The issue of increasing expatriates turnover has badly affected the reputation and position of XYZ Inc. in the global market. The problem refrains skilled employees to move to other countries for the company’s assignment. During last two years, many expatriates return to their native countries without fulfilling their respective responsibilities. Their reasons allow me to develop some effective strategies to continue sending employees in different countries.
There are two effective strategies to allow expatriates to continue working in which they are sent to accomplish the task. These employees will get special benefits that other local employees cannot enjoy in that country. The company will arrange accommodation for their families, education for their children, and holiday packages for them to enjoy their social life. It will allow employees to meet his family members daily as the cultural and norms difference in abroad may distract him to work with pleasure (Katsioloudes & Hadjidakis, 2007).
Another strategy is that the company will provide motivational training to its employees by offering monetary compensation on fulfilling his assigned responsibility. The expatriates’ employees will receive awards, rewards, and promotion of hard work and deriving potential benefits to the organization. The motivational plan will enhance their performance, and they would retain in that country for a long time (Katsioloudes & Hadjidakis, 2007).
The above strategies need to implement for deriving financial and economic benefits to the company. Employees are the assets of the company, and they should be well satisfied to give potential return to the company. The implementation plan on above-mentioned strategies will allow the company to continue sending their skilled employees abroad for the accomplishment of some particular purpose.
Katsioloudes, M., & Hadjidakis, S. (2007). International Business. London: Routledge.