Successful Repatriation Strategies
Repatriation involves someone moving to a new country and making the necessary arrangements. In the book Strategic Human Resource Management, author Jeffrey Mello states that only 27% of the expatriates have a guarantee of a position on return. As the duration of the assignments is often vaguely established at the beginning, it is difficult for an employee to make post-return arrangements. Successful repatriation may require companies to provide incorporation strategies that are beneficial both personally and professionally.
A few of these can be such as:
Requisition and redemption of work
Employees often work in autonomous positions offshore and providing a means of continuity may provide an incentive for them to be more enthusiastic about both their work when away, as well on their return.
Knowledge transfer
There is quite a large professional development for an employee after an overseas assignment as a result of exposure to new work assignments, teams, socio-cultural norms, and other facets of professional work. The company can benefit from the new learnings and use it for transfer of knowledge to the other employees.
Support in personal adjustments
Transitions to a new environment are often challenging for employees and can include adjustments in family, lifestyle, and mental stress as a result of them. Counselling as well as other monetary provisions suitable can help support such transitions.
Logistical assistance
Other than the personal effects, bureaucracy, and official paperwork also add to the stress during such times. Suitable options for convenience such as currency conversions, housing assistance, and legal assistance, among others, may provide some ease in the process.
In the paper published The Repatriation and Retention of Employees: Factors leading to Successful Programs, the author D. Martin provides a comprehensive plan for implementing successful repatriation that is divided into four phases according to the different stages of transition namely:
- Before Expatriation
- During Expatriation
- Before Repatriation
- Repatriation
In addition to the ideas shared above, other fine points that can be explored are:
- Involvement of senior management in the process
- Developing a formal repatriation program and reorientation sessions
- Preparing employees for reverse culture shock
- Involvement of a mentor in the process
