Repatriation of employees plays a key role in promoting globalization. They provide invaluable knowledge to the organization’s global wisdom due to their international experiences. They also broaden the organization’s global vision and serve as role models for other employees who may consider expatriate assignments. Although the expatriates are returning to their home country, they experience numerous challenges. They may experience personal or job-related challenges of repatriation. Their friends may have changed, their children may have challenges adapting, and they themselves may have changed over time. Due to these challenges, several actions may be taken to help them adapt.
The first method is providing repatriation support and training. As mentioned, going back to the home country may not be easy. Therefore, the expatriates should be given support and training on how to adjust psychologically and physically to their home country. The best way to help them is understanding their needs and that of their family and helping them adjust to the culture change (Bonache et al., 2020). By providing psychological, emotional, and physical support to the expatriates through counseling programs, they may experience fewer challenges, facilitating faster settling. Additionally, people should show the expatriates their value from a cost perspective and the knowledge they have gained while they were abroad. The process will help boost their confidence to reenter their home country market force. It will also show them that they are still needed in their country and make it easy for them to settle.
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In a corporation having its headquarter in the United States and is considering downsizing due to the current COVID-19 financial crisis, it should offer counseling sessions to these expatriates to address their problems once they are repatriated. Organizations should support the expatriates in every aspect to enable them to resettle in their parent country again. The approach is the best human settlement method that can be applied, considering all elements in their employees' lives. Expats should be appreciated in every aspect by their companies for their contributions.
Reference
Bonache, J., Brewster, C., & Froese, F. J. (2020). Global mobility and the management of expatriates (1st ed.). Cambridge University Press.
