Re: Why Expatica readers go abroad

As the 'trailing' spouse of a 'classic' expat based here in the Netherlands for the past three years, it is interesting to note the differentiation between 'classic' and 'self-motivated' expats' job satisfaction.  I think it is something for HR functions to take notice of in determining a focused return on investment solution for future expatriate worker policies and procedures.

As a ‘classic' expat my partner's career path has gotten somewhat ‘lost’ and the fact that he might actually want to have been considered for roles in his home country or elsewhere during his period on an expat assignment has been received with surprise by his organisation.

However, one of the biggest de-motivators it seems to me, and which has been somewhat the case for my partner, is that a progressive career path has not been thought through.  Typically, at the end of an assignment of two years, a panic one-year extension has been added to his posting. What's more, often the role offered to him to repatriate has been ‘lower’ than the role he has recently been holding or he finds that he is reporting to someone who previously reported to him. 

Why be motivated to succeed after several years of working hard, as an individual and as a family, to further your career and then be faced with the evidence that the only way to do it is to leave the organisation that has invested in you?

My other point is that excellent financial incentives /living packages for expats often can de-motivate.  Yes, it’s fabulous not to have to worry about the mortgage for a few years, but it does leave you feeling unconnected with the country you live in.  Support can be offered in other ways and often isn't. 

One of the other areas HR/ Expat Managers should look at is the intrinsic needs and desires of their expatriate population and offer the support from start to finish throughout the assignment, and encourage purchase of a home or self-payment of rent to stimulate a sense of ‘ownership’ and ‘self-responsibility’.

My biggest issue with being an expat spouse is that you are never certain of being in one place long and yet, despite trying to get on and live in that country, there is always an uncertainty there that has an impact on the worker and family, which often causes great dissatisfaction and a lack of ownership and sense of purposefulness to life. 

I think this is probably shown in your survey results when you see that the self-motivated expat is self-reliant and gains great satisfaction from resolving the issues they have come across in moving abroad. They accept the changes as part of their chosen investment in their new life. They have been motivated to change their lives, whereas often the career expat finds it hard to return home, so holds onto the certainty of a job over the uncertainty and change of starting all over again. 

Who would choose to walk away from a good package, a title, and a career after many years of investment as well as often the partner and family having given up jobs, friends, family to support the supposed career progression?

Yes, I think the issue can be pinpointed to the intrinsic loss of responsibility and ownership of one's own life that happens when you are a ‘classic' career expat.

Regards,

Expat spouse (UK)
(name supplied)

26 June 2007

[Copyright Expatica 2007]