Reverse culture shock is a challenging and unanticipated adjustment that employees frequently experience when they return home from an overseas assignment. This concept, less talked about than its counterpart (the well-known culture shock of moving abroad), is a hidden challenge for repatriates, one that can go unnoticed by employers and HR teams. In this article, we’ll explore the complexities of repatriation, the key issues that are often overlooked, and how companies can help employees through this transition.
The Overlooked Struggles of Repatriation
In our experience, reverse culture shock is often dismissed or underestimated. The general assumption is that employees will simply slot back into their old life as if they’d just taken a short holiday. However, this could not be further from the truth.
Repatriates have spent months, if not years, immersed in a new culture. They’ve adapted to different social norms, work ethics, and possibly even a different language. While they may have experienced initial discomfort when first living abroad, returning to their home country brings an entirely different set of challenges. It’s not about re-learning the culture but rather re-adjusting to a world that seems foreign after an extended period of time.
What Is Reverse Culture Shock?
At its core, reverse culture shock occurs when repatriates struggle to reconnect with the culture they once knew due to the changes they’ve experienced during their international assignment. The feeling can be disorientating and even jarring, as employees realise that they are not the same person they were when they left.
Employees may find themselves feeling disconnected from family and friends, unable to pick up where they left off. Workplaces, too, can be unrecognisable, as both the environment and the roles may have evolved during their time away.
In fact, studies show that a significant number of repatriates face challenges adjusting to new roles upon return, with some even opting to leave their previous employer due to the difficulties they encounter in reintegrating.
The Workplace Adjustment
Another surprising aspect of reverse culture shock lies within the workplace. Companies often assume that an international assignment leads to personal growth that will seamlessly translate into enhanced performance upon return. While this is often true to an extent, there’s often a misconception that the transition back will be as smooth as the transition abroad.
The reality is that repatriates might struggle with the same issues they did when they first left for their overseas assignment – like grappling with unfamiliar technology or getting back into the rhythm of local work practices. This can lead to frustration, disengagement, or a feeling of stagnation. For HR professionals, the question becomes: how can organisations support their employees through these changes in a way that promotes retention and performance?
Practical Ways HR Can Avoid Reverse Culture Shock
To mitigate the effects of reverse culture shock, employers should consider a more proactive and strategic approach. Here are several tactics HR teams can use to help their employees transition smoothly:
- Pre-Departure Preparation: Before employees leave for their international assignments, it’s helpful to discuss the eventual return. Having a clear plan in place for reintegration can alleviate some of the stress when the time comes to repatriate.
- Repatriation Support Programmes: Create a specific repatriation support programme that includes regular check-ins, access to coaching, and clear expectations for the employee’s reintegration. Encourage a feedback loop where repatriates can voice concerns early.
- Re-Entry Training: Much like the cultural training employees receive before going abroad, offering re-entry training can provide insight into how the workplace has evolved in their absence. This can ease the transition back to local operations and responsibilities.
- Mentorship and Networking: Putting repatriates in touch with mentors or colleagues who have gone through similar experiences of reverse culture shock can help them feel more at ease. Likewise, opening doors to networking opportunities can support employees in reconnecting with the local professional community and rebuilding their sense of belonging..
- Career Path Clarity: It’s essential for employees to see how their international experience will enhance their career trajectory. Often, repatriates return with a wealth of new skills, so it’s vital to outline potential growth opportunities that align with their international expertise.
Emotional and Social Reintegration
While the professional aspects of repatriation are often the focus, the personal and emotional challenges are just as significant. Returning home after years abroad can feel like an entirely new start, as repatriates may find themselves at odds with their former social circles.
In the UK, for example, returning employees may find that they’ve missed out on significant social changes and even cultural shifts. As Adleo’s Geri Sampson says, “Repatriation is a bit like time travel. You come back expecting everything to be the same, only to discover that the world has moved on without you.”
That’s when reverse culture shock kicks in. This social shift can lead to feelings of isolation, even within the familiar surroundings of home. That’s why it’s critical for companies to recognise that support goes beyond professional integration – it’s about giving employees the emotional space to process this transition.
Strategy to Prevent Reverse Culture Shock
At the end of the day, a well-planned repatriation strategy is not just about supporting employees; it’s a strategic business move. Employees who feel supported and valued during their transition are more likely to stay with the organisation and contribute meaningfully in the long term.
Moreover, companies that invest in repatriation strategies can gain valuable insights from returning employees who bring fresh perspectives and international experience that could be pivotal to business growth and expansion.
Final Thoughts on Reverse Culture Shock
Repatriation is a complex and often underestimated challenge, but it doesn’t have to be an organisational hurdle. With thoughtful preparation and a robust support framework, employees can overcome the difficult phase of reverse culture shock and thrive in their return. After all, these employees have a wealth of global experience to offer, and a strong repatriation programme helps ensure they remain engaged and ready to contribute to your company’s future success.
Speak to one of our experts or send a message today and find out how we can add value to your relocation programme.
