The high turnover of expatriates is a problem for our company, and I as HR manager can propose a strategy to reduce these rates, for example, to try to give these workers some social benefits and guarantees. Many foreign workers leave their countries for better terms of payment and life; therefore, specific measures can help the turnover indicators to decrease. For instance, I propose to review the policy of medical insurance for employees and provide them with free access to medical services.
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Many workers complain that they cannot count on full-fledged medical care and are forced to solve their problems on their own because of their foreign citizenship. It is likely that more favorable insurance conditions will make expatriates reconsider their views on the workflow in our company.
Also, a possible solution for correcting the current situation is the provision of social housing for all who need it. International business strategies work in such a way that companies are worried about how their employees work but are not interested in how and where they live. If foreign workers know that they can count on even modest housing, it is possible that it will be an additional motivation for them to stay in our company.
Unlike ordinary emigrants who retain the right to citizenship, expatriates find it difficult to rent a decent place to live. These people will undoubtedly be happy to work for the benefit of the enterprise if they know that the leadership remembers and cares about them. Therefore, social benefits may be quite a favorable way to reduce the turnover of expatriates and can help correct the current situation with our personnel policy.
Opportunities for Professional Growth
The need for human resources implies that the policy on expatriates should be revised because of the high turnover of such personnel. One of the possible solutions to correct the situation is to provide the employees of this social group with additional opportunities for career growth and professional development. For example, courses for improving qualifications in a particular field may become an extra motivation for them to work in our company.
Also, policies aimed at improving the training of employees will have a positive impact on the corporation itself. Productivity will grow, and the enterprise will get more profit if all employees are sufficiently motivated and active. Moreover, workers are unlikely to leave the company if they realize that they have quite evident opportunities to achieve particular successes and have career prospects in the future.
Another possible option to increase the motivation of expatriates is professional courses and training that can help employees to adapt to the team and get used to a new job. One of the frequent reasons for the dismissal of such employees is some communication barriers that prevent them from concentrating on serious work. Accordingly, if the company helps people who left their country to get used to the new environment quickly, it can be a rather good incentive for them to stay and work for the benefit of the organization.
In addition to the problems caused by forced emigration from their home country, expatriates experience difficulties in a new workplace, which is quite natural. The awareness of their role in the team and the desire to improve personal performance will undoubtedly have a positive impact on the company’s success and help it achieve a higher level of competitiveness.