7%*
of expatriate assignments are reported to end in an early return.
GMAC Global Mobility Survey and Brookfield Global Relocation Services
Research & international mobility
Scientific HR data
Figures from international mobility research to inform HR decisions and support the case for preventing human risks before, during and after an expatriation.
Three indicators to remember
30–50%**
of expatriates are reported to show insufficient performance.
Hempel, Zhang and Tjosvold
24%***
of employees are reported to leave their company after repatriation.
Brookfield; Lazarova and Caligiuri, Journal of World Business
What these figures help HR teams demonstrate
Before departure
Successful mobility is not only a logistical matter. Preparing the employee, partner and family reduces the areas of vulnerability that can jeopardise the assignment.
During the assignment
Cultural, family or professional adjustment difficulties can affect engagement and performance. Human support helps identify early warning signs sooner.
At repatriation
Reintegration should be prepared as a new transition. Recognising the experience gained and clarifying the next career step support talent retention.
Sources cited
These figures are reference points drawn from the sources below. Their scope depends on each publication’s year, sample and methodology.
- * GMAC Global Mobility Survey; Brookfield Global Relocation Services, international mobility surveys.
- ** Hempel, Zhang and Tjosvold, research on performance in international assignments.
- *** Brookfield; Lazarova and Caligiuri, research on retention and careers after repatriation, Journal of World Business.
Turn the findings into action
Let’s discuss how to make your international assignments safer and embed the human dimension into your HR policy.