Repatriation and Retention: Ensuring Expats and Businesses Thrive

Laurette Bennhold-Samaan • November 20, 2024

When organizations support mobile employees during an intercultural assignment, they benefit long after those same individuals repatriate. The trouble is, too many businesses don’t see repatriation as a component of the assignment, which can have negative outcomes for both them and the employees they’ve invested in: Without repatriation support, employees face a myriad of challenges, from reverse culture shock and career uncertainty to feeling diminished. Businesses end up paying the price, from employees being disengaged to losing talent altogether. Both have negative impacts on a company’s ROI. 

Nearly 40% of repatriates leave their jobs within a year of coming back home. Adequate support can make the difference between employee retention and attrition.

Source: Forbes Magazine 

The Relationship Between Repatriation and Retention 

The relationship between repatriation and retention is closely linked — and so is the connection between the level of support provided to employees during the final stages of their international assignments. Below are just a few key considerations: 

Reverse Culture Shock

Repatriation is a complicated cycle. Too often, organizations don’t fully understand just how complicated it is — or they may not be familiar with the concept of reverse culture shock at all. Decision-makers may assume an employee will be coming home to a familiar way of life and should have no issues adapting, but this couldn’t be farther from the truth: typically, the employee’s perspectives have changed, along with their ways of thinking while abroad. The dynamics of their community, friend groups, family members and offices in their origin location have also changed. When returning home, the repatriate often feels out of sync, displaced, and needs support to navigate changes both at home and in the office.   


Career Planning vs. Attrition

In recent years, organizations have had to navigate a volatile, uncertain, complex, and ambiguous (VUCA) environment, making them cautious about planning too far into the future. But if an employee doesn’t know what their next career steps will be following an assignment, it’s common for them to start looking for a new position to protect their career and the financial well-being of their family. If their employer hasn’t provided a clear roadmap to what comes next, there’s a good chance they may leave to work for another company — taking their newly gained market and intercultural knowledge with them. 


Recognition of International Experience

While expats are on assignment, they may feel well-compensated, engaged by their work and intercultural experiences, and that their newly gained skills, global perspectives, and leadership insights have enhanced their value at the organization. If the business fails to value or utilize these new skills in some way, repatriates often feel unappreciated, become disengaged and are less likely to envision a future in the company. 

The Reintegration Experience 

There are a variety of ways employers can provide a positive employee experience, retain talent and maximize their return on their mobility investment:

Differences in Cultural Communication Styles

NetExpat offers programs that can help your organization navigate – and optimize – the impacts and outcomes of repatriation. 

 

Global talent mobility is a strategic investment. To see the greatest return on that investment, companies benefit from taking a strategic approach to each phase of an employee’s relocation, including repatriation. At the end of the day, this doesn’t just facilitate a smoother adjustment for the repatriate, it also plays a part in employee engagement, workforce retention and business success. 

To learn more about out how NetExpat can help you maximize your return on mobility investment through intercultural training, employee and accompanying family support programs, and repatriation coaching, contact us at info@netexpat.com

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