Living abroad can make it harder to gauge how your work is viewed. Many expatriates feel overlooked or under constant scrutiny. Yet recognition is essential鈥攊t builds trust with managers and directly influences performance. Here's why it matters.
How does my host country define 鈥渞ecognition at work鈥�?
The meaning of workplace recognition can vary widely across cultures. On April 29, France launched a major initiative to boost employment among experienced workers. Targeting age-based discrimination, the plan seeks to address the lack of recognition that often forces older employees out of the workforce before their time.
In the United States, many 鈥渁ge-friendly鈥� companies are shifting focus toward valuing older employees on par with younger ones. Their approach is rooted in a culture of kindness鈥攁n ethos that extends beyond age and applies to all staff.
Belgium has taken a more structural approach. A national action plan now aims to improve employee well-being across sectors. The policy draws on findings from the European Working Conditions Observatory, which in 2023 reported that Belgian employees working in kind, supportive environments were more engaged, less stressed, and ultimately more productive.
Undervaluation and the rise of workplace disengagement
Gallup's 2025 highlights a concerning trend: only 21% of employees worldwide felt engaged at work in 2024鈥攁 two-point drop from the previous year. The reasons are clear. Rising workplace pressure, the looming impact of artificial intelligence, frequent company restructurings, and a widespread sense of being unappreciated are taking their toll.
The emotional consequences are significant. Among disengaged workers, 40% report feeling stressed. Others cite sadness (23%), loneliness (22%), and even anger (21%) as part of their daily experience. Stress levels are especially high in the U.S., Canada, Australia, and New Zealand (50%), closely followed by East Asia, the Middle East, and Africa (48%). In Europe, 38% of employees report feeling stressed at work.
The effects go beyond mood. Nearly half of the global workforce is now open to changing jobs鈥攁 clear signal of growing dissatisfaction. And it's not just employees who are struggling. Managers face mounting pressure from multiple fronts: tighter competition, shrinking teams, shifting performance targets, AI-related uncertainty, high turnover, and a persistent lack of recognition.
In this environment, recognition isn't a luxury鈥攊t's a performance driver. It influences motivation, productivity, and retention across all levels of an organization.
Is 鈥渨ork ethic鈥� universal? Not quite
Many people overlook this question when applying for jobs abroad. Yet the same role can carry very different expectations depending on the host country's values.
In the United States, companies often prize adaptability, risk-taking, resilience, creativity, and the ability to learn from failure. Networking also plays a key role in professional advancement. By contrast, failure still carries a stigma in many French workplaces, and risk-taking is more cautiously approached.
In Singapore, the emphasis shifts. Here, group interests and hierarchical structures take precedence over individual performance or participative management. Employees work long hours鈥攁n average of 44 per week鈥攁 norm echoed in other Asian countries like Japan and South Korea, where dedication to work is deeply ingrained.
Recognizing these cultural differences can offer clarity. Sometimes, feeling undervalued isn't about your performance but about how that performance is perceived in a different cultural context. A mismatch with local workplace norms can affect both how you're treated and how you see your own contributions.
Recognition at work: Am I meeting local expectations?
Most workers measure performance by familiar benchmarks鈥攑roductivity, creativity, and achieving results. However, as an expatriate, there's another layer to consider: the local work culture and how it shapes corporate dynamics.
Ask yourself:
- What traits are expected in your position?
- How does your hierarchy communicate with you?
- How are teams organized and managed?
- How is information shared across departments?
- Are locals and expats treated differently?
- Can you express your skills and ideas freely?
- Is creativity, initiative, or risk-taking encouraged鈥攐r discouraged?
These questions matter. The culture of your host country heavily influences how your actions are interpreted. A proactive gesture might be welcomed as adaptable鈥攐r seen as impulsive. The same behavior can earn you labels like careless, rebellious, and individualistic, or praise you as creative, pragmatic, and forward-thinking.
To avoid missteps, research the work culture before relocating. An adjustment period is inevitable, but preparation eases the transition. Don't assume that moving to a neighboring or Western country means no cultural shift. Even among Western nations, workplace norms can differ sharply. Some expats make the mistake of thinking Western cultures operate the same way鈥攂ut each has its own rules, values, and expectations.
Do I have a trust-based relationship with my manager or leadership?
Local and foreign workers often agree that feeling undervalued frequently stems from issues with superiors, such as poor communication or rigid hierarchy.
To assess the quality of your relationship with leadership, start with the basics: how does communication typically function in your company? Is this communication style common in the host country, or is it unique to your organization? Ask local colleagues or fellow expats鈥攖hey can help you distinguish between cultural norms and company-specific practices.
Key elements of trust in the workplace
Although communication styles vary across cultures, certain principles consistently foster trust at work:
- You can express your ideas clearly.
- Your voice is valued equally alongside others'.
- The hierarchy allows for open, safe dialogue鈥攊t isn't overly rigid.
- Your efforts are recognized and appreciated.
- Your individuality is respected.
- Interactions are calm and respectful鈥攜our manager doesn't raise their voice.
- You can speak openly with your manager about work challenges, including those tied to expatriation, such as culture shock or adjustment periods.
- Communication with colleagues is smooth and direct.
- You don't feel a divide between local and foreign employees.
Do I receive enough feedback on my work quality?
A lack of communication is a common concern among employees who feel undervalued. Many say they rarely receive feedback鈥攁nd when they do, it's almost always negative. Over time, this erodes confidence and leads to disengagement.
Expatriates are especially affected. Navigating a new culture and workplace, they often feel more exposed and uncertain, making supportive feedback even more essential.
Feedback quality, frequency, and format: What's normal in your company?
When it comes to feedback, two questions matter most: Is it constructive? And is it consistent? The format also plays a role鈥攈ow feedback is delivered can influence how it's received.
All three鈥攓uality, frequency, and format鈥攁re shaped by culture. In some countries, direct, face-to-face communication is the norm. In others, feedback is given in writing or passed down through formal hierarchical channels.
Constructive feedback is both helpful and actionable. It recognizes completed tasks and explores failures with the goal of improvement, not blame. But many expatriates report a different experience: they're rarely acknowledged for successes and mainly hear about what went wrong. Over time, this pattern can lead to a damaging perception鈥攖hat it's not just the task that failed but the person behind it.
This blurring between performance and personal judgment can deepen the sense of being undervalued. Some also point to silence from their managers. This may be typical in certain cultures and not a sign of poor performance. Still, the absence of feedback often feels like a lack of recognition, especially for those navigating unfamiliar cultural ground.
Things you can do if you feel undervalued at work
Many companies now recognize the importance of healthy workplace relationships. For expatriates, recognition has a direct impact on performance and well-being. Still, awareness varies widely across countries and organizations鈥攏ot all prioritize mental health or equity in the workplace.
If you're feeling undervalued, here are some steps to take before raising the issue with your manager:
Take time to reflect. In what ways do you feel undervalued? Is your work being ignored? Are there signs of discrimination? Observe your manager's behavior鈥攄o you notice inconsistent treatment between yourself and others?
Speak with someone you trust, such as a colleague. A second opinion can provide perspective. If necessary, discreetly gather witnesses or documentation to support your observations.
During this period of assessment, remain motivated and committed. Avoid giving your manager any reason to justify unfair treatment. Professionalism protects you and strengthens your position.
When appropriate, initiate a respectful conversation with a colleague or manager. Open communication helps clarify misunderstandings and reduce tension. Feeling heard can benefit not just you but the entire team.
If the issue persists, request a meeting with your manager, following local cultural norms and internal protocols. In sensitive cases, consider bringing a trusted colleague for support. The aim is resolution鈥攏ot confrontation.
If your experience involves discrimination (e.g., sexism, racism, or disability), gather evidence. Contact internal resources such as employee representatives, unions, or the company doctor. You can also reach out to external professionals, such as legal advisors or support associations.
If, despite your efforts, the situation doesn't improve, consider changing jobs. This isn't failure鈥攊t's self-preservation. Staying in a toxic environment can erode self-esteem and health. A career change can be an empowering step and a fresh chapter in your expat journey.
