Careers don’t stand still during international assignments—they evolve in unexpected and exciting ways. However, returning home often comes with its own set of challenges. This was the focus of our first Global People Mobility Talk, where Stefan Remhof led a dynamic conversation with Rodrigo Mello and Dr. Jan Knocke. Together, they unpacked the hurdles and opportunities faced by professionals after global assignments.
Here are the 5 key insights from the event:
1. Expectations vs. Reality: Bridging the Gap
Rodrigo started the discussion by highlighting the disconnect many professionals face upon returning. There’s often an assumption that reintegration will be seamless, but the reality can feel like a cultural and professional reset.
He stressed the need for cognitive flexibility—the ability to adapt to new situations and reframe expectations. For many, the experience of “non-work disruption”—changes to personal routines and relationships—can make the transition even harder.
Rodrigo’s advice? Approach the return with patience, openness, and a readiness to embrace unexpected challenges.
2. Communication: A Critical Lifeline
Jan highlighted the importance of staying connected with your home organisation, not just after your assignment but throughout the entire process. Consistent communication ensures that your achievements abroad are recognised and that you remain aligned with organisational goals.
On a personal level, Jan acknowledged a common issue faced by returning expats: family and friends may struggle to relate to their experiences. While this can feel isolating, it’s a reminder to find new ways to share your story and connect with those around you.
3. Turning Global Experience into Career Growth
One of the biggest challenges discussed was how to effectively leverage international experience for career advancement.
Rodrigo explained that while global assignments provide valuable skills, they don’t always translate automatically into promotions. The key lies in aligning your own aspirations with your organisation’s objectives. Professionals need to take an active role in positioning their global experience as a unique asset.
4. Support Strategies: Empowering Returning Professionals
Rodrigo and Jan shared several actionable strategies that organisations can use to support employees post-assignment:
Personalised career plans: Tailor growth opportunities to match individual aspirations.
Mentoring programs: Connect returnees with leaders who understand the value of global mobility.
Digital tools: Utilize platforms that streamline career planning and help track professional goals.
These measures not only help employees transition successfully but also ensure that organisations retain and capitalise on the unique skills these professionals bring back.
5. Transforming Challenges into Opportunities
Returning from an international assignment is a pivotal career moment. It’s a chance to reflect, grow, and chart a new course using the lessons learned abroad. With the right mindset, consistent communication, and organisational support, professionals can turn this transition into a launchpad for future success.
Final Thoughts
The first Global People Mobility Talk shed light on the complexities of post-assignment reintegration and career development. For professionals and organisations alike, it’s a reminder that these transitions, while challenging, are also full of potential.
How PMA Can Help You
At People Mobility Alliance, we help global mobility professionals design and implement strategies that address these challenges. From supporting the reintegration of returning employees to aligning organisational goals with global mobility programs, we empower HR teams to retain and grow talent effectively. If you’d like to learn more about how we can support your work, get in touch with us today.
