How can you maintain a sustainable expatriate management program?

There has been a change in the concept of Expatriation. Originally, expatriation was used by companies to send their own employees abroad in location where they were either launching their business or when they were almost certain they would struggle to find skilled workforce locally. Since then the world has evolved and the global workforce has never been more skilled . And expatriation has changed. It is perceived by employees as an opportunity for their career growth. Considering the increase of internal employees willing to expatriate and the heavy costs associated, most companies have adopted a change in their policies from a full expatriation package to “low-cost” packages closer to local contracts with some additional benefits.

Before sending any employee abroad, organisations should communicate with employees about such possibilities/opportunities and be transparent about what to expect in order to manage expectations . Often expats move with their entire families with one of the partner taking a leave of absence and this may cause also even more adjustments locally adding to the kids changing environments . But families are not the only ones concerned by cultural shock, homesickness . It’s important to create a cell of expat including Former expats and new ones through a platform where they can share their concerns, worries and achievements . People only relate to ones that have had a similar experience. Expatriates can often think they are misunderstood.

Having their HRBP regularly following them up in their home country , having a network of expats /former expats with opportunities to have expat buddies are the main key enablers. Also and often neglected , the expatriate should keep contact with their Manager from home country in order not to feel neglected and left in the corner. This is often one of the major concern of expats: to be able to be back from expatriation and not being seen as having spent a vacation in an exotic destination . I am exaggerating but this is often how it can be perceived by some. There is still a lot of work to break these stigmas

Following the expats starts before they move another country but should last even when they come back. When you leave, you always come back a little bit different . For some it is smooth while for others it might prove to be more difficult on different levels . Being present and offering help/assistance to employees is important in that case be it from a personal perspective but also from a career one. The role of the HRBP is crucial here for a successful reintegration of the employee.

Maintaining a sustainable expatriate management program necessitates a holistic approach that integrates strategic planning, effective implementation, and continuous evaluation. Also ensure that the expatriate program aligns with the organization's overall strategic objectives. Clearly define the goals and objectives of the program, ensuring they contribute to the organization's growth and expansion plans is any. Providing and receiving constructive feedback and support can play a significant role in helping expatriates succeed in their assignments. By fostering a culture of open communication and feedback, organizations can empower their expatriates to grow, develop, and achieve their full potential.

Maintain a sustainable expatriate management program by establishing clear policies, offering ongoing cross-cultural training, and providing robust support networks. Regularly assess and adapt policies based on feedback and changing global dynamics. Foster open communication channels, ensuring expatriates feel valued and connected, contributing to long-term program success and employee well-being.