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How do you measure the success of expatriate assignments?

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Expatriate assignments are a common practice in international recruitment, but how do you know if they are successful? Measuring the outcomes of expatriate assignments can be challenging, as there are many factors to consider, such as the goals of the assignment, the performance of the expatriate, the satisfaction of the host organization, and the impact on the home organization. In this article, we will explore some of the key indicators and methods that can help you evaluate the success of expatriate assignments.

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Ciro Moraes dos Reis

Especialista em Tecnologia & Seguran?a | Advogado - Estratégia Jurídica & Parcerias | Conectando inova??o, governan?a e…

1 Goal achievement

One of the most obvious ways to measure the success of expatriate assignments is to assess whether the expatriate achieved the specific goals that were set for the assignment. These goals can be related to the business objectives, such as increasing sales, expanding market share, or improving quality, or to the personal development of the expatriate, such as acquiring new skills, gaining cross-cultural competence, or building a network. To measure goal achievement, you need to have clear and measurable criteria, as well as regular feedback and evaluation mechanisms, to track the progress and results of the expatriate.

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Ciro Moraes dos Reis

Especialista em Tecnologia & Seguran?a | Advogado - Estratégia Jurídica & Parcerias | Conectando inova??o, governan?a e impacto social: líder em parcerias, estratégia e transforma??o ??????????
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Measuring expat success? It's a nuanced game, not just ticking boxes. As someone from Brazil, I've seen the raw reality behind expatriate assignments. The often-overlooked aspect? Equity. It's not just about hitting business goals or blending into a host culture. It's about ensuring equal opportunities and support, irrespective of one's origin. Fair expat policies should factor in the diverse starting points of each individual. The real success of expat assignments lies in creating a level playing field, where a professional from the global south has the same shot at growth and recognition as someone from more affluent regions. It's about valuing diverse contributions and fostering a genuinely inclusive global workforce.

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2 Expatriate performance

Another way to measure the success of expatriate assignments is to evaluate the performance of the expatriate in terms of their job duties, their adaptation to the host culture, and their contribution to the host organization. Expatriate performance can be influenced by many factors, such as the degree of fit between the expatriate and the job, the level of support and training provided by the home and host organizations, and the personal characteristics and motivation of the expatriate. To measure expatriate performance, you need to have a comprehensive and consistent performance appraisal system, that takes into account the expectations and standards of both the home and host organizations, as well as the feedback and perspectives of the expatriate, their supervisor, their peers, and their subordinates.

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3 Host satisfaction

Another way to measure the success of expatriate assignments is to gauge the satisfaction of the host organization with the expatriate. The host organization is the primary stakeholder and beneficiary of the expatriate assignment, and their satisfaction can reflect the extent to which the expatriate met their needs, added value, and built trust and rapport. Host satisfaction can be affected by factors such as the quality of communication and coordination between the home and host organizations, the degree of alignment and integration between the expatriate and the host culture, and the extent of involvement and engagement of the expatriate in the host organization. To measure host satisfaction, you need to have a regular and open dialogue with the host organization, as well as a formal and objective survey or feedback tool, to capture their opinions and suggestions regarding the expatriate.

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4 Home impact

Another way to measure the success of expatriate assignments is to estimate the impact of the expatriate on the home organization. The home organization is the originator and sponsor of the expatriate assignment, and their impact can reflect the extent to which the expatriate enhanced their reputation, competitiveness, and learning. Home impact can be influenced by factors such as the quality of knowledge transfer and innovation between the expatriate and the home organization, the degree of retention and loyalty of the expatriate after the assignment, and the extent of career advancement and recognition of the expatriate within the home organization. To measure home impact, you need to have a clear and strategic vision for the expatriate assignment, as well as a systematic and supportive repatriation process, to ensure that the expatriate brings back and applies their valuable experience and insights to the home organization.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you measure the success of expatriate assignments?

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1 Goal achievement

2 Expatriate performance

3 Host satisfaction

4 Home impact

5 Here’s what else to consider

International Recruitment

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