Issue link: https://www.e-digitaleditions.com/i/227268
Relocation traditional long-term assignments—replacing them with less costly assignment types—it still has its place to be utilized for specific company needs and high-potential employees. The compensation packages associated with long-term assignments are substantially greater than the usual home country compensation. These often include premiums, allowances, and standard pay increases over the course of the assignment. This enables the expatriate and family to enjoy a lifestyle in the host country that is equal if not better than that in the home country. Upon repatriation however, these premiums and allowances disappear, and the employee and family return to their former life of bills, debt, and less discretionary income. This change in financial status, which is often quite challenging, has a strong psychological impact and is a major component of reverse culture shock. In addition, it's often the case that the employee's spouse or partner left his or her job when the family went on assignment. As there's generally little or no financial accommodation made for this, they must start a career all over again upon repatriation to supplement the family income. However, this can take time. As part of pre-assignment planning, consideration should therefore be given to: • Long- term financial and tax counseling • Lower allowances for certain aspects of assignment; this allows the assignee to absorb some of the living costs so there is less impact upon repatriation • Spouse/partner career management assistance Personal Repatriation An argument could be made that the personal aspects of repatriation aren't the company's concern. However, they should be. Returning home from an assignment isn't always what many expect. It's naturally assumed that there will be few challenges and that reentry will be simple and expeditious. But it's usually the opposite and as a result, the family begins to feel isolated and unfamiliar in what were once familiar surroundings. Reverse culture shock quickly sets in and, because it's so unexpected, the impact is actually greater than the culture shock of assimilating to the host country. For a spouse/partner, there's also the employment issue and most companies don't provide spouse/partner career assistance in the home country. Children also face challenges through changing schools and friend groups. The bottom line is that the whole family can suffer after returning home and can greatly benefit from personal repatriation support. It's well worth the investment, particularly when a valuable employee is at stake. The family's well being enables the employee to focus more quickly on the job. Consideration should be given to applicable support services and ideas. In addition to repatriation cultural training and spouse/partner career management assistance, organizations should consider: Children's transition counseling. There are therapists who specialize in children's repatriation to help children understand how the process will affect them. This can save a great deal of emotional upset during the postrepatriation period, particularly for tweens and teens. Counseling should be at the parents' and counselor's discretion, but should begin within 60 days of the repatriation date. It should also continue for at least 60 days post-repatriation. Education counseling. Education counseling should also be part of the benefits package offered to the employee. This ensures the appropriate guidance for the children's continued education in the home country. At a minimum, a block of four hours of expert education counseling can provide the parents with a blueprint for navigating through the rigors of education transition. Social networking. As part of an organization's talent management program, establishing an ongoing networking group among expats and repats—and their families—will instill a higher level of comfort for those in global transition. It will also prevent the erosion of one's social business network, which is critically important during the reintegration process. It creates a sense of support from the organization and helps ensure continued, strong relationships upon repatriation. By taking this multifaceted approach to repatriation, companies are far more likely to retain their valued employees. Although it requires an investment in specific talent initiatives, it's a small investment for a large return. Gail Rabasca is vice president of global services for Mobility Services International. She can be reached at gail.rabasca@msimobility.com. NOVEMBER 2013 | www.hrotoday.com [43]