Leveraging employee networks for global mobility success
Networking is known to provide significant career benefits to individuals, but organisations can also benefit from employee networks through their contribution to talent management and development.
Networking in the mobility context
There has been considerable academic research carried out into the benefits and drawbacks of networking in the expatriate environment. Studies have shown that without open and transparent international assignment selection systems and processes, individuals’ access to assignments has rested upon network contacts. This has had particular implications for minorities, as with fewer networks, their access to career-enhancing assignments has been reduced. In turn, this reduces expatriate diversity and the benefits it can offer organisations.Research into female expatriation, in particular, has shown that women recognise that building networks is crucial to accessing international mobility opportunities. However, as women have lower network access, this has contributed to their poor expatriation representation. Women are not unable to build networks, nor are they necessarily denied entry to networking opportunities. One explanation for women’s reduced networking is linked to their family responsibilities. These reduce the amount of time that women can spend developing network contacts. A further issue concerns men’s and women’s networks being separate. If men hold the majority of international assignment positions and know of the assignments that are coming up – and management is also male-dominated, particularly in the industries that employ the largest volumes of expatriates – this is problematic for women. It is suggested that women need to gain access to these male networks for international assignment opportunities and associated career success. This means that women actively need to develop appropriate managerial and expatriate male network contacts.Related:
How to increase diversity and encourage women to take up international assignments
Individuals and their family members report that networks can provide a hugely valuable resource for mobility information and assist with cultural integration. Indeed, networking among mobile professionals has proved so successful that many worldwide, regional and local networking expatriate groups now operate from which relocating personnel can benefit. By drawing upon the diversity of the networking group’s membership who share information and experiences, individuals and their families report experiencing a depth of learning that significantly assists them to manage cross-cultural transitions.
Leveraging employee networks to improve organisational success
Organisations can reap several benefits by leveraging employee networks. For example, organisations wishing to foster expatriate diversity might consider setting up and supporting networking interventions that help to integrate all minorities, thereby widening the talent pool for future international mobility. Employees who previously may not have considered an international career can learn from those who have had such experiences, potentially resulting in their increased interest in working abroad. There can also be a role for networks aiming to support specific minorities. Women’s networks that offer support and advice to women entering masculine cultural environments can be extremely beneficial. Women considering undertaking an assignment in such an environment can gain first-hand information and encouragement from other female staff who have already been there. Networks for LGBTQ+ individuals are also known to be particularly helpful in assisting this minority group to learn about the potential environment of their international posting.Download our diversity factsheet
Organisations can also draw upon employee networks as part of training and development interventions. Current assignees hold considerable tacit knowledge about their location, cultural and work environments, and other aspects specific to living and working in a different country and organisational setting. Networking can prove particularly useful to individuals to learn more about a potential assignment, to settle in on arrival and to adjust in the first few months of their posting. Facilitating links between employees considering or about to move with current and/or returned assignees can kick-start networking opportunities that augment more formal training.Talent development and career progression can also be enhanced via leveraging employee networks. Research has shown, for example, that female assignees are concerned about the work-life balance implications of accepting senior expatriate positions. Yet women who have achieved such roles report that these do not necessarily lead to excessive workloads. To encourage individuals to accept senior international positions and potentially improve diversity outcomes across the spectrum of grades available, supporting network links across the grading structure could prove beneficial.Expatriation in itself is developmental and a series of assignments provide a greater knowledge and experience base, widening organisations’ talent pools. Networking to learn of project opportunities can help individuals to find out about positions where they can enhance their skills and then use these as the basis for future assignment applications. By supporting such networking opportunities, employers can leverage talent development.Repatriates often suffer from reintegration problems. Networking with colleagues at home while abroad can help to maintain ties and keep up-to-date with organisational cultural changes taking place. Network contacts can also help the assignee to keep abreast of job and development opportunities. By leveraging this source of repatriate support, organisations can potentially reduce their repatriate turnover and increase repatriate productivity.