{"id":2722,"date":"2026-09-24T11:50:28","date_gmt":"2026-09-24T02:50:28","guid":{"rendered":"https:\/\/blog.plat-clover.com\/?p=2722"},"modified":"2026-09-24T11:50:29","modified_gmt":"2026-09-24T02:50:29","slug":"%e5%a4%96%e5%9b%bd%e4%ba%ba%e5%be%93%e6%a5%ad%e5%93%a1%e3%81%ae%e9%9b%a2%e8%81%b7%e7%8e%87%e3%81%8c%e9%ab%98%e3%81%84%e7%90%86%e7%94%b1%e3%81%a8%e3%80%81%e3%81%9d%e3%81%ae%e6%94%b9%e5%96%84%e6%96%b9","status":"publish","type":"post","link":"https:\/\/blog.plat-clover.com\/en\/archives\/2722","title":{"rendered":"Reasons for the high turnover rate among foreign employees and how to improve it \u2014 Utilizing e-learning as a measure to prevent employee turnover"},"content":{"rendered":"

Why is the turnover rate of foreign employees a problem?<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n

The increase in foreign workers in Japan and its background<\/h3>\n\n\n\n
In Japan, the declining birthrate, aging population, and overall population decrease are leading to a serious labor shortage, and as a solution, the acceptance of foreign workers is rapidly expanding. Currently, there are over 2.3 million foreigners working in Japan, a new record high. This is due to the expansion of the acceptance system through the development of residence statuses such as "Specified Skilled Worker" and "Technical Intern Training." Furthermore, recruitment is progressing mainly in industries facing severe labor shortages, such as manufacturing, construction, and accommodation and food service. On the other hand, challenges due to cultural and linguistic differences are also increasing, and going forward, it will be important to not only recruit but also to provide education and create systems that look ahead to retention and success for foreign workers.\t<\/pre>\n\n\n\n
The reality of employee turnover rates \u2013 tend to be higher compared to Japanese people.<\/h3>\n\n\n\n
While the number of foreign workers is increasing, the high turnover rate remains a challenge. Statistics show that the turnover rate for foreign workers is approximately 45.9%, meaning that about half of 10 leave within a year. In contrast, the turnover rate for Japanese workers is around 15%, meaning that foreign workers tend to have a turnover rate two to three times higher. This situation leads to lost recruitment and training costs and prolonged labor shortages, placing a significant burden on companies. Furthermore, it can cause increased workload and decreased productivity. Therefore, employing foreign workers requires not only recruitment but also education and environmental improvements that ensure their retention.\t<\/pre>\n\n\n\n
Six main reasons why foreign employees want to quit<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n
Dissatisfaction with working conditions (salary, overtime, and other benefits)<\/h3>\n\n\n\n
The most common reason for foreign employees leaving their jobs is dissatisfaction with their working conditions, including salary, overtime, and benefits. While they expect a good income and a stable life before coming to Japan, many are dissatisfied with the gap between their expectations and the actual workload, as well as the lack of transparency in salary increase systems. Furthermore, the financial burden of visa renewals and living expenses is significant, and inadequate working conditions tend to directly lead to employees leaving. What is important is not only the amount of salary, but also the transparency of evaluation criteria and working conditions. Fair treatment and a clear system design form the foundation for improving employee retention rates.\t<\/pre>\n\n\n\n
Corporate culture and workplace environment don't suit me (e.g., the uniquely Japanese "culture of implicit understanding").<\/h3>\n\n\n\n
One of the factors that leads foreign employees to consider leaving their jobs is a mismatch with Japan's unique workplace culture. Due to the "culture of reading between the lines" and unspoken rules, instructions are often perceived as ambiguous and difficult to understand, which can be a source of stress. In addition, while cooperation is valued in Japan, clearly expressing one's opinion is valued overseas, and this difference can lead to misunderstandings and isolation. Furthermore, company culture such as drinking parties can also be a burden. To address these issues, it is important for companies to improve the work environment by clearly documenting rules and providing thorough explanations.\t<\/pre>\n\n\n\n
Uncertainty about career advancement or future prospects.<\/h3>\n\n\n\n
One of the major reasons foreign employees consider leaving their jobs is the lack of clarity regarding career paths and criteria for promotion and salary increases. Many foreign employees are highly motivated and value future prospects, but unclear evaluation criteria can lead to anxiety and distrust. In addition, even if they possess specialized skills, language and cultural barriers can prevent them from fully utilizing their abilities, making it difficult for them to find fulfillment in their work. Since these situations can lead to decreased motivation and employee turnover, it is crucial for companies to clarify career paths, make evaluation systems transparent, and provide support for skill development.\t<\/pre>\n\n\n\n
Dissatisfaction with the supervisor's management and guidance (e.g., communication breakdowns, lack of cultural understanding)<\/h3>\n\n\n\n
A common reason for foreign employees leaving their jobs is dissatisfaction with communication and management with their superiors. In Japan, there are many unwritten rules and vague instructions, and the lack of sufficient explanation can lead to stress. Also, a management style that focuses on detailed instructions can easily create friction with foreign employees who value authority and a sense of understanding. Failure to understand these differences can lead to distrust and feelings of isolation, resulting in resignation. Introducing cross-cultural understanding and Japanese language training is key to improving retention rates.\t<\/pre>\n\n\n\n
Mismatch in job duties \/ inability to utilize skills \/ lack of sense of growth<\/h3>\n\n\n\n
A growing reason for foreign employees leaving their jobs is dissatisfaction with a mismatch between job duties and the work environment, which prevents them from utilizing their skills. When the actual work differs from what was explained during the hiring process, employees feel that it's "not what they expected," leading to resignation. Furthermore, even if they possess high-level specialized skills, language and cultural barriers may limit them to simple tasks, leading to a lack of a sense of growth and increased dissatisfaction. In addition, companies with insufficient training and development systems find it difficult to maintain motivation. Therefore, clarifying job duties, appropriate placement, and continuous educational support are key to retention.\t<\/pre>\n\n\n\n
Language barriers and hurdles related to Japanese language proficiency (honorifics, email, business documents, business etiquette, etc.)<\/h3>\n\n\n\n
A major reason for foreign employees leaving their jobs is the "language barrier." Even if they can hold everyday conversations, the Japanese required for work, such as honorifics, business emails, and explanations in meetings, is difficult, and a lack of understanding can lead to mistakes and misunderstandings. In addition, ambiguous expressions unique to Japan can easily cause confusion, leading to loss of confidence and isolation. Addressing these challenges requires support not only from the individual but also from the company. Creating a work environment where they can work with peace of mind through Japanese language education, clear instructions, and the provision of learning opportunities will lead to retention.\t<\/pre>\n\n\n\n
Basic measures to prevent employee turnover and increase retention rates<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n
Review of salary system and working conditions (ensuring fair wages and thorough payment of overtime, etc.)<\/h3>\n\n\n\n
To prevent foreign employees from leaving, reviewing their working conditions is crucial. Unclear rules regarding salary and overtime pay can easily lead to dissatisfaction and distrust, causing them to leave. Therefore, it is necessary to clarify the salary system and allowances and explain them carefully at the time of hiring. Also, if there is a significant difference in treatment between foreign and Japanese employees, it can lead to a sense of unfairness, so setting appropriate standards is required. Furthermore, support for living expenses such as housing allowances and transportation expenses is also important. Increasing transparency in working conditions will lead to building trust and improving retention rates.\t<\/pre>\n\n\n\n
Consideration for workplace culture and atmosphere, and establishment of clearly defined communication rules.<\/h3>\n\n\n\n
Creating a comfortable working environment for foreign employees requires making Japan's uniquely ambiguous communication practices visible and sharing them as established rules. Since a "culture of unspoken understanding" and implicit agreements can lead to misunderstandings and stress, it's necessary to clarify methods of reporting, contacting, and consulting, as well as the timing of consultations. Furthermore, it's crucial to encourage Japanese employees to understand different cultures and cultivate an awareness of the importance of "explaining and verbalizing." These efforts will reduce friction, create a secure working environment, and ultimately lead to improved employee retention.\t<\/pre>\n\n\n\n
Clarification of career paths and evaluation systems, and design of work that matches skills and aptitudes.<\/h3>\n\n\n\n
For foreign employees to stay with the company, it's crucial that they see opportunities for growth. However, in Japanese companies, evaluation criteria and career paths are often vague and not clearly explained, leading to anxiety and dissatisfaction, which in turn causes employees to leave. Therefore, it's necessary to clearly define the criteria for salary increases and promotions, as well as the necessary skills, and to share this information regularly. Furthermore, assigning tasks that match their skills and aptitudes will enhance their sense of growth and boost their motivation. Visualizing career paths and appropriate placement are key to improving retention rates.\t<\/pre>\n\n\n\n
Rethinking Management Practices for Managers and Supervisors \u2013 Introducing Cross-Cultural Understanding and Flexible Leadership Styles<\/h3>\n\n\n\n
The turnover of foreign employees is significantly influenced not only by individual supervisor issues but also by shortcomings in the organization's management system. Reliance on individual-based guidance leads to inconsistencies in treatment depending on the supervisor, resulting in feelings of unfairness and distrust. Furthermore, if evaluation criteria and guidance policies are not standardized, foreign employees are more likely to feel unsure of what the "right" approach is. Therefore, it is crucial for companies to standardize guidance methods and communication rules, creating a system that ensures consistent quality regardless of who is providing the guidance. Simultaneously, providing foundational Japanese language education and creating an environment conducive to communication will help build a system that supports foreign talent throughout the entire organization. "Management supported by systems," rather than relying on individuals, is key to improving retention rates.\t<\/pre>\n\n\n\n
Japanese language support and communication support \u2013 In-house consultation services, Japanese language education, and creating an environment where Japanese is easy to use.<\/h3>\n\n\n\n
Retaining foreign employees requires both Japanese language support and a supportive work environment. Many foreign employees face challenges with business emails, honorifics, and technical jargon, which can lead to mistakes and loss of confidence. To prevent this, phased support is necessary, including Japanese language training, online learning, and interview systems. Furthermore, reducing the burden on daily tasks by using concise language and translation tools is also effective. Language support is not a cost, but a crucial investment that contributes to the company's growth.\t<\/pre>\n\n\n\n
From before joining the company (recruitment\/interview), we provide explanations that focus on employee retention and prevent mismatches (careful explanations of job content, compensation, career paths, etc.).<\/h3>\n\n\n\n
Retaining foreign talent requires preventing mismatches not only after joining the company but also from the recruitment stage. If job content, compensation, and responsibilities are not adequately explained before joining, gaps will occur, leading to resignation. Foreigners, in particular, are prone to misunderstandings due to language and cultural differences, so it is necessary to explain job content in detail and share the work environment and career plan in advance. Providing opportunities to address concerns beforehand is also effective. Furthermore, establishing a support system after joining the company will prevent early resignation and lead to improved retention rates.\t<\/pre>\n\n\n\n
Why is "education and training (especially e-learning)" effective?<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n
Bridging the gap after joining the company \u2014 Learn about Japanese business customs, language, and manners in advance, at your own pace.<\/h3>\n\n\n\n
One of the factors contributing to the early departure of foreign employees is the gap between their pre-employment expectations and reality. Japanese business customs and tacit knowledge are difficult to understand beforehand, often leading to confusion and stress after joining the company. To address these challenges, creating an environment where employees can learn before joining the company through e-learning, and companies providing clear instructions (for example, using polite language like "desu" and "masu," and always stating the subject), allows employees to acquire Japanese expressions and other skills at their own pace, reducing the gap after joining. Furthermore, video learning materials allow for repeated study, leading to deeper understanding, and the visualization of learning progress makes it easier for companies to provide support. As a result, this leads to smoother employee retention.\t<\/pre>\n\n\n\n
Reducing the gap in cross-cultural understanding and communication \u2013 an effective learning opportunity that can be continued even without face-to-face interaction.<\/h3>\n\n\n\n
Communication with foreign employees is prone to misunderstandings due to differences in culture and values, leading to challenges such as discrepancies in perception, including issues like "not reporting enough" or "not being considerate." These are not due to ability differences, but rather cultural differences. It is important for companies to understand the characteristics of each country, while also supporting employees in learning more about Japan, starting with e-learning Japanese. Furthermore, because learning can be done continuously without being bound by time or place, it is possible to spread education while minimizing the burden on the workplace. As a result, mutual understanding will improve, leading to better workplace adaptation and retention rates.\t<\/pre>\n\n\n\n
E-learning is easy to implement across the entire organization while keeping costs and effort down, making it suitable for deployment to multiple locations and multinational teams.<\/h3>\n\n\n\n
With the increase in foreign employees, providing education across multiple locations and nationalities has become a challenge. In-person training is costly and time-consuming, requiring instructors and translation preparation, and may not be feasible at all locations. By utilizing e-learning, training materials can be created once and shared across all locations, enabling the efficient delivery of consistent quality education. Furthermore, multilingual support improves comprehension. In addition, it can accommodate diverse work styles, such as shift work and night shifts, and training can be taken regardless of time or location. As a result, it leads to improved education penetration and retention rates.\t<\/pre>\n\n\n\n
Recommended for companies like these \u2014 e-learning-based retention support<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n
Companies that have recently started hiring foreign nationals<\/h3>\n\n\n\n
For companies that are about to seriously begin hiring foreign nationals, e-learning is an effective training method. In the initial stages, companies often struggle with cultural and linguistic differences, and insufficient training can lead to mismatches and early turnover. With e-learning, employees can learn the basics of Japanese language and culture. Another advantage is that employees can deepen their understanding at their own pace through self-study. Furthermore, since the level of understanding can be grasped through learning history and tests, it becomes easier to provide necessary support, leading to improved retention rates.\t<\/pre>\n\n\n\n
Companies with multiple locations and dispersed work areas where group training is difficult.<\/h3>\n\n\n\n
For companies with multiple locations or shift work arrangements, conducting group training for foreign employees can be challenging, often leading to inconsistencies in training. This can result in misunderstandings and misinterpretations, potentially lowering retention rates. E-learning allows everyone to learn the same content regardless of time or location, ensuring consistent training quality. Furthermore, multilingual support accommodates differences in nationality. Eliminating the need for travel and coordination also reduces costs, allowing for a more efficient training system.<\/pre>\n\n\n\n
Companies that want to conduct training and employee development while keeping costs and burdens down<\/h3>\n\n\n\n
Training for foreign employees often involves significant costs and burdens on staff due to the need for interpretation, multilingual materials, and individual instruction. Introducing e-learning eliminates time and location costs, enabling efficient and continuous education. There's no need to arrange venues or instructors, and participants don't have to travel. Furthermore, learning history and comprehension can be managed through the system, allowing for thorough progress monitoring. The major advantage is the ability to maintain a high level of education efficiently while keeping costs down.\t<\/pre>\n\n\n\n
Companies employing a diverse range of foreign staff with varying levels of Japanese language proficiency, cultural backgrounds, and business etiquette.<\/h3>\n\n\n\n
As the number of foreign employees increases, differences in Japanese language proficiency, cultural background, and business experience lead to variations in understanding. Providing the same explanation to everyone will not bridge these gaps, resulting in challenges in work and communication. E-learning allows individuals to repeatedly study at their own pace, raising the overall skill level. It is particularly effective for learning basic Japanese step-by step, improving future communication and work interactions. Furthermore, multilingual support and subtitle functions enhance comprehension, fostering cross-cultural understanding of Japan, which in turn reduces workplace stress and improves employee retention.\t<\/pre>\n\n\n\n
What you can do with Plat Clover's e-learning<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n
What is Platt Clover? \u2014 An online learning service for global talent.<\/h3>\n\n\n\n
\""One solution that is attracting attention is Platt Clover. Platt Clover is a learning platform that combines e-learning, which allows you to progress through Japanese language learning step by step from the basics, with online consultations. In addition to a curriculum that allows you to systematically learn from the very basics, such as hiragana and katakana, to everyday conversation level, it also provides content on "Japanese for daily life" and unique Japanese culture and customs, allowing you to deepen your understanding of life in Japan at the same time."

Furthermore, the use of apps and animations in the learning materials makes learning enjoyable anytime, anywhere, which is a key feature that makes it easy to continue. In addition, online interviews are conducted at key learning milestones to check understanding and provide individual support, ensuring that learning is retained. Moreover, operational aspects such as multilingual support and progress reporting functions are also well-established, providing a learning environment that is easy for both the company and its employees to continue.\"\t<\/pre>\n\n\n\n
Why Plat Clover is the right choice over other training programs<\/h3>\n\n\n\n
Traditional training programs for foreigners primarily consist of in-person, group lectures, which have the challenge of not being able to accommodate the differences in participants' Japanese language proficiency and job levels. Furthermore, in workplaces where it is difficult to adjust work hours, productivity often decreases due to participation in training. On the other hand, Plat Clover is an online system, so it is not bound by time, and you can learn the basics of Japanese (listening, writing, and speaking) while working. In addition, with the support of Japanese language teachers, you can further practice the Japanese you have learned, and you can study Japanese thoroughly and enjoyably using animated videos.\t<\/pre>\n\n\n\n
Expected effects after implementation (i.e., benefits for the company)<\/h3>\n\n\n\n
By implementing Platt Clover, you can reduce the costs and burdens associated with training and retaining foreign talent while increasing effectiveness. E-learning eliminates the need for instructor arrangements and material preparation, reducing the burden on staff. Furthermore, employees can learn during their free time, minimizing the impact on work. Systematic learning of language and cultural understanding improves workplace communication, reducing the risk of errors and employee turnover. Visualization of learning progress enables appropriate placement and training, leading to faster integration of foreign talent into the workforce and improved retention rates.\t<\/pre>\n\n\n\n
Summary \u2014 Retaining foreign employees requires both "education" and "creating a supportive work environment."<\/h2>\n\n\n\n
\"\"<\/figure>\n\n\n\n
High employee turnover rates are caused by a combination of factors, including compensation, culture, language, and career development.<\/h3>\n\n\n\n
The high turnover rate among foreign employees is due to multiple factors, including not only compensation but also cultural differences, language barriers, and unclear career paths. Difficulties in understanding instructions in Japanese, stress caused by insufficient communication of work objectives, and miscommunication with superiors and colleagues all contribute to a decline in motivation to stay. Furthermore, a lack of clear career prospects and the need to adapt to unique Japanese lifestyle rules also become burdensome. These challenges are not due to a single cause but are structural problems, making continuous improvement and support from companies crucial.\t<\/pre>\n\n\n\n
Superficial improvements in working conditions alone have their limits. Continuous education and training, communication support, and career planning are key.<\/h3>\n\n\n\n
While improving salaries and benefits is important for preventing employee turnover, it's not enough. Improving retention rates requires a comprehensive approach combining "education," "communication support," and "career planning." Creating an environment where foreign employees can learn Japanese, business etiquette, and workplace rules makes them feel more comfortable working. Furthermore, smooth communication with superiors and colleagues prevents isolation and misunderstandings, leading to improved psychological safety. Additionally, clearly defining future career paths and evaluation criteria can help maintain long-term motivation and improve retention rates.\t<\/pre>\n\n\n\n
By introducing an e-learning service like Plat Clover, you can aim to increase retention rates while keeping costs and effort down.<\/h3>\n\n\n\n
Education is crucial for retaining foreign employees, but many companies struggle with issues such as "not having enough time for training" and "high costs." This is where e-learning for foreign talent, like Platt Clover, comes in handy. A major advantage is that learning can be done online, allowing employees to study at their own pace without interrupting their work. It systematically covers topics that foreign employees often struggle with, from basic Japanese to cultural understanding, facilitating smooth workplace adaptation. Furthermore, the ability to visualize learning progress and understanding makes it easier for companies to provide appropriate support. It's also more cost-effective than group training and allows for standardized education across multiple locations, which are significant benefits.\t<\/pre>\n\n\n\n
To successfully employ foreign workers, it's crucial to shift from a "recruitment" perspective to one of "nurturing and working together."<\/h3>\n\n\n\n
To ensure the success of foreign talent, it's crucial to adopt a perspective of "growing together and working together" rather than simply "hiring and being done with it." Demanding immediate results can easily lead to mismatches and potentially cause employees to leave. Foreign employees, in particular, require support to adapt to Japan's unique culture and work style. By providing education, consultation systems, and career support, companies can create a sense of security that they can grow within the company, leading to long-term retention. Furthermore, the active participation of diverse talent can be expected to improve organizational flexibility and productivity. Hiring foreigners is not merely a solution to labor shortages, but a significant investment that contributes to enhancing corporate value.\t<\/pre>\n\n\n\n
\n  
\uff3c Try it for free first! \uff0f<\/p>\n  
Sign up for a free trial\/demo at Clover Academy's Plat Clover.<\/h3>\n  
We support the retention and success of your foreign employees. Please experience our Japanese e-learning service developed by Clover Academy, which has over 33 years of educational experience.<\/p>\n  Sign up for a free trial \u2192<\/a>\n  
* After you apply, a representative will contact you.<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"\u306a\u305c\u201c\u5916\u56fd\u4eba\u5f93\u696d\u54e1\u306e\u96e2\u8077\u7387\u201d\u306f\u554f\u984c\u306b\u306a\u308b\u306e\u304b \u65e5\u672c\u306b\u304a\u3051\u308b\u5916\u56fd\u4eba\u52b4\u50cd\u8005\u306e\u5897\u52a0\u3068\u305d\u306e\u80cc\u666f \u65e5\u672c\u3067\u306f\u5c11\u5b50\u9ad8\u9f62\u5316\u3068\u4eba […]","protected":false},"featured_media":2723,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[37],"tags":[],"class_list":["post-2722","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-for-company"],"_links":{"self":[{"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/posts\/2722","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/comments?post=2722"}],"version-history":[{"count":5,"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/posts\/2722\/revisions"}],"predecessor-version":[{"id":2841,"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/posts\/2722\/revisions\/2841"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/media\/2723"}],"wp:attachment":[{"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/media?parent=2722"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/categories?post=2722"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.plat-clover.com\/en\/wp-json\/wp\/v2\/tags?post=2722"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}