If the benefits of an assignment can t cover the basic overhead, seriously consider whether an expatriate assignment is appropriate. E nsure Ongoing Communication. All parties need to assume responsibility for actively keeping the the loop open. Consider selecting a senior manager as a mentor. P repare for the Repatriation.
Repatriation often involves as much culture shock as expatriation.
The expat should be prepared for this. Repatriation is also often where the company reaps the greatest benefits from the expatriate assignment. Both sides should ensure that there is an opportunity to use their newly acquired skills and knowledge across the organization. A ssess Corporate Support Structure.