January 11, 2020
Employers spend a significant amount of financial and human resources planning and coordinating international assignments. In fact, cost of international assignments is one of the top mobility-related concerns of global employers, and 70% of respondents to a 2016 survey say that there is considerable pressure to reduce costs. About half of those survey respondents are planning to reduce the number of international assignees in order to control expenses. Given this focus on costs, there is pressure to ensure that assignments that do take place are successful, and that employees are retained after assignment so that valuable skills are not lost.
This report offers strategies employers can use before, during and after an assignment to promote a productive experience for all involved and to minimize failure in all its forms: early return of assignee; assignee returns on time but with relational, physical or financial consequences; dissatisfaction with assignee’s job performance; damaged relationships leading to a loss of market share; and attrition after assignment The report also includes a list of resources that employers may find helpful when developing their international assignment strategy.