Long overseas assignments less appealing to employers and executives, research finds

RA Now

Short-term foreign assignments are replacing long-term placements, according to senior executives surveyed by KPMG.

One quarter of the 200 director-level executives surveyed said they believe three-year postings, where executives are encouraged to build a new life abroad are business necessities.

Organisations appear to fear losing their most talented staff as a result of sending them overseas on long-term assignments. Asked whether their employees felt engaged whilst abroad, just 33 percent said ‘yes’.  A significant proportion admitted that extended time away from the ‘home base’ is something that comes up in exit interviews (15 percent).  Perhaps of greater concern is the discovery that more than half (52 percent) admitted they simply don’t know.

The survey goes on to reveal that 58% of executives believe that the length of foreign assignments could be reduced.  Although 75% expect to increase the proportion of staff they send abroad in the next five years, 1 in 5 of those questioned say that the combination of ease of travel and advances in ‘facetime technology’ mean that long-term placements are no longer necessary.

“Increasingly the perks of long-term overseas placements are being replaced by shorter ‘parachute style’ projects, with employers expecting their key staff and future leaders to switch geographies without a second thought,” says Marc Burrows, partner and head of International Executive Services at KPMG.

“Where once the briefcase was a symbol of business, the suitcase is gradually becoming the accepted sign of career success.”

The survey results suggest that this clearly has a significant impact on an organisations’ ability to plan for the future.  For example, 44% of survey respondents admitted they lose up to 40% of their staff within 2 years of an assignment ending. It seems employers can no longer be certain who will remain loyal to the company and, therefore, who to include in succession plans.

“Companies switching to short-term, consecutive, assignment strategies risk creating nomadic workforces,” Burrows added. 

“Unintentionally, these individuals may fall under no specific control or supervision, becoming all but invisible to HR and line management.  Unless properly managed, the result could be disaffected staff who feel the need to move elsewhere to be appreciated and to develop their careers.”