| For many expatriates,
returning home after a foreign assignment is more strenuous
and demanding than relocating to the foreign country. For those
who have never lived or worked abroad, re-entry always seems
like it should be easy. Naïve colleagues, managers and
executives often expect repatriated managers and families to
adjust rapidly and happily upon returning home.
Most people do not recognize how living abroad
for an extended period of time profoundly, yet silently, changes
individuals, relationships and family systems. Repatriates
are not the same people they were before they relocated overseas.
Like expatriate spouses, repatriate spouses
impact the rapidity of the expatriate manager’s adjustment
back home. If a spouse flounders and struggles too much, then
children and managers suffer and take longer to adapt.
Unhappy partners can interfere with a manager’s
performance and productivity. Personal coaching for repatriate
spouses and partners makes a big difference in how rapidly
a spouse assimilates, and this, in turn, helps the repatriate
manager adapt better at work.
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Corporate/Organizational |
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Individual/Personal |
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Accelerate
repatriate manager’s adjustment and productivity
at work |
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Reduce
severity of relocation stress and re-entry shock |
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Maximize
return on expatriate investments |
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Remove
barriers to re-adjustment |
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Reduce
risk of early resignation |
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Accelerate
healthy re-assimilation into home culture |
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Ensure
repatriate manager receives spousal support |
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Re-build
and support stable and cohesive family environment |
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Contribute
to development of positive global perspective within
the company |
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Find
new "bearings", purpose and "place"
to call home |
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Improve
company image and reputation |
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Select
and achieve new goals |
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Produce
positive role models for future expatriate candidates
and families |
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Put challenges
into positive and realistic perspective |
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Personal coaching for the spouse prevents employee
attrition problems. Many repatriate managers (over 15%) leave
their company after the first year of returning home and many
more (up to 40%) leave within three years due to struggles
with work re-assimilation and lack of recognition at work.
This can have a debilitating effect on multinational companies
who cannot afford to lose global perspective, international
expertise and large expatriate investments.
Furthermore, when repatriate managers and partners
broadcast their dissatisfaction to others in the corporation,
they have a negative impact on the quality and quantity of
potential candidates for future expatriate positions. It is
in the best interest of the corporation to be supportive to
returning managers and their spouses.
Repatriate spouses benefit from the structure,
perspective and guidance that a knowledgeable and empathic
coach offers. Personal coaching can be provided throughout
the repatriation cycle, from the notification of re-assignment
through to a healthy re-assimilation back home.
These spouses and partners make sacrifices,
take risks and support the assignee while transferred abroad.
They deserve special attention and recognition for their contributions
and struggles. Repatriate spouses and partners will benefit
from on-going support that only specialized personal coaching
can provide. Ensure a healthy family re-enculturation and
get the full value out of your repatriate managers.
If repatriate spouses and
partners are part of an "expatriate team", and if
they usually struggle with re-assimilation back home, how
can your company show appreciation and try to ease the re-adjustment?
Contact Revel
Miller Consulting today about this unique and specialized
type of Expatriate Coaching for Repatriate Spouses and Partners.
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