Studies show the number one reason for expat failure are ‘family related issues’. These may include trailing spouse syndrome, career issues or lack of practical support. This is a significant problem for International Human Resource (IHR) Managers.

Expat failure is a costly exercise for a business. Research by PwC and the Cranfield School of Management show most expat assignments cost over $300,000 per year and almost one in ten returns early from expatriate assignment. International Human Resource Managers have an important role to play in minimising expat failure within their organisation.

To put an effective plan in place it’s important to understand some of the family-related issues that may cause an assignment to fail.

Making the decision to move is a challenging one. It is going to take the expat candidate and their partner time to analyse:

• The degree of change
• Impact on their careers
• Impact on their family

Ensuring all elements have been carefully considered by both parties will help the candidate and their spouse make the right decision and prevent difficulties further down the line.

Ensure partners are included in pre-assignment training because they are likely to face many of the same challenges in their new home. Language barriers and adjusting to a new culture will be just as difficult for them.

This also shows the assignee commitment from your company towards their family, helping to foster a feeling of unity between the couple.

Elements of pre-departure training that partners should be present for include:

• Cultural overview
• Language lessons
• Education
• Spousal associations (if available)
• Practical support for the move