Tips for expats and organisations on planning, evaluating and managing a successful relocation back home.
Companies are becoming increasingly aware that repatriation remains one of the most challenging aspects of relocation.
Ninety percent of the respondents to the Global Relocation Trends 2009 survey, sponsored by Brookfield Global Relocation Services and the National Foreign Trade Council, said they discussed repatriation and re-entry issues with their employees. Seventy percent said their company had a written policy for repatriation.
Yet, despite great efforts by both the company and the expatriate to discuss the relocation openly, reverse culture shock continues to exist.
Additionally, the effects of the relocation process are different for each family member, as each person experiences the transition in his/her own manner and time. As with all other aspects of international relocation, the earlier you plan, evaluate, and manage this phase, the more satisfying the experience will be.
HR managers can use this opportunity to continue learning about intercultural interactions, whether this means educating your company, your friends, or your extended family.
Repatriation tips
For the expat:
- Seek a mentor once you have accepted the overseas position. This person’s role is to keep you informed, assist in your career path, and aid 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 fewer company perks) that occur during your transition back home.
- Expect your values and beliefs to have changed; do not expect your old colleagues, friends, and family to immediately understand you or your new experiences.
- Practice communicating your newly acquired values and beliefs to those in your home country.
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