We offer you a useful list of tips, for both organisations and expats, on how to plan for and deal successfully with repatriation.

Repatriation unmistakably remains one of the most challenging aspects of the relocation experience and companies are becoming increasingly aware of this.

Over 85 percent of the respondents to the 2003-2004 Global Relocation Trends Survey, sponsored by GMAC Global Relocation Services, SHRM Global Forum, and the National Foreign Trade Council, said that they discussed repatriation and re-entry issues with their employees-the highest figure in the history of the survey. With such a current high number of companies communicating with their expatriates before their repatriation, one would assume that few individuals, couples, and families would experience re-entry shock during their transition back home.

Yet, despite great efforts by both the company and the expatriate to discuss the relocation openly and effectively, reverse culture shock continues to exist. Is it possible that these discussions simply are not potent enough to prevent the countless expatriates and their families from feeling some form of reverse culture shock?

To add to the mix, the effects of the relocation process are significantly different for each family member, as each experiences the roller coaster ride in his or her own unique manner and time. As with all other aspects of the international relocation, the earlier you can plan, evaluate, and manage this transition phase, the more satisfying the experience will be for everyone concerned.

So HR managers, pull out the list, and offer a copy to your returning expats. Be patient with yourself and others. Use the emotional momentum to continue learning about intercultural interactions, whether this means you will be educating your company, your friends, or your extended family-keep doing it!

Repatriation tips

For the employer:

• Before sending an employee on a global assignment, plan on how you will use their newly acquired culture- and market-specific skills during the early phases of the selection process.
  
• Create a repatriation contract to reduce ambiguity on both sides about the expatriate’s future within the company and his or her job on return.
  
• Provide an intercultural repatriation program for the entire family-make sure it is tailored to address each family member’s unique needs.
  
• Establish a mentoring program to keep your expatriates fully in the loop with company policies and events while on global assignments. Keep them connected and provide a support system.
  
• Offer a company orientation program for your returning expatriates addressing all the changes that have taken place during their absence, including any company shifts in policy and strategy.
  
• Keep your returning expatriates feeling valued and appreciated on their return.
  
• Provide spousal career consulting assistance to employees with accompanying spouses/partners. This will allow the spouse/partner to regain more control of his or her career options back home.

For the returning employee and spouse/partner:

• Seek a mentor from the moment you have accepted the position. This person’s role is to keep you in the loop, assist you in watching out for your interests and your career path, and facilitate your visibility within the company while you are away and when you return.
  
• Create a 'transition' fund-a secure amount that will allow for hidden costs (such as readjusting to a lifestyle with fewer company perks or transitioning back to a home without a housekeeper) that occur during your transition back home.
  
• Expect your values and beliefs related to how you view the world to have changed; do not expect your old colleagues, friends, and family to immediately understand you or your new experiences.
  
• Prepare to effectively communicate how you now see your newly acquired values and beliefs to others in your home country.
  
• Understand and learn to appreciate that it will take time, sometimes even longer than anyone expects, for you to settle into what was once a very familiar environment.
  
• Consider creative ways to use your newly found skills and knowledge, such as assisting others through a similar relocation experience. This may offer you a unique opportunity to share your experiences in a setting where they will be most valued and respected.
  
• Be ready for a change in dynamics. Your colleagues might be envious of your international experience and unsure of how you are different.
  
• Expect the unexpected.

For returning parents and family:

• Establish the optimal time for your family to relocate - especially when considering school systems for your children and teens - and make sure your company takes this into consideration.
  
• Manage your expectations and expect them to be different for you and for every member of your family. Consider what this return home will mean for each family member.
  
• Identify and connect with the positive aspects for you in this relocation. Focusing on the pros rather than the cons ultimately will create a more harmonious environment at home and work.
  
• Allow time to re-establish family contacts and friendships. Keep in mind that you might no longer interact in the same way, since family and friends cannot fully comprehend what you and your family have gone through.
  
• Maintain ties with your families and friends while away - expect that you may have missed out on reunions and significant occasions while you were away.
  
• Use technology to stay in touch. Web cams, expatriate sites and chat rooms, instant and text messaging are all excellent ways for family members to stay in touch, which facilitate the transition back home.
  
• Sit down with the entire family before the return home and create a list of what it is that each family member likes and dislikes the most about the country you are leaving. Once back home, review this list to avoid over-romanticising your experiences abroad.

Saskia Meckman is an intercultural trainer and consultant for Cultural Awareness International, Inc. (CAI), Dallas, TX. For more information call +1 214 691 4113 or e-mail cai@culturalawareness.com.

Extracts taken from the article 'Coming home' published in the July 2005 issue of MOBILITY and reprinted with permission of Worldwide ERC®.  .

Subject: Repatriation, the end of the assignment, helping expatriates come 'home'