How can you help your company retain international talent after working abroad?

During the candidate phase, it is imperative to understand the family situation because this is a major factor for assignment success. Make use of assessments and intercultural training to ease the transition. Ensure that hiring managers are aware of these assessments and provide training. On the employee side, ensure that the goals of the assignment are being met and the development plan is being followed. Regular check ins are helpful to stay on track with expectations. Utilize career coaching services for expat spouses and partners or programs for community integration. A local coach and destination services provider will set a positive tone. Formulate a repatriation plan to retain the employee and investment in the assignment.

A hack I usually use is to proactively offer career support to international talent throughout their entire assignment journey. Before they embark on their overseas venture, I ensure to set clear goals and expectations, aligning them with the individual's aspirations and the company's objectives. During their assignment, regular feedback sessions and recognition play a crucial role in keeping them motivated and engaged.

An insightful perspective to consider is the pivotal role of communication in fostering a sense of belonging and retention among international talent. A hack I usually use is to maintain regular and meaningful contact with them throughout their entire assignment journey and beyond. By consistently sending newsletters, updates, and invitations to events, you not only keep them informed about company developments but also demonstrate a genuine interest in their well-being and contributions. Conducting surveys and interviews further ensures that their feedback is valued and incorporated into organizational strategies, enhancing their sense of ownership and engagement.

You need to keep contact with your home country teams. Restructuring is very common and dynamic now a days, so if you don’t stay in contact you won’t know who to talk to when you repatriate. Global Mobility professionals can liase with Talent, Recruitment and the HRBPs and keep aware of new vacancies to help in the repat process.

Equally important is the reintegration support for the spouse and children who are often 'forgotten' in the process by the companies. Ensuring the family wellbeing and providing the right support will increase retention of global talent.

In addition to providing reintegration support, it's essential to recognize the transformative journey international talent undergoes and offer holistic assistance that addresses their personal and professional needs. A perspective I find crucial is acknowledging the complexity of their experience and tailoring support accordingly.

The difficulties of returning home after living abroad are often overlooked. It's crucial to realize that resettling in your native country and readjusting to office life isn't as straightforward as it might appear. International assignments bring about significant changes; they not only provide new experiences but also bring diverse perspectives and personal growth. Returning to a previously familiar environment can be demotivating. Recognizing this and preparing for reintegration is extremely important!