At Travel&Risk, we work to prepare international travellers to prevent and manage the challenges and dangers that can arise when parts of one’s professional life take place beyond national borders. However, it is important that organisations that send their employees on travel safety training demonstrate a genuine interest in their staff’s well-being. Here, we’ve gathered some recommendations on how organisations can further support their employees before, during, and after trips with varying risk profiles.
Employers are also responsible for the mental work environment when employees are abroad and must be aware of the additional pressure travelling staff may face. Focusing on mental well-being includes training and education in travel safety, stress management, and peer support. Employees can quickly acquire the skills to handle difficult conversations, identify stress in themselves and others, and support each other through crises and challenges.
Additionally, organisations can support travelling staff by focusing on three phases: before, during, and after the trip.
Before the trip
It creates a sense of security when employees feel that the organisation is aware of the unique challenges their work environment entails. This includes properly preparing staff for the task. It might involve travel safety courses, first aid training, or having someone accompany them on their first few trips. When travellers see that their organisation makes an effort to care for them while abroad and that leadership understands what they face in the field, it fosters confidence and resilience.
This also includes having a flexible structure or clear instructions for travel planning. These are routine tasks that shouldn’t drain energy or focus but easily can if there’s no support or simple guidance on how to approach them.
During the trip
While travelling, good communication with home and support in case of changes or unforeseen challenges is, of course, essential. If travelling in groups, tools from peer support and psychological first aid can help ensure a safe and secure experience for all participants.
After the trip
After returning, peer-to-peer tools can help the traveller reintegrate smoothly. Peer support allows for informal conversations that can assist those who’ve experienced recent trauma or those under prolonged stress, offering a gentle reminder to sort and prioritise. These tools can help the traveller evaluate their experiences, leave behind what’s no longer needed, carry forward new insights, and, in special cases, recognise the need for professional help if necessary.
Employees feel valued when employers conduct debriefings and evaluate the professional work delivered during the trip.
We’re thinking of two things here. First, the practical side: create a forum where travelling employees can share recommendations on hotels, drivers, and even good ideas for sightseeing and entertainment while abroad. Second, the formal debriefings mentioned above, where the organisation helps anchor the travellers’ experiences within the organisation. It’s important that people feel their input makes a difference and leads to change. If they share good ideas, experiences with poor travel planning, or hotels that should be removed from the list, they should be able to see that action is taken based on their feedback.
Of course, this isn’t always possible, especially in smaller organisations. Some people genuinely enjoy a travelling work life, and when it involves many travel days abroad, it’s often individuals who gain energy from cultural encounters and are curious about other countries. For these personality types, the extra challenges associated with this way of working are worth integrating into their daily routines.
It does places special demand on an employee to take on a role that involves many travel days to distant countries: they must be able to stay focused on the task at hand while maintaining an overview and connection to the tasks they’re away from. This applies whether they’re in the office keeping up with fieldwork or travelling while things are happening back home.
With that in mind, organisations can work to support what energises the traveller and shield them from what drains them. These boundaries will differ from person to person. It’s also worth remembering that there may be periods in a person’s life when travelling work is particularly appealing—or, conversely, doesn’t fit well at all. Help employees by fostering a culture where they can express where they are in life and how international travel fits in.
Contact us if you’d like to learn more about how to better prepare your organisation for safe travel through seminars, workshops, or a clear and consistent travel policy.
