There’s a disconnect between returning expatriates’ concerns and HR professionals and mobility professionals. The technological adaptation is an important but often overlooked barrier to repatriation.
This is according to Crown World Mobility’s The changing face of relocation. This study is based on the responses of over 1,000 expatriates as well as 200 HR and Mobility decision-makers.
Only a small percentage of expatriates consider culture to be a significant issue. Many returnees cite adapting to technology changes both in professional and personal life following several years abroad as their main concern.
In spite of this, HR teams are more likely to pay attention to other issues. Only 7 percent of expatriates agreed that cultural issues are a major concern. This discrepancy suggests that current repatriation policies need to be re-evaluated to better align with the experiences of returning employees.
The technology adaptation is largely ignored
The report states that 43 percent of expatriates had difficulty using everyday technologies like digital banking or mobile payments systems when abroad. Another 37 percent reported having difficulty adjusting to the unfamiliar software ecosystems of their host country. The challenges don’t end when the employees return home. They may need to re-acclimatize themselves to systems at their workplace that have changed significantly during their absence.
Crown World Mobility’s Global Intercultural & Language Training Lead, Jo Danehl said that technological issues are often overlooked during repatriation. The inability to use new software and systems effectively can make the transition process even more difficult.
According to the study, only 30 percent of HR professionals acknowledged the need for technical assistance prior to repatriation. Caitlin Pyett from Crown World Mobility said, “HR teams might not realize that, while they have focused on career and cultural reintegration in the home country, technology has evolved significantly.”
Assignees who return after a long-term assignment are often faced with new digital infrastructures at home and work that did not exist when they left. This can be bridged with a structured tech orientation before repatriation. It will also ensure that employees are productive right from the start.
Reintegration into the workforce is a concern that persists
The technology is not the only concern of returning assignees. Career reintegration is a major challenge for expatriates. 32 percent said they were concerned that their role after the assignment would be degraded. According to HR professionals, 29 percent were worried about the availability of roles for returning employees.
Danehl said, “Unfortunately career reintegration does not always get the attention it needs.” A lack of structured support may leave employees feeling unsupported and unsure about their career goals. They might also be unsure where they fit in the company or how to progress further after returning.
She said that offering development plans, mentoring and clarity about how roles have evolved could help to ensure a smoother and more effective transition.
The dynamics of the family continue to be important in a successful repatriation. While 32 percent of HR professionals cited partner-related concerns as a concern for their clients, only 7 per cent of expatriates in key client groups gave these issues top priority. In contrast, only 33 percent of HR professionals and mobility experts recognized that the reintegration of children, including their educational and social adjustment, was becoming an increasingly pressing issue.
HR needs to rebalance their focus and prioritise children’s well-being and educational reintegration. Danehl said that providing child-specific assistance, such as resources to manage reverse culture shock and school placements, could reduce stress for families and improve their overall adjustment.
