Why is the repatriation of expatriates so often ignored?   A common complaint by returning employees on international assignments is that they don't feel like they fit in when they return. At a recent Global Mobility Forum, Dr. Mark Frederick, IOR Director of Global Performance Consulting cited the following: 

"Companies Are Not Engaging Their Repatriates:

While expatriate employee expectations are high on the developmental side, the reality they face as repatriates is bleak:

• 60% report that their company did not clearly communicate what they would face upon return 
• 33% were given temporary assignments after their return and 75% of those who obtained a permanent position reported that it felt like a demotion
• 66% said their company did not put their international experience to work, which lead to... 
• 25% leaving the company within 12 months"

Dr. Frederick went on to say, "From a strategic talent standpoint, it is very troubling for companies to be investing so much capital into expatriate assignments, only to develop those employees into global leaders for their competition."

When faced with an international assignment the need is often critical and the focus is on getting the employee there with no thought for their return.  The average cost per year of a global assignment is three times the employee's salary.  Plan carefully for repatriation before you invest. 

•  Arrange for a mentor or "mobility coach", preferably one with international experience.  Regularly scheduled conversations should be driven by the coach during the assignment.  The coach will be key in setting realistic expectations upon the employee's return.
• Communicate regularly with the employee regarding home location leadership, policies, technology, etc.  On a daily basis the changes are incremental but from the outside they will seem significant.  Use on-line meeting and video technologies to enhance the connection.  Be sure the employee is included on distribution lists.
• Plan a homecoming meeting with the explicit purpose of reconnecting people and sharing experiences.  Celebrate their return. This is a time of reintegration to an environment that has changed and is new to them.
• Human Resources and the employee's Manager should meet periodically to discuss the employee's global experiences.  Prepare some solid options to discuss with the employee before they return.  Recognize their experience by utilizing it to your advantage and theirs!

Repatriation is much more than moving household goods.  Companies are well-advised to help employees manage the transition back home and not risk losing their investment to the competition.

Want to discuss how NRI can help make repatriation easier for you and your employees?   Contact us at (800)598-8887.