Post Assignment Strategies

Is it fair to say that post assignment is the least understood and most neglected area of international assignment management? Some feel so.

At the very least the organisation has to grapple with the position to which the employee is returning. Does the new position utilise his/her new found skills or will the repatriate find himself in a "holding pattern" job and feel under-challenged and under-appreciated. Is the repatriating family prepared to experience reverse culture shock? Do they realise that re-establishing old work relationships and friendships involves more than merely being back in the city again?

The world did not stand still while the employee was abroad. The individual has changed, the home organisation has changed and friends and family have changed. The employeee may miss the status conferred by the posting overseas; this is often a challenge for employees who are in government postings.  The assignment position, housing, automobile and cost of living allowances have ceased. These are all issues which must be dealt with if the organisation is to maximise its investment in the employee, ensure the transfer of the knowledge gained by the employee while abroad and ultimately retain the employee.

The employee's repatriation should be planned along with all the other components of the relocation at the outset, before the employee has even departed for the assignment in the first place.

Strategies for Ongoing Support and Repatriation:

• Encourage and facilitate the maintenance of regular contact between the employee and their home office throughout the assignment.
• Meet with the employee at their home office in conjunction with home leave each year so he/she can stay abreast of what is going on there.
• Continue communication from the home office. Maintaining connection with the home location lays the groundwork for a smoother re-entry.
  provide the employee and his/her family with repatriation counselling to help them understand the reverse culture shock effect and prepare them for their return.
• Provide the employee's spouse/partner with career counselling.
• Encourage the receiving manager to assist the employee to effectively integrate their overseas experience and skills into their new position.