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Gareth Williams __ is Human Resources Director of Diageo, a premium drinks business that employs 25,000 people around the world. Over the past decade, the firm has steadily expanded its business geographically and now sells its products in most countries around the world, providing a range of assignment opportunities for its workforce. 40 T Magazine Issue 07 Ernst & Young
Credit: Diageo / Tim Bishop • By Bill Millar International experience is becoming increasingly valuable in a world where globalization continues to deepen. To succeed at a senior level, executives need an understanding and awareness of different cultures. And perhaps the best way of developing this experience is through a series of temporary foreign assignments or secondments. Moving executives around the globe can be a valuable way of developing Summary Secondments abroad represent a valuable opportunity for employers and employees alike. But companies need to take steps to make sure that employees still feel valued once they return. the managerial skills and knowledge that are necessary for an international business, but it can be challenging to get right. One of the biggest problems is the regular departure of executives after the completion of a foreign assignment, especially in the The reintegration process Management immediate 12–24 months after repatriation. Over the years, countless surveys have shown that expatriates who have recently returned from a secondment are much more likely to leave the company than those who have not been away. This sounds counterintuitive. After all, if a company is willing to invest time and money to build the international experience and knowledge of its high-potential managers, surely those executives would be more likely to remain loyal. In fact, the opposite is true. One of the main reasons for this is that, on return, expatriates find that the dynamics and management teams in their home country have changed, leaving them without their original sponsors or mentors. “They can return to a sort of vacuum, with no job and no one looking out for them,” says Marion Festing, Professor at the Berlin campus of the ESCP Europe Business School. A weak economy exacerbates this problem. In the current environment, many executives are Welcome back. Now – please don’t leave! Departure rates among executives returning to their home country following an offshore secondment are well above average. Stemming these losses requires careful planning and constant communication. Ernst & Young Issue 07 T Magazine 41
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