In an increasingly global economy, more and more companies are faced with the challenges of managing an expatriate work force. Expatriate workers can be key to extending business abroad, but the challenges they face are numerous. To successfully operate abroad with employees from home, an organization must take into account a wide spectrum of issues that normally do not apply. Failing to acknowledge the special issues confronted by expatriate workers can lead to a breakdown in global business strategy.

Relocating an employee abroad can be one of the most expensive things a company does, and for good reason. This problem is compounded when the dollar happens to be weaker than foreign currency. Taking the former into account, companies must also recognize that a healthy incentive is needed to attract talent for global assignments. Depending on the assignment and nature of the work, training geared toward life and business abroad may also be in order.

Seen as a whole, global relocation is an extraordinarily expensive undertaking. The initial cost and professional burden can be very taxing. With that in mind, a company must also consider the tremendous personal strain that global relocation can cause for an employee. Leaving the country and adapting to a new culture by itself can be a serious strain, and one for which some employees may be better suited than others.

One of the most serious impediments to global assignment are family concerns. Often times, the spouse of an employee will have their own career to consider. Working out a compromise that enables the spouse to continue working may be difficult or even impossible. Children are also an important consideration in global relocation. Depending on the situation, employees with children may be unwilling to undergo a global relocation.

Retention of global talent is also an important consideration. Once an employee has been relocated, the company must make every effort to ensure that their new assignment is successful and comfortable. Global relocations require much more than careful financial planning to be successful. Often times, it can help tremendously to have an employee assistance program in place. Helping employees adjust to their life abroad can do wonders for retention. Employees that feel as though they were cast adrift in a foreign country will most likely require reassignment.

Developing a solid global business framework requires much more than deep pockets. Some employees will adjust to life overseas better than others, but every employee should be given a network of support to draw upon.