International experience is an important success building block for many employees and companies – however, it also has unseen risks. If the employer gives employees the opportunity to gain experience abroad, it is important to set up a process that integrates the stay abroad in a meaningful way and at the same time prepares the return well. In this way, the company avoids frustrating or even losing skilled workers.
Movement to the competition – a case from the customer base of Global DiVision. A company in the logistics industry lost employees, who had gained international experience with subsidiaries, to competitors over many years. This was a loss from a financial perspective, and also meant an outflow of important know-how.
The GDIC-Solution-Approach: Global DiVision found out that the root cause was a process that made it difficult for employees to return instead of tying them up. The prerequisite for the foreign experience at a subsidiary was the termination of the employment contract. The employees had to conclude a contract directly with the subsidiary, there was no solution to gain experience abroad with a subsidiary with the existing employment contract. To make matters worse, a new application process was initiated at the parent company upon return.
In order to simplify these processes and thus the return of employees, the system for expats, i.e. for employees who go abroad, has been reorganized and introduced. A good 18 months later, the group enables stays abroad with more attractive framework conditions: Among other things, the position of the employees after their return and the duration of their assignment are defined and determined. Terminations and new contracts are a thing of the past.
This is what our customer says about the new process: “Since we have changed our system, not only the interest in secondments has increased, but the first returnees have also come “home”. In addition, we have become more attractive to new applicants,” said the group’s Global Senior Vice President Human Resources.