Why Employee Happiness Determines Assignment Success (New Data)

Jan de Vries · 2026-07-15

When you send an employee overseas, you're betting on their success. But here's what many companies miss: happiness isn't just a nice-to-have. It's the engine that drives productivity, retention, and actual results. Research shows that 26% of employers worry their overseas employees will be unhappy and want to return home. Another 19% fear the assignment simply won't work out. Those numbers tell a story. And the plot twist? Most of this is preventable. ### The Happiness-Profitability Connection Health and wellbeing support is more than a perk. It's a strategic investment. When employees feel supported physically and mentally, they perform better. They solve problems faster. They collaborate more effectively. And they're far less likely to cut their assignment short. The data backs this up: 47% of companies say fulfilling business objectives is their top priority for overseas workers, while 41% focus on career progression. But here's the disconnect: nearly a third of businesses (32%) don't prioritize health and wellbeing at all. That's a missed opportunity. Happy employees are productive employees. And productive employees make assignments profitable. ### The Real Risks of Ignoring Wellbeing Working abroad comes with unique challenges. Isolation. Different healthcare systems. Language barriers. Cultural adjustments. Each of these can chip away at an employee's mental and physical health. Employers worry about this. Our research found that 35% are concerned about mental health, another 35% about physical health, and 34% about personal safety. Yet 32% of businesses still don't make wellbeing a priority. That gap between concern and action is where problems fester. Here's what happens when companies ignore it: - Employees feel unsupported and isolated - Performance drops - Assignments fail or get cut short - Companies lose the time and money invested (often $100,000 or more per assignment) - Duty of care obligations go unmet, creating legal risk ### What Smart Companies Do Differently Leading employers take a holistic approach. They don't just check a box. They build systems that support employees before, during, and after their assignment. **Before the assignment:** - Conduct thorough risk assessments for each location - Provide pre-departure training on local culture, safety, and healthcare - Set clear expectations around support and communication **During the assignment:** - Offer robust health insurance that covers mental health services - Create regular check-ins with managers and HR - Provide emergency protocols and 24/7 support lines - Encourage community building among expat employees **After the assignment:** - Conduct exit interviews to learn what worked and what didn't - Use feedback to improve future assignments - Offer reintegration support for returning employees ### The Compliance Factor Different countries have different rules. Mandatory health and wellbeing support varies by region. This can feel overwhelming, especially for companies with employees in multiple countries. But ignoring it isn't an option. Expert advice helps here. Employment lawyers, global mobility consultants, and local HR partners can guide you through the requirements. The cost of getting it wrong? Lawsuits. Reputational damage. Lost talent. ### The Bottom Line Employee happiness isn't soft. It's strategic. When you invest in wellbeing, you reduce risk, improve performance, and increase the likelihood that your overseas assignments succeed. The companies that get this right don't treat happiness as an afterthought. They build it into the assignment from day one. And they see the results in stronger teams, better outcomes, and lower turnover. If you're sending employees abroad, take a hard look at your support systems. Are you doing enough? Or are you leaving success to chance?