Expatriation des seniors : une nouvelle tendance ?
October 26, 2015
Although seniors are wondering about their future in their company, they may turn out to be a key asset in an expatriation context. This idea might seem unusual but it is very logical, on the contrary.
While IVB programs (International Volunteers in Business) are blooming, employees start to be worried their fate and social future form 45-50. On the company side, seniors’ expertise and experience are undeniable assets in a multicultural environment or on new markets. For them, it would even be an opportunity to get to higher positions and to take new challenges in trust, based on their experience.
On the other hand, expatriation is also an “essential path” for executives; especially if they are already at a high level of management. It is an opportunity hard to refuse when you are a senior, but it enables to acquire a status in the company; seniors are wiser and have “nothing left to prove”.
Moreover, expatriate a senior cost less to the company. Indeed, children charges in expatriation are enormous and the senior does not have them anymore in most cases.
En somme, l’expatriation des séniors n’est pas du tout atypique ; au contraire, c’est une tendance. Dans un contexte où les séniors ont souvent du mal à planifier leur carrière, l’expatriation pourrait leur offrir de nouvelles opportunités et être de réels atouts pour leur entreprise. Reste à anticiper et préparer cette étape pour qu’elle soit un succès.
To sum up, senior expatriation is not unusual at all; on the contrary, it is a trend. In a context where seniors are struggling with career planning, expatriation could offer new opportunities and be a real advantage for their company. Next step is to anticipate and prepare this transition to make expatriation a success.