International Employee Repatriation Challenges And Support Systems

Introduction

International repatriation refers to the process of employees returning to their home country after completing an international assignment. This important phase of the expatriation cycle often presents significant challenges for both employees and their organizations. According to the available research, repatriation has been somewhat overlooked in international human resource management literature, despite reports indicating that nearly all expatriates are unhappy with the repatriation process. The transition back to the home country involves readjustment and re-entry, which can be as complex as the initial move to a foreign country. This article examines the challenges faced by repatriated employees, organizational approaches to facilitate successful reintegration, and the importance of effective repatriation programs.

Definition and Process of Repatriation

Repatriation represents the final stage in the expatriation cycle, involving the readjustment and re-entry of international managers and their families back to their home country. According to the source materials, expatriation and repatriation are not separate processes but rather the beginning and closure of the same cycle. The term repatriation may also refer to the process of converting foreign currency into one's home country currency, though in the context of international business, it primarily concerns the return of employees from overseas assignments.

The repatriation process typically begins when an employee's international assignment is terminated, either through completion or other issues. The employee and their family must then transition back to their home country, readjust to the local culture, workplace environment, and social norms. This process can be particularly challenging as it involves reversing the adaptation that occurred during the initial expatriation period.

The World Health Organization (WHO) is cited as one multinational corporation that implements specific expatriation and repatriation programs. These programs aim to support employees throughout their international assignments and facilitate a smooth transition upon their return. The WHO, like many multinational corporations (MNCs), contends with the complexities of expatriation and repatriation operations, which involve sending employees from head offices to foreign subsidiaries and then returning them to their home countries.

Challenges Faced by Repatriated Employees

Research indicates that repatriated employees encounter numerous difficulties when returning to their home countries. These challenges can significantly impact employee satisfaction, productivity, and retention within the organization.

Professional Challenges

• No job waiting for returning expatriates: Many employees discover that no suitable position is available upon their return, creating professional uncertainty and dissatisfaction.
• Lack of opportunity to use skills learned abroad: Employees often find that the skills and knowledge acquired during their international assignment cannot be applied in their new roles.
• Salary and benefits reduction: Upon return, employees may experience a decrease in salary and benefits compared to their international assignment.
• Position demotion: The permanent position upon return may constitute a demotion in terms of responsibility, authority, or status.
• Loss of authority and autonomy: Repatriated employees often lose the decision-making authority and autonomy they may have had during their international assignment.
• Lost promotional opportunities: The "out of sight, out of mind" phenomenon can result in missed promotional opportunities for returning employees.
• High attrition rates: Repatriated employees may leave the organization at a high rate, with sources indicating that the loss and replacement of an employee after repatriation can cost approximately $250,000.

Personal and Family Challenges

• Adjusting to life back home: Many employees find readjusting to life in their home country surprisingly difficult after an extended period abroad.
• Family reintegration issues: Family members, particularly spouses and children who accompanied the expatriate, may struggle with the transition back to their home country's social and educational systems.

Organizational Approaches to Effective Repatriation

To address these challenges, organizations have developed various approaches to facilitate effective repatriation. These approaches focus on assessing employee performance, providing support systems, and creating opportunities for knowledge transfer.

Five-Step Approach for Effective Reintegration

Research suggests a five-step approach that organizations can use to repatriate their employees effectively:

1. Performance Assessment: Evaluate the employee's performance during their international assignment by assessing achievements, skills, and knowledge gained. This assessment should include a 360-degree feedback mechanism from colleagues, subordinates, and superiors, including input from host country colleagues for a more comprehensive evaluation.

2. Development Planning: Identify areas where employees may require additional training or development to ensure they retain the skills acquired during their international assignment.

3. Position Planning: Ensure that suitable positions are available for returning employees that allow them to apply their international experience and newly acquired skills.

4. Reintegration Support: Provide support systems to help employees and their families readjust to life in the home country.

5. Knowledge Transfer Mechanisms: Create opportunities for repatriated employees to share their international experience and knowledge with other employees.

Multinational Responses to Repatriation

Organizations typically respond to repatriation challenges through three main approaches:

1. Staff Availability Planning: Consider both current and future staffing needs when planning for repatriation. If a repatriate is promoted, it reinforces international assignments as a positive career move. Conversely, if repatriates are demoted or let go, it sends a negative message about international assignments.

2. Return on Investment (ROI) Considerations: Recognize that expatriates are expensive, and organizations should aim to accomplish assignment objectives at the expected cost. Effective repatriation ensures that the investment in international assignments yields returns.

3. Knowledge Transfer: Facilitate the cross-fertilization of ideas and practices that assist in developing competitive advantage. Organizations can build upon the international experience of repatriates by creating mechanisms for them to share their knowledge and insights.

Special Considerations: Repatriation During COVID-19

The COVID-19 pandemic has added unique challenges to the repatriation process. Employees working abroad during the pandemic may have faced exceptional circumstances, including travel restrictions, health concerns, and family separation. Organizations implementing country-specific programs for employees working abroad during COVID-19 need to consider additional support systems for employees and their families.

Special considerations may include: - Enhanced health and safety protocols - Mental health support - Flexible work arrangements - Extended family support services - Clear communication channels for updates and changes

Case Study: Repatriation Experience

A case study mentioned in the source materials illustrates the challenges of repatriation:

Katrina, a technical trainer who worked for a leading medical transcription company in the USA, was sent on a six-year international assignment to India. Upon her return to the USA, she felt more like she had just left rather than coming home. Her pre-departure training had involved personal readings and research about Indian cultural differences and customs, but little preparation had been provided for her eventual return.

This case highlights the asymmetric nature of expatriation training, where preparation for the host country is often more thorough than preparation for returning home. The experience of Katrina demonstrates how even successful international assignments can lead to significant challenges upon repatriation.

The Importance of Repatriated Employees

Despite the challenges, repatriated employees represent valuable organizational assets. Their international experience and cross-cultural skills can provide significant benefits to the organization:

1. Successful International Assignments: Many successful international assignments are crucial for both employee career development and company growth. Companies send expatriates abroad to conduct international business, and these experiences contribute to organizational success.

2. Mentorship Potential: Employees who have successfully adjusted to a host country and performed effectively there can serve as mentors to future expatriates. Their firsthand experience can provide valuable insights and guidance to employees being sent to the same country.

3. Knowledge Transfer: Repatriated employees bring back cross-cultural knowledge, international business practices, and innovative ideas that can benefit the organization as a whole.

4. Competitive Advantage: The international experience of repatriates can contribute to developing competitive advantage through cross-fertilization of ideas and practices.

Conclusion

Effective repatriation is a critical component of international human resource management that requires careful planning and implementation. The challenges faced by repatriated employees span professional and personal domains, including difficulties readjusting to home country life, lack of suitable positions, reduced benefits, and loss of authority and autonomy. Organizations can address these challenges through structured repatriation programs that include performance assessment, development planning, position planning, reintegration support, and knowledge transfer mechanisms.

The COVID-19 pandemic has introduced additional complexities to the repatriation process, necessitating enhanced support systems and flexible approaches. Despite these challenges, repatriated employees represent valuable organizational assets whose international experience can contribute significantly to organizational success through mentorship, knowledge transfer, and competitive advantage development.

Organizations that recognize the importance of repatriation and implement comprehensive support systems are more likely to retain their international talent, realize the full return on their expatriation investments, and benefit from the cross-cultural expertise that repatriated employees bring to their home country operations.

Sources

1. Expatriation and Repatriation
2. Introduction to Repatriation
3. Repatriation Process for an Employee Returning to the US from Saudi Arabia
4. Repatriation Topics
5. Immigration Examples