5 Strategies to Improve Retention Rates for Foreign Workers

The success of hiring foreign human resources is determined by "retention." Appropriate measures can significantly improve turnover rates.

As the hiring of foreign human resources progresses, many companies are facing the challenge of "low retention rates."

If valuable employees who were hired leave after a short period, it not only wastes hiring and training costs but also has a significant impact on the organization.

In this article, we explain five specific points for improving the retention rate of foreign human resources.

Why Do Foreign Human Resources Tend to Leave?

First, it is important to understand the main causes of turnover.

Stress due to language barriers
Differences in culture and values
Uncertainty about career paths
Anxiety about living environment

In many cases, it is the "environment," not "ability," that causes turnover.

5 Key Points to Improve Retention Rates

① Enhance Pre-Joining Support

Retention begins before joining the company. It is important to alleviate anxieties before coming to Japan.

Support for housing arrangements
Provision of life guides
Pre-arrival orientation

By reducing initial anxieties, early turnover can be prevented.

② Clear Job Design

If job descriptions are vague, foreign human resources are particularly prone to anxiety.

Development of work manuals
Clarification of roles and responsibilities
Visualization of evaluation criteria

It is important that it is clear "what is expected of them."

③ Improve the Communication Environment

The language barrier is one of the biggest challenges.

Use of easy Japanese
Introduction of translation tools
Internal documents available in English

Rather than demanding perfect Japanese, it is important to create a system that facilitates communication.

④ Provide Career Support

If the future is unclear, employees are more likely to leave.

Presentation of promotion and salary increase criteria
Skill development support
Presentation of long-term career paths

Career design is particularly important for Specified Skilled Worker and engineering visas.

⑤ Improve Internal Culture and Acceptance Framework

It is not only about foreign human resources; a change in mindset among Japanese employees is also necessary.

Implementation of multicultural understanding training
Introduction of a mentor system
Creating an environment where it is easy to seek advice

The readiness of the "receiving side" greatly affects retention rates.

Benefits of Improving Retention Rates

Cost Reduction

Reduction of re-hiring costs
Efficiency of training costs

Increased Productivity

Accumulation of skills
Stabilization of teams

Improved Corporate Value

Becoming a company chosen by foreign human resources
Strengthened global responsiveness

Common Failure Examples

The following approaches may lead to turnover.

Giving instructions based on the same assumptions as for Japanese employees
Providing support only at the beginning
Unclear evaluation criteria
No consultation desk available

Common Traits of Successful Companies

Companies with high retention rates share common traits.

Systematized acceptance frameworks
Continuous follow-up
Promotion of cultural understanding

It is important to provide support through "systems" rather than relying on specific individuals.

Our Support Services

Our company provides comprehensive support for improving the retention rate of foreign human resources.

Retention rate diagnosis
Support for building acceptance frameworks
Provision of training programs
Continuous follow-up

👉 We support success even after hiring

Frequently Asked Questions (FAQ)

Q. How much can retention rates be improved?

With appropriate measures, significant improvement can be expected (varies depending on the company).

Q. Is it possible for small and medium-sized enterprises as well?

Yes, even simple measures can be sufficiently effective.

Q. Is it difficult for someone who cannot speak Japanese to stay?

No, depending on the environment and systems, it is entirely possible for them to stay long-term.

Conclusion

Improving retention rates is an important issue for companies
Environmental factors are often the cause of turnover
Improvement is possible by implementing the 5 key points
Continuous effort is the key to success

Free Consultation Here

Please feel free to contact us for consultations regarding the retention or hiring of foreign human resources. We will propose the most suitable measures for your company.