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Improve packages for offshore workers

According to a 2015 survey conducted by HSBC, the UAE, Qatar, Bahrain and Oman were ranked among the top 10 popular destinations for expats to relocate.

With increased global connectivity, expatriation today has become a lifestyle more than an economic obligation as employees proactively pursue international assignments to further their career and personal growth.
Even though the Middle East has witnessed its share of economic challenges and geopolitical tensions, globally mobile employees continue to migrate to this part of the world - specifically to the GCC region - to tap into its attractive job market and benefit from a stable and refined economic and political landscape.
According to a 2015 survey conducted by HSBC, the UAE, Qatar, Bahrain and Oman were ranked among the top 10 popular destinations for expats to relocate. Expatriates cited generous employment packages with high levels of health and medical benefits, relocation assistance and accommodation allowances, as well as pleasant working conditions and ease of saving money as their reasons for choosing to move to the region.
As expatriation increasingly becomes a lifestyle, employers will have to modify their repatriation programmes to meet the dynamic needs of their globally mobile employees. Although many have committed to balancing the needs of the business with that of expats, the fact remains that they often fall short in meeting employee expectations and providing comprehensive and tailored services for those on international assignments.
The gap between the resources employers say they provide to expats and what expats say they need for their assignments continues to be a sticking point. According to the 2015 Cigna Global Mobility report, Mena-based expats said more frequent communication, improved repatriation programmes and more emphasis on language and cross-cultural training would encourage smoother transitions.
Frequent communication
The report revealed that proactive communication at each stage of the international assignment lifecycle was critical to expats and to the success of their assignment. Mena-based expats said they required more frequent and personalised communication and periodic updates on changes in the benefits of international programmes.
Further to this, given the prevalence and advantages of digital resources, expats are increasingly looking to communicate with employers via smartphones, smart applications and social media platforms. Over half of Mena-based expats surveyed said they valued employer sponsored web resources over others. Yet, nearly half of the survey respondents (44 per cent) lacked the awareness of employer-sponsored online resources, or stated that their employer didn't offer such resources.
Coupled with the need for more flexible communication, many international employees said employers needed to spend more time developing their repatriation programmes.
The survey further suggested that even though most employers reported that they offered repatriation programmes, disconnects on repatriation persisted, with only slightly more than half of Mena-based expats saying their employer provided a formal repatriation programme.
In addition, more work needs to be done in the area of language and cultural awareness training to ensure expats settle in more comfortably. Sensitivity to local customs and traditions can have a profound impact on business relationships in the Middle East.
Cultural training
It is, therefore, essential that employers ease the transition for foreign nationals who settle into these regions. Nearly a third of expats in the Mena region said their employers were less likely to disclose information on language and cultural training prior to their international assignment.
The report results indicate an adverse disconnect between employer services and employee needs. Many global and Mena-based expats stated that greater flexibility in benefits and services for international assignments was needed to effectively meet employee expectations.
Over the years, Cigna has closely monitored expatriate trends. With more professionals taking on three to five international assignments throughout their career, it is crucial for global employers to cater to the dynamic needs of their employees and to modify and customise relocation programmes and services. An employee that is quickly made to feel comfortable and 'at home' will emerge more productive and become an asset the employer can count on.
The writer is CEO of Middle East and North Africa region, Cigna Corp. Views expressed are his own and do not reflect the newspaper's policies.