globe and that 56 percent of expats self-reported signs of anxiety and depression. And since the number of people going on global assignments is expected to increase 50 percent by 2020, that means that expat mental health will be a growing issue.nnWhy are expats so vulnerable to mental health challenges? Experts cite a number of reasons. And many of those reasons match up with my own experiences back when I was an expat working in Mexico.nn· Expats are often isolated. “Part of the reason expats are more susceptible to mental health issues is the absence of the family and friends network they relied on for support back home,” says Dr. Mitesh Patel, medical director of Aetna International. Facebooking and Skyping with your loved ones back home can only go so far. You need regular face-to-face contact with people who care about you. But expats often have trouble building a new support network after they relocate internationally. That’s especially true if they aren’t fluent in the local language.nnThat was definitely the case for me when I was working in Mexico. I lived alone in a small town where there was only one other American. Even though I had studied Spanish in school, I still couldn’t communicate well. I struggled to connect with others, and I was deeply depressed.nn· Pre-existing mental conditions can get worse. Mental health disorders affect one in four people. So it stands to reason that about a quarter of all expats are already dealing with an issue that affects their mental health even before they move overseas. The stress of an international relocation can make these conditions worse.nn· International moves can strain families. Some expats relocate overseas with their families. The upside of this is a built-in support system. But the downside is that an international move with family members creates its own set of issues. For example, the spouse of an expat employee might become depressed when they have trouble finding work or adjusting to suddenly not working, or even completely halting their career path. That puts strain on the relationship and increases the expat’s own chances of depression.nn· It’s just hard. Adjusting to a new language and culture is a lot of work. And that wears you down. Life activities that used to be simple are now a major challenge. In Mexico, I had to get used to standing in line three or four hours just to pay my electric bill. (How I missed online auto-pay!) I learned that the most common way to call out of country was using a calling card. But when I needed one, I had trouble explaining what I wanted to the store clerk. Daily stresses like these add up, especially when you aren’t anticipating quite so many of them!nn· The experience doesn’t match what you imagined. The difficulties of navigating life in another culture can be especially painful if you’ve been imagining that your international relocation would mean adventure and an escape from your usual routines. After the initial excitement wears off, your unrealistic expectations collide head on with reality: You still have daily routines. But now they’re harder. Ouch. On top of that, you may feel self-conscious about reaching out for help because everyone is telling you how lucky you are to have this cool international job.nn· Physical health affects mental health. Another source of stress is how your body responds to life in a new country. In Mexico, I had bouts with dengue fever and mild typhoid fever. When you’re drained physically, it’s easy to become mentally drained as well.nn· Seeking help is more difficult. I don’t want to downplay how much of a challenge it is to get good mental health care even in the U.S. You have to find a provider that’s the right fit for you and then hope that they’re covered by your insurance or that you can otherwise afford them. Now imagine trying to do the same thing in a country that has fewer mental health care providers overall — or few to no providers who speak your language. Also consider that many of us feel intimidated or insecure around healthcare providers even when we’re at home. That’s true for me, even though I’m typically loud and outgoing in other circumstances. Using my second language to try to explain to a doctor what was going on with me made me even more hesitant to speak up.nn

How Companies Can Help Expat Employees

Although my time in Mexico transformed my life for the better, I also have to admit that I barely survived it, and to be honest, I went home 9 months earlier than expected. And the bar for a successful relocation has to be a lot higher than “I survived”! So what can we do to address the hidden crisis of expat mental health?nnIf your company sends employees on overseas assignments, this issue absolutely has to be a priority for you. A Relocate Global editorial by Dr. Patel, the medical director of Aetna International, sums up why:nnIf an employee is experiencing high levels of stress at work, they are unlikely to be able to perform at their best each day and will struggle to stay committed to the company’s success. This affects productivity and ultimately – particularly if the international assignment fails – the bottom line.nnIn his Relocate Global editorial and in an interview with Expat Network, Dr. Patel has numerous recommendations to help employers protect their expats’ mental health:nn· Companies should have employee assistance programs that address mental health. Such programs should help employees and their families tackle issues as soon as they arise as well as pre-emptively encourage overall wellness.nn· It’s especially useful if your employee assistance program gives expats phone or virtual access to counselors.nn· Employers can also screen employees before sending them on international assignments.nn· Before sending employees abroad for the long term, give them a shorter trial period to experience what their new life would be like.nn· Promote or pay for language training to help expats and their families more quickly adjust to a new country and make new friends.nnTo that list, we’d add the following suggestions:nn· Be sure to support expat employees’ families as well with services like counseling and job placement assistance.nn· Beyond language training, expats need plenty of instruction on how their new culture works.nn· Take as much stress out of the moving process as you can. When employees don’t have to spend all their energy on logistics, they have more energy to mentally prepare for their move and for excelling in their new role overseas.nn

How Expats Can Stay Mentally Healthy

Expats can also take many steps before, during and after their international moves to ensure good mental health while they are overseas.nnFirst, Dr. Patel says, be aware of the mental health challenges that an international relocation can bring. Start seeking support before you leave and figuring out where you can find support after your move.nnRead up on expat depression and learn to recognize the signs. A great starting point is the series on expat depression on the blog The Expat Partner’s Survival Guide. Blogger Clara Wiggins collected stories from expats about how living abroad affected their mental health. She noticed common themes in their experiences with expat depression, including:nn· Lacking energy or feeling apathetic.
· Isolating yourself socially.
· Feeling negativity toward your partner or your new country.
· Experiencing tearfulness or anxiety.
· Losing interest in things you usually enjoy.
· Sleeping too much or too little.
· Eating too much or too little.
· Neglecting physical and mental self-care.
· Abusing alcohol.nnGive your expectations a reality check. Read other expats’ accounts of living in the country where you’re moving. And, if possible, meet up with them to talk in person. This should help you get the total picture of both the good things and the difficult things about your new home.nnMake a plan for staying in touch with home. With social media, it’s easy to take for granted that we know what’s going on in our loved ones’ lives. But Facebook likes and comments don’t tell the whole story, and they won’t give you the emotional support you need as an expat. If you’re not already familiar with technology that enables video calls, educate yourself on how to use it before you move. Commit to a regular schedule of communication with the people back home who are most important to you. Your first months in a new country are a chaotic time, and you don’t want to let your key relationships fall off your radar.nnHopefully, your company is providing language lessons. But if it doesn’t, pay for language training yourself. You won’t regret this investment. It’s super-helpful to start your language training well before you move. And if you’re moving with your family, enroll them, too. This is one of the most important things you can do to make your relocation easier. When you’re fluent in the local language, it’s easier to connect with others. And if you take lessons from a native speaker, they can also become a guide to your new culture.
Take care of yourself. Paying attention to your overall wellbeing supports positive mental health. A few ideas:nn· If you don’t already exercise, start adding more physical activity to your life before you move. This will help you manage stress and anxiety. If you do regularly exercise, think about how you can still find time for your workouts amid the busyness of your move.
· Get enough sleep. Even before you move, get in the habit of turning off your devices earlier to help your mind relax. If your racing mind keeps you from sleeping, keep a notepad by your bed so that you can write down your worries and get them out of your head.
· Ease your way into the local diet. You don’t have to eat like a native as soon as you arrive!nnFind ways to pursue your hobbies and interests in your new country. Doing things you love is good for your mental health, and it’s also an effective way to make like-minded new friends.nnIf you do become depressed or have other mental health challenges, remember that your experiences are normal. Reading Wiggins’ blog and other blogs by expats will quickly help you realize that others have been in your situation. I have myself, and I can tell you there’s a way through.nn

Fluency Corp: Language and Cultural Support for Expats

My own experiences as an expat inspired me to found Fluency Corp. We understand the needs of employees working abroad, and we tailor our training to help them thrive at work while building a satisfying life and nurturing support network in a new country. Customized language lessons give expats the vocabulary they need to excel at their jobs, to navigate life outside work and to make connections with others. And because our experienced instructors are native speakers, they can also offer valuable guidance that helps expats and their families adjust to their new culture. For a free consultation, contact us at getfluent@fluencycorp.com or (800) 401-3159.nn

Expanding to Mexico: What Your Company Should Know

Doing Business in Mexico

nnAs the U.S. and Mexico enter a new trade deal, there’s new attention on Mexico’s role in the global economy. If your company is considering expansion to Mexico, here are a few key things to know.nn

Key Economic Facts on Mexico

· Mexico is currently the No. 15 economy in the world.
· It has the second-largest GDP in Latin America.
· It is the 13th-largest exporter in the world.
· The economy is growing (albeit slowly) and unemployment is dropping.
· By 2050, it is projected that Mexico will rise to the No. 7 economy in the world.nn

Mexico Business Trends

· In October 2017, Bloomberg Businessweek reported that relocation specialists were seeing an influx of companies moving their manufacturing operations to Mexico even amid uncertainty at the time about the fate of the North American Free Trade Agreement. Companies were motivated by lower labor costs in Mexico, Businessweek reported.nn· Increasing labor costs in China are driving U.S. manufacturers to Mexico, the New York Times reported in 2014. The Times also cited statistics that outsourcing to Mexico benefits the U.S. economy more than outsourcing to China does.nn· According to Globalization Partners, a global professional employer organization, there are several reasons that companies are expanding to Mexico. The firm cites Mexico’s strategic global position between Latin America and the U.S. and Canada as well as the “thriving consumer and talent bases” that can bolster U.S. entrepreneurs in manufacturing and ecommerce.nn· The TMF Group reports that Mexico is improving its infrastructure and fostering competition in transportation, energy and telecommunications to attract more investment.nn· Additionally, the TMF group says that Mexico is making it easier to start businesses there, but some complex processes remain, such as getting electricity, registering property and paying taxes.nn· Citing “tremendous opportunities for U.S. businesses” in Mexico, the Robin Report says cross-pollination between the two cultures makes it easier for U.S. retailers to expand in Mexico vs. most other countries.nn· Another reason for retailers to expand to Mexico is the growing middle class, the Robin Report says. As malls decline in the U.S., they’re on the rise in Mexico.nn· The Robin Report also found that Mexican shoppers are tuned in to U.S. brands and want U.S.-style shopping experiences.nn

Companies Expanding their Mexico Operations

· Amazon Mexico announced plans to start offering drinks and food in an effort to grab a larger share of the Mexican market.
· Walmart recently acquired Cornershop, a crowd-sourced, on-demand delivery service operating in Mexico and Chile.
· The 2014 New York Times story cited numerous companies expanding in Mexico, including Caterpillar, Chrysler, Stanley Black & Decker and Callaway Golf.nn

Mexico’s Business Culture

Here are a few tips on doing business in Mexico from TMF Group, Export.gov, Acrecent and eDiplomat.
· Meetings tend to run longer than they do in the U.S. and to start off slowly. The most important matters often don’t come up until near the end of a meeting.
· Decisions are often made by one person instead of a board of directors.
· If you’re meeting with prospective business partners in Mexico, be sure to dress professionally.
· Be prepared for some long business lunches and to talk about other topics before the conversation turns to business.
· Mexican business etiquette involves tactful and often indirect phrasing.
· Overly aggressive negotiating isn’t effective. You’ll just be considered rude.
· In most parts of Mexico, it’s OK (and even expected) to be late to social events but not to business or government appointments.
· Confirm meetings multiple times.
· Most Americans know that “mañana” translates to “tomorrow” in English. But in Mexico it’s often used to refer to mean “in the near future.” So it’s a good idea to make sure everyone is on the same page about timing.
· Expect a little less personal space than what you’re used to in the U.S.
· Don’t stand with your hands on your hips or in your pockets.
· Don’t try to make deals over the phone. In-person meetings are better.
· Your Mexican counterparts will appreciate any attempt you make to speak Spanish and regard it as a sign of goodwill. They’ll also appreciate any knowledge you show of Mexican culture.nn

Prepare to do Business in Mexico with Fluency Corp

Fluency Corp’s home state of Texas is a neighbor to Mexico. Our corporate language training offerings have helped companies such as American Airlines, Ferrovial and Prevarian successfully do business in Mexico and/or with Spanish-speaking employees. Fluency Corp founder Micah Bellieu has worked in Mexico herself and created her unique approach to language training based on her experiences there. Our experienced, native-speaker instructors can work with your employees in person or online to teach them the Spanish they need for their work with your Mexico operations. Your employees will learn Spanish as it’s really spoken in Mexico, and their lessons will focus on the specific vocabulary and phrasing they need for their jobs. Fluency Corp instructors also serve as invaluable guides to Mexican business etiquette and culture. For a free consultation, contact us at getfluent@fluencycorp.com or (800) 401-3159.nn

Learning English as a Second Language: The Most Frequently Asked Questions

Learning English as a Second Language: The Most Frequently Asked Questions

We get a lot of questions from companies that are considering English language classes for their employees. We know that choosing whether to offer training and selecting a firm to provide it are big decisions. To make the whole process easier for you, we collected and answered some of the most frequently asked questions about English language training.

Who should study English as a Second Language?

Since English is the global lingua franca of business, just about anyone would benefit from developing their ability to do business in English. But English language training is especially important for the following groups of employees:

  • Those who are relocating to an English-speaking country.
  • Those who collaborate regularly with English speakers, whether in person or remotely.
  • Global leaders in your company.

Do employees who studied English in school still need English training on the job?

While these employees are benefiting from the English skills they already have, company-provided training can bolster their job performance even more. English classes during their school days probably did not give them the specific vocabulary they need for their jobs. It’s also unlikely that they built enough fluency to feel fully at ease working with native English speakers, who will speak more rapidly than your employees are used to and have an accent they likely have never heard. You can even customize the training you offer so that your employees learn the specific idioms and slang used by the English speakers they work with.

What results can we expect from English classes, and when will we see them?

After English training, employees often become more confident about sharing their ideas, which increases their value to your company. They also become better collaborators. Language training enhances team cohesion and reduces misunderstanding. If you are offering language training for expat employees, you increase the odds that their relocation will be happy and successful.

While building fluency is a process that happens over time, improvements start happening sooner than you might imagine. Our students show measurable improvement with two hours per week of one-on-one training, and managers report noticeable language skills improvement within just 10 hours of training.

Can’t we just use software to help our employees learn English?

While we support any effort to offer corporate language training, we also have to caution you that there’s simply no comparison between learning English from software and learning it from a real, live instructor. Working with an instructor mirrors the way we acquired our first language: imitating and interacting with native speakers. Language students who learn from an instructor are also more accountable, supported and emotionally invested, not to mention, they can ask questions relevant to their job and get customized lessons that make every minute count towards improving communication at work.

What are the most important things to consider when choosing an English language training provider?

First, ask questions about the company’s instructors. The best instructors are native English speakers who have experience with teaching adult professionals. It’s also a plus if they are TEFL certified (but not a deal-breaker if they aren’t). Years of experience teaching is more important than a certificate!

Next, learn what the trainer’s classes are like. You want your employees to get a lot of speaking experience any time they meet with their instructor. Around 70 percent of class time should be devoted to speaking – not lectures, but rather the student should be speaking 70%. This speaking practice should include role-playing conversations they’re likely to have in English at work and outside the office. Speaking practice should not be vocabulary drills.

How can we help employees who are studying English learn faster?

Your support can make a big difference! If your English learners are expat employees, start a buddy system that pairs every student with a colleague who’s a native English speaker. Work buddies can help give your English learners additional conversation practice. They can also become guides to the local culture by doing everything from explaining regional idioms to giving advice on schools, shopping and other services. Grabbing lunch once a week will make a HUGE difference.

We hope this guide addressed your questions about corporate English language training. Wondering about something we didn’t cover? Get in touch with us: getfluent@fluencycorp.com or (800) 401-3159. We also offer a free consultation to talk more about your company’s specific needs.