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Every year, multinational corporations invest billions in global mobility programs. The standard playbook includes training in the customs, values, and communication styles of the host country. However, our meta-analysis of research on migrants, including relocated workers, suggests that cultural knowledge plays a minimal role in expats’ successful adjustment.
In a study recently published in Nature Communications, we and our colleagues conducted the largest-ever meta-analysis of migrant adaptation. We synthesized data from 1,114 primary studies covering 571,260 people, including business expatriates, international students, and economic migrants, to identify the factors that actually correlate with a successful move.
We found that cultural differences are not the primary driver of migrants’ difficulties; stressors like discrimination and navigating new systems have far bigger negative impacts. Social resources like connection and support contribute most to fitting in, navigating daily life, and functioning effectively in the new environment.
The most striking finding for business leaders emerged when we looked at who provides that support: A supervisor’s support was one of the strongest and most consistent predictors of success. It was substantially more pivotal than support from the employee’s own community or compatriots — or even their spouse or family, in many cases.
Why does the local boss play such an important role? First, because feeling connected to others and not lonely are the absolute strongest predictors of adaptation; supervisor support signals legitimacy to the rest of the team and confers belonging. Second, supervisors can clarify role ambiguity (a major stressor for expats), help an employee navigate bureaucratic hurdles, and explain the unwritten rules of the workplace. Third, a supportive supervisor fosters inclusion, mitigating perceived discrimination — the factor most likely to hurt adaptation.
The bottom line: The success of your global talent strategy doesn’t depend on how well expat employees learn the culture. It depends on how well your managers support them.