An expatriate is estimated twice as costly as a local employee. So being responsible for the expatriation program can be a major undertaking. Sometimes it is essential to get a different perspective on existing programs with a focus on successful completion and retention after the assignment. The time spent in thoughtful preparation might save the costs for mending the program at a later point. My support aims to:
- Assisting the set-up of the expatriation program to ensure a fast adjustment.
The adjustment is a critical factor for expatriates and their families. The faster they adapt to the new situation the more satisfied will they be and the less is the risk of premature return to the home country.
- Increase success rate of expatriation through expectation management.
Not every detail can be defined in a written contract. Important elements are construed in psychological contracts or expectation. The clearer defined the expectations are, the less likely they are overlooked and involuntarily disappointed.
- Increase retention through strategic development planning.
International assignments are often important career steps which provide the individual with a broader perspective and cultural learning opportunity. To retain these valuable skills within the organization it is important to implement this developmental measure within the individual development plan which looks beyond the assignment.