Using Overseas Assignments to Keep Employees

International companies report that sending employees overseas is excellent Talent Management. But what happens when their assignment ends and they return home?

According to many international companies, moving staff around the world, or allowing staff to volunteer for overseas assignments is an excellent way to keep the talent in the company. Employees feel valued and trusted when moved overseas because they see themselves as the company’s representative when abroad.

An overseas assignment is seen as a privilege and a perk. Nine out of 10 expats surveyed by the BBC recently said they felt ‘healthier and happier about life’ and six out of 10 said they enjoyed their expat lifestyle so much they didn’t plan on returning.

And yet, around 15% of repatriated employees resign within 12 months of completing their posting. This is a large number and a concern for companies who use overseas assignments as a way of keeping their employees happy. It is important for these companies to look at the possible reasons why such a large percentage of employees resign:

•    Repatriation problems
•    Self-discovery while away—resulting in change of life-plan
•    Perceived lack of opportunities to move overseas again with that company
•    Fear of being sent again
•    Marital problems while away resulting in drastic measures on return

Below are some suggestions the company may employ in order to continue to use overseas assignments to keep talent, without suffering the possible detrimental effects of repatriation:

1.  Better preparation for the whole cycle.
Cover all aspects of the expat experience before the move, from culture shock to repatriation.
This includes the finer details such as how many boxes they’re allowed to bring, what to do about schools, how do they apply for a trailing spouse work visa and driving laws.

This also includes helping the future expat develop a familiarity with the host culture. If this seems like a lot of extra work for the HR department of the company, an excellent solution is to outsource this work to an organisation that specialises in this area. A well-respected company with vastly detailed databases that helps multi-national organisations to this end is Passport Career.

2.  Encourage self-awareness in the employee.
Do they really feel right for this role? Are their families right for this role? Do they have the support of their families?

3.  Improve contact while the employee is overseas.
If the HR department maintains close contact with expats while overseas, they can better monitor the needs, wishes and mood of the expat.

With a designated HR representative in the host country support with simple questions as well as major issues is more readily available, preventing problems from escalating.
Shared experiences and learning from others’ stories can be a useful tool for the expat. Help the employee find networks of other expats.

4.  Provide support for the trailing spouse and children.
One of the biggest reasons why an overseas assignment fails for married employees is unhappiness of the trailing spouse and/or children. Providing information about networks, schools, work and volunteer opportunities, recommended shops and parks, and anything that will ease their transition can only help the family feel more comfortable in the new culture, which supports the success of the employee on assignment.

Many trailing spouses are now men, which potentially brings a different set of needs than the female trailing spouse.

5.  Contracts for employees at home vs those who are expats.
Expats are in less familiar environments and have a tendency to prefer the security of more contract information and details in writing. Consider having separate contract packs for the two types of employees.

Also, include information regarding repatriation if the employee quits, is made redundant or is fired while on their overseas assignment.

6.  Prevention of burnout.
Burnout is most likely to occur (but not exclusively) to single employees. They have fewer restrictions on their out-of-work hours and are more likely to work much longer hours. This creates loneliness, boredom, stress, and anxiety.

Include health club membership in their contract (and a gym in the workplace if possible), positively encourage holidays, and arrange for networking or training events in locations away from their base will all help with reducing the all-work-and-no-play syndrome which invariably results in less efficient work and potentially loss of the employee.

7.  Marital Problems
Lonely spouses and stressed spouses dealing with culture shock and childcare, and unhappy children are a real threat to the efficiency of an expat employee.

A buddy system with established expats or an HR contact in the host country will help monitor the situation and suggest solutions. Access to counsellors or life coaches, and contract add-ons such as family membership to a gym or a paid holiday home each year for the whole family helps improve quality of life.

8.  Substance abuse
One of the biggest threats to expats and their families is substance abuse. Depressed, lonely or stressed expats may turn to alcohol or drugs to numb these feelings. This of course can lead to all kinds of problems so prevention is key. With careful preparation and continual involvement much of this can be prevented. Offering support programmes to help people affected is of great benefit to the expats as well as the company.

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