Overcoming Repatriation
Repatriation is often the ‘forgotten’ phase of the expatriation cycle; the emphasis for support is mostly on the actual period abroad. However, many repatriates report experiencing difficulties on return: one is no longer special, practical problems arise, new knowledge gained is no longer useful, etc. These difficulties are highly influenced by a number of factors including self-management, spouse's adjustment, time spent abroad and skill utilisation. What is crucial is that every individual perceives these factors in a different way.
Direct managers and HR staff often notice the difficulties a repatriate experiences, but they are not always able to act on it. Budget shortcomings and time constraints are frequently cited as reasons why it fails to be an agenda priority. Solutions for repatriation difficulties do not have to be expensive and can lead to great benefits for the company.Basic support can consist, for example, of good communication in advance, during and after the international assignment, or a mentor program to assist the repatriate. The expatriate and his/her family should feel understood by his or her company. Support can increase job satisfaction, thereby protecting the investment made by the company.
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