Running the Global Mobility Marathon: FINAL

I'm sad it is over

The race is over, the finish line was awesome, and I got my hands on the medal that I have been dreaming of!! After a hot shower and as much food as I can get my hands on, I’m actually a little bit sad it’s done. I’m not sure what I will do now that I am no longer focusing on the marathon.

When an employee completes an overseas assignment, returning home can indeed feel like an anticlimax, as they transition from a dynamic, cross-cultural experience back to familiar territory. To ease this adjustment and help them feel valued, a thoughtful and comprehensive repatriation plan is essential. Ideally, this plan should be developed well in advance of their return to ensure that the valuable skills and perspectives they’ve gained abroad can be seamlessly integrated into their new role, allowing them to continue growing and contributing in meaningful ways.

Repatriation planning can include:

• Career Development: Identifying roles and responsibilities that allow the employee to leverage their international experience, positioning them as a mentor or liaison for other global initiatives, or even earmarking them for future leadership positions that require a global perspective.
• Personal and Family Support: Recognizing that repatriation can be as challenging for the employee’s family as it is for the employee. Offering support, such as resources for family reintegration, can make a big difference in helping everyone settle back in.
• Reverse Culture Shock Counseling: Helping the returning employee understand and prepare for reverse culture shock. While they may be returning to a familiar environment, the transition can often feel unexpectedly jarring.

When can I do another one?

I know, I know – I said I would never do another one… BUT now that the dust has settled and my blisters have healed… I’m thinking about doing another run! I learned so much while training for  my last race that I would love another challenge.

Your employee will have gained invaluable personal and professional skills from their overseas assignment, including cross-cultural communication, adaptability, resilience, and a broadened global perspective. These experiences often spark a deeper interest in international work, and they may be contemplating another opportunity abroad to further develop their global expertise. By maintaining regular, meaningful career conversations and making future overseas roles accessible, your organization can actively support them in building a fulfilling and impactful career path.

Making overseas roles accessible is another key strategy. By establishing a transparent process for internal international assignments and promoting these opportunities, the organization can help match the employee with suitable roles that continue to expand their global experience. Additionally, supporting their interest in future assignments demonstrates a commitment to their long-term career development, which can be a powerful factor in retaining top talent.

We hope you have enjoyed participating in the Mobility Marathon with us and that this will assist you in both your running and assignment endeavors.

Much like planning assignments – tackling a marathon is daunting, however, by breaking it down into manageable sections, you can plan for each phase which increases the chance of overall success. If you have any questions about your international mobility policies or processes, please do not hesitate to contact us and we would be happy to have a friendly chat.

See you on the start line soon!!