It takes immense courage to move internationally. It takes an adventurous spirit and of course, a growth mindset. When I have my first Zoom with people who are relocating, they have a nervous excitement.
What happens though down the track? When their significant life event is not properly supported, they dwindle!
This is why I was excited to sit down and listen to this podcast from Reward Gateway and Eden Red webinar on employee engagement and retention, which I adapted specifically for global mobility and international HR professionals. Here are my thoughts.
Setting Your International Talent Up for Success from the start
1. Start Strong: Recognise Relocation as a Milestone
Leading organisations are reimagining their milestone recognition programs to honour what truly matters to employees, and relocating to another country is explicitly recognised as a significant life moment worth celebrating, not just processing.
Why It Works: When employees feel their courage to relocate is seen and valued from the start, they’re more likely to commit fully to their assignment rather than second-guessing their decision.
2. Start Smart: Address Financial Well-being from Day One
Sixty per cent of employees want financial well-being to be a top priority. This matters even more for international assignees, who face financial uncertainty as a hidden stressor of relocation, facing new living costs, confusing exchange rates, and big relocation bills all landing at the same time.
Why It Works: The webinar emphasises that when “employers are actively helping people manage cost pressures, we’re sending our people a message: We get it. We’ve got you.” This message is critical when employees are navigating unfamiliar financial landscapes.
3. Start Clear: Make Total Assignment Value Visible
Fifty percent of employees are completely unaware of their total benefits package; they only see their base salary landing in their account.
For international assignees receiving housing allowances, relocation bonuses, tax equalisation, home leave, and education support, this visibility gap is even more dangerous.
Why It Works: When assignees see glossy job ads while on assignment, they’ll compare fairly if they understand their full package. Start the year by making this clear.
4. Start Safe: Build Psychological Safety for Distributed Teams
Statistics reveal that many employees don’t feel safe discussing mental health (42%) or work-life balance (28%) with managers; challenges that are amplified for international assignees dealing with:
- Time zone pressures
- Cultural adjustment stress
- Isolation from support networks
- Uncertainty about speaking up in new cultural contexts
Why It Works: Psychological safety “keeps engagement alive” and creates “the DNA of a really adaptable workforce.” This is exactly what you need from employees in complex international assignments.
5. Start Connected: Launch 24/7 Accessible Global Mobility Resources
The emphasis on making resources available “24/7, 365” with “no permissions needed” is critical for relocated employees who can’t wait until corporate HR office hours in a different time zone.
Why It Works: When employees can access what they need, when they need it, “this is where we really see those foundational elements of that psychological safe workplace begin.”
6. Start Frequent: Establish Recognition Rhythms for 2026
The framework suggests employees should be recognised as frequently as they’re paid. For international assignees at risk of feeling forgotten, this frequency is non-negotiable.
Your 2026 Recognition Calendar Can Look Like This:
- January: Welcome back/New year kickoff recognition
- 30 days in location: First month celebration
- 90 days: Quarter milestone check-in
- Monthly: Peer-to-peer recognition moments
- Mid-year: Assignment progress celebration
- Annual: Location anniversary recognition
Why It Works: The speaker calls recognition a “retention multiplier” when you’re investing high costs in international assignments. This low-cost, high-impact strategy protects your investment.
7. Start Authentic: Lead with Video and Real Stories
Video is “the number one way to communicate with impact,” and “frontline leader storytelling” resonates more than corporate messaging, especially important when your employees are physically distant.
Why It Works: Authentic communication builds belonging, and belonging drives retention. Start 2026 by making your relocated employees feel seen, heard, and valued, not forgotten overseas.
Connection Starts on Day One
The webinar’s core message, which I love —”connection lifts engagement and increases productivity”—is amplified for international assignees who are already physically disconnected from home. The three pillars of connection are:
- Recognition & Celebration – Make relocation milestones matter
- Well-being Support – Address financial and psychological needs
- Belonging – Keep them connected to purpose and community
The cost of getting it wrong: $33,000 average cost to replace an employee, plus the significant investment already made in relocation, visa processing, and assignment support.
The opportunity of getting it right: Engaged international assignees who complete successful assignments become your global talent pipeline, and advocate for your organisation as an employer of choice.
Make the Right Start in 2026
Your international assignees are either beginning this year feeling “awesome, connected, engaged, getting ready for success” or they’re “exhausted, reflected, and really on the quiet evaluating whether or not they’re going to recommit.”
Which will it be for your global talent?
