Retaining foreign labor is a complex task, where many individual needs are also at play. But the companies can do something. Firstly, it is important not to treat all foreign employees the same. They come from different cultures and professional backgrounds and have different requirements and wishes. The companies will have to familiarize themselves with the individual’s needs, and this is best done by asking the person himself. But you have to be aware of how you do it.
Make a question guide
Systematic work must be done to uncover the needs, for example in the form of a question guide. It is an advantage if the company has familiarized itself with the culture from which the employee comes. For example, a third of the international employees come from Poland, which has a very hierarchical management style, and the employee will probably be reluctant to express his needs and to speak directly to the boss.
Mentors need training too
Many companies have established mentoring schemes for international employees. This is a good idea, as it can give the employee the opportunity to speak more face-to-face with his mentor, who would also be able to help with all the practical problems that come with moving to another country. Often, however, the companies neglect to train the mentors to be mentors. Being a mentor can be delicate and requires you to be aware of what you are talking about and how you are talking about it. For example, it is important that the mentor keeps the focus on the mentee and not himself, and mentors listen and do not fall in love with their own ideas.
It takes two to tango
Integration is often seen only as a matter of the foreign employees fitting into the company. As a result, the company misses out on the learning that the employee brings – for example, knowledge of a market. Integration that only goes one way also means that the employee often does not feel seen, heard and understood. Reverse mentoring, where the employee trains others in the company in his culture, can be of great benefit to both parties. The company can, among other things, give the employee the opportunity to talk about his/her previous experiences in the labor market, or about how he/she experiences Danish culture at a department meeting. As Danes, we certainly have a number of blind spots, and an outside view of these can help to generally increase openness in the company.
Language and a closed culture
One of the things you hear again and again from foreigners is how difficult it is to become part of Danish society, because many Danes are closed-minded. It is simply difficult to be invited home. Get the Danish employees who want to learn something new to open the doors. And don’t speak English if the international employee is learning Danish; then they never learn the language. It is also important to introduce the new employees to association life. It is difficult to find out for yourself, and it is often the best path to integration.
