We Assess. We Train. We Coach.
EVERYWHERE

Your global provider for intercultural solutions and partner assistance.

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We Assess. We Train. We Coach.

EVERYWHERE

Your global provider for intercultural solutions and partner assistance.

LEARN MORE

ABOUT 

NetExpat is the leading global provider for Talent Management and Intercultural Leadership Solutions, and Partner Assistance to 400+ corporate clients. We provide assessment, training, and coaching to expatriates, business travellers and non-mobile employees working on international teams. We support relocating partners with career and integration support. NetExpat was founded over 25 years ago and currently has offices in over 100 countries worldwide. Our growing team consists of over 500 experts, and we are proudly ISO 9001 certified.

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Blog

April 1, 2025
Most mobile employees accept international relocations with mixed feelings that include excitement and curiosity. However, they’re often surprised when their move comes with more feelings of disorientation than they expected. Culture shock – the feelings of confusion, disconnectedness, and anxiety that people experience while integrating into a new culture – can make it difficult for mobile employees to transition into their new assignments effectively. It can also make it difficult for their accompanying families to settle into their new home, adding further stress to your employees’ relocation experiences. It all negatively impacts employees – but it has costly negative impacts for the organization, too. Understanding the stages of culture shock can make dealing with it easier. Below, we take a look at each and offer suggestions your employees can use for navigating them. While supporting them on their journeys helps them to integrate into their new surroundings faster and with greater ease – it also benefits business productivity, organizational goals, and the company’s bottom line. Stages of Culture Shock & Suggestions for Dealing with Them
By Laurette Bennhold Samaan March 3, 2025
Between rising costs and limited budgets, it’s no surprise that many organizations turn to lump sum payments to control talent mobility spending. But is this approach effective – or can it actually end up costing companies more? In this blog post, we’ll discuss the unexpected costs associated with lump sum payment models, where they can go wrong, their impacts on the employee experience, and why managed moves benefit employees and organizations in the long run.  Perception vs. Reality: Lump Sum Payment Outcomes When organizations offer lump sum payments to their mobile employees, they're often being driven by a few assumptions. They believe that their mobile employees: Possess sufficient financial skills to manage their relocation budget Are savvy enough to procure the right relocation services/providers at the right times Have enough host-country knowledge to navigate area-specific nuances independently Will decrease the need for administrative resources by self-managing their relocations
February 11, 2025
Patricia Glasel has a rich international background, having lived in several different countries growing up. Her journey began in Gabon, where she was born, and extended across various African nations due to her father's work. Patricia's extensive experience as an expatriate has given her a deep understanding of the joys and challenges of living abroad. She holds M.B.A. an a degree in organizational behavior and cross-cultural training from Northwestern University, which has equipped her to support others in their global mobility journeys. After having lived in 11 countries, Patricia currently resides in France and enjoys sharing her experiences to help others navigate their expatriation adventures. Patricia also serves as a Foreign Trade Advisor for the French Government, providing high-level insights and support for international trade initiatives.
By Laurette Bennhold-Samaan February 3, 2025
In a competitive global market, organizations face a myriad of laws, regulations, and ethical standards. And because compliance requirements differ from one country to another, a workforce’s intercultural agility plays a significant part in a company’s ability to ‘be’ compliant in the countries they do business with. Intercultural misunderstandings can be costly, leading to safety issues, lost sales and missed business opportunities, but they can also result in hefty fines, sanctions, and even being barred from operating in key markets. Because the ability to navigate cultural differences is crucial to the success and sustainability of global organizations, cultural compliance should be a part of every organization’s overall compliance strategy. 
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