Employing staff from abroad is very easy, especially with the current shortage of skilled labour. There are also many reasons to bring in staff from Eastern Europe. However, many companies also forget that it can bring its own challenges. The result is frustration and misunderstandings. That doesn't have to be the case.
What role does language play?
This is by far the biggest challenge. Employees from Eastern Europe often don't speak German well. That makes it difficult to communicate. As you can imagine, misunderstandings are inevitable.
Another point besides language is culture. There are various idioms that do not exist in other languages or that have a different meaning. The work culture can also be different and foreign employees may not be familiar with German working practices.
Many foreign workers also feel isolated or alone in a new country and find it difficult to make new friends and contacts. This is not a pleasant situation and is also reflected in their work performance.
Qualifications and degrees are often not recognised
One of the big problems for workers from Eastern Europe is that their qualifications and diplomas are not recognised in Germany. They have the same qualifications as German workers, but are simply not recognised. In the worst case, this can even mean that certain professions cannot be practised. As a result, employees naturally have fewer opportunities for promotion. This leads to frustration and dissatisfaction.
Access to education and further training is often difficult
Another problem is the access of employees from Eastern Europe to education and training opportunities. Many workers may have difficulty attending training or courses that could improve their professional skills due to language barriers or financial constraints. This can affect their career development and promotion opportunities.
How do discrimination and prejudice affect us?
Unfortunately, employees from Eastern Europe are also exposed to discrimination and prejudice in the workplace. This can manifest itself in the form of bullying, discrimination or unfair treatment and negatively impact their job satisfaction and performance. It is important that companies actively combat discrimination and promote a positive and inclusive working environment.
What support measures andöapproaches are there?
In order to facilitate the integration of employees from Eastern Europe into local labour markets, it is important that various support measures and approaches are taken. These include
- Language courses and cultural awareness training to improve communication and cooperation.
- The recognition of qualifications and diplomas from Eastern Europe in order to promote the professional development of employees.
- Promoting networking and social integration in the workplace through team-building activities and events.
- The provision of education and training opportunities to improve employees' professional skills and opportunities for advancement.
- The implementation of policies and procedures to combat discrimination and prejudice in the workplace.
Zeitarbeit International helps you to integrate employees from Eastern Europe into your company.
We help you and your staff
We have been specialising in the placement of Staff from EU countries and Eastern Europe specialised. We provide competent Engineers from abroad for your project. As Temporary work or Direct placement - We have experienced staff for you! We know what challenges there are for staff, but also for you as an entrepreneur.
We provide you with specialised personnel with the necessary certificates and qualifications. Our employees also speak very good German and are familiar with the German labour market.
We help our staff to deal with the authorities and provide transport to and from Germany as well as food and accommodation.
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