This has implications with regard to communication, integration, expatriation, and repatriation. Often the only routine communications that the expatriate receives is from Human Resources and often includes only periodic reminders about legal issues, tax filing, or some general information about repatriation. A more structured approach to managing the expatriate's assignment could be quite helpful. Communicating Corporate and Industry Shifts to the Expatriate. Businesses also tend to do a poor job of ensuring that expatriates receive information about organizational changes and the corporate political environment.
Most companies change significantly over the three to five years of the expatriate's assignment.
Expatriates may have a general sense of those changes but may find themselves unaware of how these various changes impact their careers. For example, over the past decade the pace of business has increased dramatically. Businesses have been restructured and reengineered and redundancies have been reduced. Many people are working longer hours with more diverse responsibilities, and business organizations have become much flatter. Expatriates may be insulated from how different the work environment at home will be.