Six Ingredients For Successful Repatriation
Rebecca Wells
Working overseas brings with it a host of exciting experiences and challenges. Energized by the degree of responsibility they are granted and the rich and diverse lifestyles they enjoy, most expatriates thrive.
However, coming back home can bring mixed feelings. Although some people relish the idea of seeing family, old colleagues and familiar places again, others find the notion extremely deflating - so much so that 27% of repatriates will leave their company within one year of return, 25% between the first and second year, and 23% after two years. (Source: GMAC Global Relocation Services’ Global Relocation Trends 2008 Survey Report)
If you want to relocate onto home soil more smoothly, perhaps the following ideas might help:
1. Don’t Be Forgotten
Whilst on assignment, it is a really good idea to keep in regular contact with your ‘home’ office, possibly by holding teleconferences with HR and a senior manager in a position of influence. The latter should have involvement in organizational strategic developments and so keep you informed of changes going on in the home company and of potential job opportunities that may be available around the time of your return date.
It is also useful to involve both your host and home managers in your performance reviews and appraisals. Keeping all parties informed of your responsibilities, progress, successes and your contribution to the organization will help to keep both you and your career advancement top of mind.
2. Plan Ahead
The earlier you can discuss your new contract, role and objectives, the better. Ideally this would occur at least six months before your repatriation, but in reality, this rarely happens. Try to be proactive and seek to initiate these discussions as early as you can, going into these meetings with a clear idea of what you want and areas where you are willing to compromise. Offering solutions rather than problems is a more constructive approach and more likely to get a favorable response more quickly.
3. Set Realistic Expectations
Research has shown that many repatriates believe an overseas assignment will make them more marketable. As a result, it is natural for them to hope for promotion, or some other form of career advancement, upon their return. However, despite this desire, few repatriates receive such accolades and can feel downhearted (and even angry) that their needs are not being met.
The reality is that a more senior position will unlikely be available at the exact time of re-entry. Hence the need to discuss your goals and aspirations with your manager and HR so that all parties can set and agree realistic expectations upfront. As factors change so frequently, promises can rarely be made (or should I say, kept) regarding what your role after repatriation might entail but it may be possible to agree to performance objectives that help you to achieve that outcome more quickly.
4. Be Prepared For A Culture Shock
Coming ‘home’ to old stomping grounds might not have the same rush that you experienced when you first arrived offshore. As an expatriate there were fresh opportunities available to you, new people to meet and exciting challenges to rise to and overcome. In addition, there are often fewer lines of report above you and so you are able to enjoy greater freedom and heightened levels of responsibility abroad. Many expatriates benefit from a steep learning curve, opportunities to grow and learn new skills whilst abroad.
Humans are naturally happiest when they feel successful, which for most people means moving forwards, seeing that their contribution is both valuable and valued and realizing that they are capable of achieving even more. That same success is often harder to replicate back home and many repatriates talk about life on home soil being ‘disappointing’ or ‘a step back’. Some find that the home organization simply ‘hasn’t moved on’, ‘people are doing the same old thing’ and that ‘nothing has changed.’
So be aware that this negotiation stage will occur and that your adaptation may take longer than you had expected. Consider what aspects of your expatriation energized you and decide how you might replicate those experiences, either at work or in your personal life, to enjoy those sensations again.
5. Seek Out Like-Minded People
In some cases, repatriates struggle because they believe that their international experience is undervalued by colleagues back home. The feeling is similar to when you go on an amazing holiday to a faraway destination that none of your friends has ever dared to visit. On your return they might ask, out of courtesy, to see your holiday snaps but have no real interest in looking through them. Seek out other repatriates who will have experienced similar emotions and frustrations as you. If you are lucky, your manager will have had some international experience and be more empathetic to your situation.
You might be able to encourage HR to set up an online forum, intranet or social networking group for you and other repatriated colleagues so that you might share your experiences, concerns and solutions. There are also plenty of repatriate groups already available on social networking sites such as and – there might be one that meets in your area.
6. Have A Back-Up Plan
If you are still struggling to adjust, take a deep breath. It can take a long time to settle back ‘home’ so be sure to give it your best shot before deciding on an alternative. Having options gives you greater freedom so always be thinking ahead as to what yours might be.
© Clear Horizon Coaching 2008
Published by Expatwomen.com with permission
Rebecca Wells is a coach who specializes in working with expatriates. If you need some help in terms of planning your repatriation, or to get more of what you want in your life, visit her website for more information. Rebecca also offers a free, taster tele-coaching session with a guarantee that you will emerge with new perspectives on your current situation and at least three viable actions to help move you forwards.
