Re: Why Expatica readers go abroad

As the 'trailing' spouse of a 'classic' expat based here in the Netherlands for the past three years, it is interesting to note the differentiation between 'classic' and 'self-motivated' expats' job satisfaction.  I think it is something for HR functions to take notice of in determining a focused return on investment solution for future expatriate worker policies and procedures.

As a ‘classic' expat my partner's career path has gotten somewhat ‘lost’ and the fact that he might actually want to have been considered for roles in his home country or elsewhere during his period on an expat assignment has been received with surprise by his organisation.

However, one of the biggest de-motivators it seems to me, and which has been somewhat the case for my partner, is that a progressive career path has not been thought through.  Typically, at the end of an assignment of two years, a panic one-year extension has been added to his posting. What's more, often the role offered to him to repatriate has been ‘lower’ than the role he has recently been holding or he finds that he is reporting to someone who previously reported to him. 

Why be motivated to succeed after several years of working hard, as an individual and as a family, to further your career and then be faced with the evidence that the only way to do it is to leave the organisation that has invested in you?

My other point is that excellent financial incentives /living packages for expats often can de-motivate.  Yes, it’s fabulous not to have to worry about the mortgage for a few years, but it does leave you feeling unconnected with the country you live in.  Support can be offered in other ways and often isn't. 

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