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Workplace Trends

"International assignments"

Whether you're thinking of moving temporarily across country or across the ocean for a job, think good and hard. It can be a valuable adventure or a career nightmare.

Robert was a high ranking executive at a leading financial services firm when he decided to accept his company's offer to move him to Europe for a two-year assignment. He's still not sure what went wrong, but after moving himself, his wife and three kids, the company didn't seem to have a job for him. For months he waited in limbo across the ocean talking to the new European office that didn't want him and management back home who wouldn't make a commitment. After six months, he came back to the United States without a job.

Although angry and jobless he says, looking back, he would have made the same decision because he had to take the offer to get ahead. Some companies just expect their employees to get international experience to move up. And Robert wanted to move up. Others aren't so strict.

A vice president of human resources for a software developer told me that although, "our growth is dependent on success in the international market and individuals willing to take an international assignment are valued, we simply do not make it a requirement."

If you turn down such an offer at other companies, it may not be a career breaker, but it's not looked upon favorably.

If you agree to move, "It tells us you have strong loyalty to the company and are willing to inconvenience yourself and your family to help the company with our growth as well as enhance your own career growth through this unique experience," she said.

But it also puts a lot of stress on the rest on your life if not done right. And it's very costly for the company. Today companies seem to be minimizing the number of international assignments or shortening them to three to six months and not moving the family.

Who gets picked for these assignments? In some cases, the best. They are adaptable and flexible and have the subject matter expertise, work well with others and have the ability to train and coach less experienced staff. You may be asked to be the liaison at the home office so you must have strong collaboration and communication skills.

If you are considering a geographical move for your company make sure you:

  • Have a plan to make your way back.

    You will put in a lot of planning time up front including finding schools for your kids and places to live--even job assistance for your spouse. But what happens when you return?

    Some people come back to a company and discover that there's no office for them because the company can't find an assignment. Although it's rare that someone would lose their job, it has happened.

    "More likely they may end up in an assignment that they don't particularly feel is attractive," a human resource director for an international firm told me. Even though the person has more to offer, "Often times we become more focused on the budget and whether we have additional funds to add a person to an organization."

    Take the initiative to create a plan if the company isn't creating one for you and find out how your company views these assignments.

  • Have support within the company.

    Make sure you have managers as your allies who support you and know what you're trying to accomplish. Keep in contact with your direct boss, mentors and former managers. And keep in contact with them while you're gone.

  • Take advantage of what the company offers including cross-cultural training. And check out resources such as netexpat.com. So if you're in France, for example, you can click on France and discover everything from an optician and veterinarian to nurseries and private schools.

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