Introducing Your Company’s New Brand Ambassador: Expatriate Employees
October 10 2019 - 12:07PM
Business Wire
MetLife study shows significantly higher levels
of engagement, satisfaction, and productivity among globally-mobile
employees compared to employees who have not taken foreign
assignments
As employers across the globe continue to identify strategies
for winning the war for talent, a detailed look into MetLife’s
findings from its 17th Annual U.S. Employee Benefit Trends Study
(EBTS) found that globally-mobile employees, defined in the study
as expatriates and inpatriates, are more than twice as likely as
their non-expat peers to recommend their organization as a place to
work.
Ninety-one percent of globally-mobile employees who receive
expat benefits are satisfied with their jobs compared to 73% of
their colleagues who have not taken foreign work assignments.
Additionally, 91% of those same employees are committed to their
organization’s goals, compared with 72% of their colleagues. These
figures indicate that taking foreign assignments while receiving
benefits improves employee perception of their employer as well as
their on-the-job experience.
“Globally-mobile employees lean on strong relationships with
their employers to navigate work and life in a foreign country,”
said Ann Deugo, vice president and head of MetLife Worldwide
Benefits. “When the employer can make this a positive experience,
these employees will reward their employer with increased loyalty,
enthusiasm, and commitment.”
The case for customized benefits
Bolstering employee benefits packages has always been part of
talent retention and acquisition strategy for employers looking to
differentiate themselves. A snapshot of globally-mobile employees
indicates they are generally more educated (31% have an advanced
degree compared to 22% of their counterparts) and, 29% of
globally-mobile employees are under 45 years of age and in
executive leadership roles. Customizing benefits for this highly
motivated group should be a business priority and could provide a
long-term payoff when it comes to loyalty and productivity.
Additionally, globally-mobile employees believe, more than other
employees, that employers have a responsibility to provide personal
and family security through employee benefits. Seventy-six percent
of them state they are looking to their employer to achieve
financial security through employee benefits compared to 60% of
other employees. Becoming a globally-mobile employee means leaving
behind familiar safety nets and operating in new work environments,
so this reliance on employers for security is a high priority.
Employers will only reap the benefits of employee loyalty,
however, if their employees are aware of the benefits offered. The
study found that a perception gap exists between what employers
offer their globally-mobile employees and what these employees
think they receive. For example, two-thirds of globally-mobile
employees said they would like to receive specific support to
navigate the local healthcare system. While 64% of employers said
they offered that service, only 42% of globally-mobile employees
said they have this service as part of their benefits package.
The right approach for employers who want to further engage this
group is to customize benefits packages. Customization helps ensure
globally-mobile employees will thrive in their work and personal
lives, successfully adjust to new surroundings, and cease worrying
about support for potential health and financial security
issues.
Added Deugo, “There is immense potential for leveraging the
commitment and loyalty of globally-mobile employees. By
demonstrating enthusiasm for your brand, they become brand
ambassadors who add value to any business.”
Research Methodology
MetLife’s 17th Annual U.S. Employee Benefit Trends Study was
conducted in October 2018 and consists of two distinct studies
fielded by Engine Insights — a practice area of Engine, a
data-driven marketing solutions company.
The employer survey includes 2,500 interviews with benefits
decision makers and influencers at companies with at least two
employees, including 768 with decision makers with responsibility
for expatriate benefits at multinational companies. The employee
survey consists of 2,675 interviews with full-time employees, ages
21 and over, at companies with at least two employees, augmented to
include 454 interviews with globally-mobile employees, defined as
being an inpatriate (n=296) workers in the U.S. on a work visa or
company-sponsored assignment for at least six months, or expatriate
(n=158), U.S. citizens who have lived and worked outside of the
U.S. for at least six months.
About Engine
Engine is a new kind of data-driven marketing solutions company.
Powered by data, driven by results and guided by people, we help
our clients make connections that count—leading to bottom line
growth, an inspired workplace and business transformation. With
global headquarters in New York and 17 offices across North
America, the UK, Europe and Asia-Pacific, Engine offers clients a
vast range of marketing solutions—including insights, content,
distribution, data and technology. Find out more at enginegroup.com
or follow us @Engine_US.
About MetLife Worldwide Benefits
MetLife Worldwide Benefits has been providing personalized
solutions for globally-mobile employees for nearly 60 years.
MetLife Worldwide Benefit’s products are underwritten by Delaware
American Life Insurance Company, a MetLife affiliate domiciled at
600 North King Street, Wilmington, DE, 19801, and other affiliates.
For more information, visit metlifeworldwide.com
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version on businesswire.com: https://www.businesswire.com/news/home/20191010005676/en/
Media: Mansura Ghaffar 212-578-8733
mansura.ghaffar@metlife.com
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