"More Firms Send Novices Overseas" (continued)


Family Concerns
The biggest reason for a failed relocation comes down to family. Spouse and family issues account for 90% of employees who leave a foreign post early.

Most of those who take international assignments—nearly 70% —are married and most take their spouse and family along. "This is one thing companies probably don't pay attention to—helping get families adjusted," says Ms. Shaffer. Know what support systems are available to you: Who do you contact, both at your home office and foreign office, to handle family-relate d issues? Families want language training, resources for finding schools, places to shop and doctors.

And safety is increasingly becoming a concern, both from crime and health risks. "If you have a child with asthma, that can be a problem in China where so many cities are so polluted," she says.

Can your spouse legally work in the country to which you are heading? If your spouse is leaving his or her job, will your company provide support for the continuation of their career, such as funding trips to seminars, paying for college classes, or even helping them to find a new job?

A foreign assignment can be an exciting family experience. But any family problems you have at home will be worse abroad. "Don't take this thinking it's going to solve problems," says Ms. Shaffer. "If you're having marital problems, or your kids have emotional problems, probably the worst thing to do is go overseas."

Timing and Expectations
Timeframe is a big issue. Although many people are sent for a "short-term assignment" of less than two years, those deadlines are often lengthened. "Things take a little longer in most Asian countries to get done," she says. "U.S. and Europe-based companies aren't always sensitive to that."

Another thing to ask your company: Do the expectations of the home office and the host country conflict? "Many complain of contradictory expectations," Ms. Shaffer says. "The home office may see them[selves] in a control-related position, making sure things are done the same locally as they are globally." On the other hand, employees in the host country often feel that the newcomer has come to train them, so that operations can eventually be handed over to a local person, she says.

Ms. Shaffer also suggests finding out what training your company will give you to handle intercultural encounters. "Most are well trained on the technical aspects of the job, but negotiation skills, local interpersonal relationships—that becomes more problematic with cross-cultural issues," she says. Talk to workers in the country you're going to before taking the position. Make sure you can get on with them before you take the plunge.