For as long as I can remember, selecting the best candidates for expat assignments that guard against early returns has plagued all global companies and still continues to do so.
Some recent data reveals that globally, early returns range from 16-40 percent with higher returns in US expat programs, somewhat lower rates in European countries and the lowest rates in Japan. The research also continues to reveal that the primary reasons for early returns are a spouse or other family member’s inability to adjust; a manager’s personal or emotional immaturity and a manager’s inability to deal with a larger overseas responsibility. Although not described as such, often times, within the ‘inability to adapt” on the part of the manager, lies the issue of cultural adaptation or the lack thereof.
Instant Download, read the full article
here
Author : Ronald C. Pilenzo, PhD, SPHR, RODC