Repatriation can be a difficult process for the expatriate family. They often assume that coming home will be effortless, and become dispirited when they realize it’s not quite that easy. Unfortunately, preparing for this post-assignment period has traditionally been overlooked by many sponsoring organizations, leaving the expat family to muddle through the confusion and uncertainty on their own.
Repatriation Planning Should Begin Before the Move Overseas
Perhaps the biggest hurdle many returning families must overcome is an ad hoc approach to repatriation. Unless the international assignment has ended abruptly due to an unforeseen occurrence, there’s no reason to be caught off-guard by a looming end date. Yet the respondents of the 2010 “Global Relocation Trends” survey, conducted by Brookfield Global Relocation Services, reveal that this practice isn’t uncommon among multinational corporations. Although most report holding repatriation discussions with expatriate employees, the majority wait for the final six months of the assignment to do so.
To avoid last-minute scrambling, responsible firms will ensure a comprehensive repatriation policy is in place before the expatriate family even sets foot in the overseas assignment location. In “Developing an Effective Repatriation Strategy for MNC,” Janet Chew and Shelda Debowski write that such a policy should include a detailed strategy for guiding the family through their re-adjustment to the home culture. From the spouse’s perspective, the ideal plan takes the following into account:
Visits Back Home Help the Trailing Spouse Re-integrate
Regular home leaves play an important role in preparing the spouse for eventual repatriation. Keeping a finger on the pulse of the home culture and maintaining career and social networks make re-entry a little less jarring. The mistake many expats make, however, is presuming the final homecoming will be just like home leave. In fact, the reality of repatriation is very different.
Chew and Debowski recommend a home visit for the employee and family six to twelve months before the end of the posting. This trip is an opportunity to explore options for schooling, housing, and employment for the spouse.
Communication With HR is a Vital Part of the Repatriation Process
There’s often a lack of communication from HR throughout the expatriation cycle that is especially evident during repatriation. Chew and Debowski suggest firms can remedy this situation by employing a dedicated Repatriation Manager to implement the repatriation plan that was negotiated before the expatriate contract was signed.
Aside from overseeing the logistics of the transition, the manager’s main task is to facilitate communication between the spouse and HR. Having one person responsible for all aspects of the resettlement demonstrates that the family’s welfare is important to the firm, lessens the likelihood of problems going unrecognized, and is less stressful for the spouse than dealing with multiple people (or having no one to deal with at all.)
Ideally, some preliminary repatriation training or counselling should take place toward the end of the overseas assignment to prepare the family for what’s to come. Follow-up sessions once the relocation is complete can take the form of informal debriefings, discussions about reverse culture shock, or more in-depth repatriation training.
Mentors and support groups, which are so helpful to trailing spouses when they first move abroad, are also valuable during repatriation. Again, it’s best if the initial contact takes place before the family returns. Having access to someone who understands what she’s going through eases the spouse’s discomfort during the transition. Arranging these connections is easily done, and generates enormous goodwill for the firm.
Career Counselling is Needed by Expat Spouses Returning to the Workforce
Whether the spouse is a stay-at-home mom looking to re-enter the workforce, or a career-oriented individual trying to break back into the local employment market after working abroad, conventional wisdom suggests letting the dust settle before embarking on a major job search. In “Repatriation – How Companies Can Protect their ROI,” Galen Tinder recommends waiting three to six months – enough time that most practical settling in tasks are done, and the family is on its way to re-integrating into the home culture.
Depending on the length of the expatriation period, the returning spouse may find that much has changed in the workforce. The sponsoring organization can engage a career consultant to bring her up to speed by putting her international employment experience into perspective, and helping her present it in a culturally-acceptable manner.
Spousal satisfaction influences the performance of the returning employee, which means a lack of organizational support during repatriation can have disastrous consequences for the firm. “Companies that want to stem the flood of repatriate losses can’t afford to ignore the partner,” says Galen Tinder. “[Her] concerns are as worthy of company attention as the employee’s.” Helping the spouse and family find their bearings after a foreign assignment benefits the firm by increasing employee retention and satisfaction.
Readers who are interested in repatriation may also enjoy TCKs Require Care and Support During the Repatriation Process.
Reference:
Chew, Janet and Debowski, Shelda. “Developing an Effective Repatriation Strategy for MNC.” Journal of Comparative International Management. 11(2) (2008): 3-21.
Maria Foley - Former expat spouse Maria Foley understands how overwhelming living abroad can be, having spent seven years outside her home country of ...
