Reasons for leaving
According to Olds and Home-Walsh (2014), one of the key reasons that repatriates leave is the fact that their expectations are not met on their return. The expectations can be in the form of career progression or financial. Whether by design or by accident, most employees who go for overseas assignments see them as a step forward.
They do believe that when they come back, they will be in an advanced position. They do believe that the skills they have entitle them to a position of higher prestige. When those expectations are not met, there is a feeling of disenchantment, and that will lead to attrition. In the same manner, there are those who will seek to retain or add to the benefits that they enjoyed while posted overseas. It is usually not possible to do so, and the result is an employee seeking opportunities elsewhere.
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...o have. From the recruitment to the deployment and eventual repatriation, every process should involve as much planning as possible. Smart managers will know their employees and be able to predict how they will react. They will also know how to balance soft and hard tactics to get them to stay.
Firms that send out expatriates are coming up against a new problem once the workers’ tours of duty end; relatively high attrition rates. The employees leave for a raft of reasons. These range from unmet expectations all the way to the inability to readjust to the home nation. The secret to solving the issue is thinking strategically. Every action the firm carries out should be based on proper research and designed to work for the long term. The human resource departments and the talent management teams should have the whole process planned out; they should not be reactive.
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