Expat Exodus: Why Employees Returning from Assignments Abroad Often Choose to Resign

Com este artigo da Cartus, focamos as nossas atenções na importância do repatriamento. Boa leitura!

As the final stage in the overseas relocation process, repatriation is a critical, yet often forgotten, stage of the assignment cycle. With potentially high attrition rates among repatriated employees, a comprehensive repatriation policy is a vital tool in retaining key talent and maximizing valuable skills gained while on assignment.

Considering the high cost of assignments, it’s surprising that few companies have made progress in formalizing steps to improve repatriation policies and benefits. According to the Cartus 2014 Global Policy and Practices survey, 66% of responding companies do not offer formal Repatriation Integration programs. Ironically, respondents in the same survey rated repatriation highest among aspects of their relocation programs they most want to improve.

Many companies choose to deal with repatriation services on an ad hoc basis instead of implementing a firm policy. The length and location of assignments are often correlated to the extent of repatriation services offered. This approach is less than optimal since it’s always in an employer’s best interest to retain its most talented employees regardless of where they are returning home from. Recognizing that there is potential for reverse culture shock—regardless of regions—must without exception be taken into consideration, and repatriation services should always be offered, no matter the length of time away or the location. Read full article.

Source: www.cartusblog.com

With this article from Cartus, we focus our attention on the importance of repatriation. Good reading!

As the final stage in the overseas relocation process, repatriation is a critical, yet often forgotten, stage of the assignment cycle. With potentially high attrition rates among repatriated employees, a comprehensive repatriation policy is a vital tool in retaining key talent and maximizing valuable skills gained while on assignment.

Considering the high cost of assignments, it’s surprising that few companies have made progress in formalizing steps to improve repatriation policies and benefits. According to the Cartus 2014 Global Policy and Practices survey, 66% of responding companies do not offer formal Repatriation Integration programs. Ironically, respondents in the same survey rated repatriation highest among aspects of their relocation programs they most want to improve.

Many companies choose to deal with repatriation services on an ad hoc basis instead of implementing a firm policy. The length and location of assignments are often correlated to the extent of repatriation services offered. This approach is less than optimal since it’s always in an employer’s best interest to retain its most talented employees regardless of where they are returning home from. Recognizing that there is potential for reverse culture shock—regardless of regions—must without exception be taken into consideration, and repatriation services should always be offered, no matter the length of time away or the location. Read full article.

Source: www.cartusblog.com

Expat Exodus: Why Employees Returning from Assignments Abroad Often Choose to Resign
Voltar ao topo