Did you know that 40% of repatriated employees leave their company within a year of returning home? That’s years of investment, global experience, and cross-cultural expertise… walking out the door.
The Hidden Crisis of Coming Home: Why They Leave
The challenges of returning home run deeper than most companies realize. After leading significant international projects, employees often find their old roles feeling restrictive and unfulfilling. Their newly acquired global expertise goes untapped, while their families struggle with unexpected reverse culture shock.
Many find themselves without a clear career path forward, and their partners face the daunting task of rebuilding their own careers from scratch. These challenges, left unaddressed, create a perfect storm leading to talent loss.
Here are 3 keys steps to support employee retention:
- Start Early (6 months before return): Planning for repatriation should begin well before the plane touches down. Smart companies initiate career progression discussions, arrange comprehensive family transition support, and set clear expectations about the return role. This proactive approach helps employees and their families envision and prepare for their new chapter.
- Support the Whole Picture: Successful repatriation goes beyond the workplace. Companies need to provide family readjustment resources and spousal career counseling, while creating opportunities for returned employees to share their knowledge and maintain their global perspective. Regular career check-ins ensure they stay engaged and valued.
- Leverage Their Experience: Returned employees bring invaluable perspectives and skills. Forward-thinking organizations create opportunities for them to serve as mentors, lead global projects, conduct cross-cultural training, and maintain their international networks. This approach benefits both the employee and the organization’s global operations.
The Bottom Line
Repatriation isn’t the end of an assignment – it’s the beginning of a new phase. Companies that invest in bringing talent home see better retention, stronger global networks, and more effective knowledge transfer.
Remember: Your employees left their comfort zone to grow your global business. Supporting their return isn’t just nice – it’s essential for business success.
Living Abroad’s International Relocation Center covers the whole lifecycle of a relocation including repatriation. You can learn more here.
