Repatriation ROI: Policy & Program Best Practices
Posted by: Jennifer White, Manager, Consulting Solutions
Repatriation is more than simply ‘bringing someone back’ to the same office or location as they were in previously. The whole experience will have affected their quality of life, aspirations, and motivations for working. Our latest white paper, Repatriation ROI: Policy & Program Best Practices, looks at the challenges of repatriation, how to boost a return on investment through talent management, and recommendations to help ensure the successful repatriation of your international assignees.
There can be high attrition rates amongst repatriated employees during the first year of repatriation. Despite this, even with the goal to facilitate the growth and retention of a repatriated employee, only 19% of respondents to Cartus' Biggest Challenges survey actually track post-assignment employee retention. Should an employee leave the company, not only does the business experience a loss in the investment made in their assignees to bring valuable experience and international skills to their organization, but frequently, employees go on to take those benefits to the competition.
Your Relocation Questions Answered
Our white paper addresses a number of key questions that companies often have about achieving a return on investment from a repatriated employee, including:
- What are the key challenges when repatriating an assignee and their family?
- Are there typical components that make up a repatriation policy?
- What are the top strategies currently being adopted by companies, to link global mobility and talent management?
Read our white paper, Repatriation ROI: Policy & Program Best Practices, for the answers!
If you would like more information about repatriation policies, please contact your Cartus representative, or email our Consulting Solutions team, email@example.com.