I was terrified of the very thought of repatriation. My intention was always to move back to Canada but I always feared adjusting to life in my home and native land. In fact, I’m convinced I extended my tenure in China to avoid repatriation. I’ve been back in Toronto for a year and thankfully, the transition has been smooth.

Repatriation is generally handled poorly by companies largely because of changes to organizational structures and leadership, different priorities and management preferences. Another reason companies are ineffective at repatriation is they plan for them far too late ... near the end of the assignment, when in fact planning should be in place once the expatriate is selected. Studies have shown that the failure to effectively manage repatriation contributes to 25% turnover within the first year of repatriation ... and this 25% is of those who complete their assignment (typically an 80% completion rate). Executives and their families cannot rely solely on their companies to repatriate them successfully and have to take control of the situation themselves.

You are a different person than when you left Canada and it shouldn’t surprise you that Canada has also evolved. While overseas, you viewed Canada as a snapshot in time and not a motion picture. The most important advice I give is to view your repatriation as a new international assignment posting. Rely on the mindset that made you a successful expat in the first place - be curious, patient, and remove any expectations or comparison of behaviours. To successfully re-integrate, be open and flexible to how things are done differently than you are used to (this advice should sound familiar). I remind newly landed expats to avoid the “We-don’t-do-things- like-that-back-in-Canada” mindset. The same advice goes for repatriates used to how things were done in the country of their most recent posting.

People who have not had an international posting, let alone one in China, cannot imagine the context of your experience. The majority of people you talk to, professionally or personally, won’t fully comprehend the successes and learnings from your stories as much as other expats. Accept this reality — they do not have the lens to appreciate your China trials and tribulations and it is certainly not a reflection of them or of you. The learnings you’ve gained during this rich experience is valuable and others’ lack of interest does not invalidate them. These are experiences that the majority of your peer group will never get and is what will make your profile unique.

International Assignments are a way of life in today’s global village and as a result, there are more transient Canadian nationals. There is far more formal and informal support for returning Canadians than ever before, as evidenced by the growing number of coaches and consulting practices dedicated to expatriates and repatriates. Your company’s repatriation strategy should include on-going individual support for you and your family beyond the initial briefing after landing. Work with a coach or consultant who were expatriates themselves. The professionals that have travelled the same road will help you and your family transition through the reverse culture shock more effectively. I’m lucky that I have befriended a tremendous group of expats and repats - I have a special connection with them that I don’t have with my other social groups.

If there isn’t an informal, organized social group, start one - this will help others transition but will empower you during your own re-integration.

Each repatriation journey is unique and individual, some situations that frustrate individuals wouldn’t give others a second thought. Repatriates often underestimate the challenges and timelines associated with re-integration because they hold onto the snapshot they had of Canada and feel that is where they should rightfully reinsert themselves. The time from letting go of the international posting to transitioning through an ambiguous state of belonging to new beginnings will be different for each individual. Don’t give yourself or your family undue pressure by imposing timelines but do periodically review progress and reward successes. The only pressure to re-integrate quickly is what you impose on yourself.

Finding a satisfying new career back is difficult but doing so 6000 miles away in China and out of the Canadian job scene are added challenges. However, these preceding tasks are relatively simple compared to also navigating the mental and emotional transition of repatriating to your home country. We’ll address these issues in our next column.

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