In the acknowledgement of the high rate of expatriate turnover, it’s imperative to understand the primary contributors of the subject matter. Further, the development of sustainable strategies that ought to be implemented in the reduction of expatriate turnover. Recognized as the major contributors to this phenomenon include cultural and external environmental issues as well as job-specific and satisfactory issues. In light of these cases, this memo demonstrates the exploration of two strategies aimed at the minimization of expatriate turnover.
Customization of the compensation package
Sourced in a globalized world, expatriate employees experience heavy and radical adjustment both from a psychological perspective to a cultural and physical perspective. The lack of comfort and necessary adjustment in the new environment increases the chances for employee turnover. For instance, the movement with families creates strains to the spouses as well as the employee due to changes and unmet expectation. Due to the changes incurred, the adjustment in housing, spouse or children education adjustment, expatriates face financial challenges (Peltokorpi and Froese, 2014). The customization of the compensation package contributes to the reduction of employee worry and enhances the ability of the employee to contribute towards the job-related responsibilities.
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Matched employee career objectives and job responsibilities
Sourcing expatriate employees are recognized by the expatriate as the value of particular skills, experience and qualification. The expectations are within the responsibilities assigned to the expatriate employee and their match to the skills. A well-defined job responsibility that matches the skills, experience and qualification of the employee increases the job acclamation and satisfaction (Tran, 2015). The sense of security in these elements of job and work environment maintains the perspective and loyalty to the job, employer and the organization.
References
Peltokorpi, V., & Froese, F. (2014). Expatriate personality and cultural fit: The moderating role of host country context on job satisfaction. International Business Review , 23 (1), 293-302.
Tran, B. (2015). Expatriate selection and retention: Identifying and assessing the other characteristics beyond knowledge, skills, and abilities. In Handbook of research on global hospitality and tourism management (pp. 468-492). IGI Global.
