Expats are generally more engaged than nationals, yet they are still more of a retention risk, according to research conducted by the Kenexa Research Institute (KRI). More than 50% of expats are seriously thinking about leaving their current organisation within the year. This may be because they tend to see their relationship with their employer as project- or task-oriented, so when the assignment objective has been reached, the expat considers whether to re-engage or seek employment elsewhere. The survey results, from Kenexa's 2008 WorkTrends study, also indicate that expats are more focused on the "here and now" - only 53% rarely think about looking for their next job at another organisation.
Brenda Kowske, research consultant, Kenexa Research Institute, comments, "According to our survey results, expat and non-expats have similar drivers of engagement. They both need to feel confident in the future of their company as well as their personal future with the company. Work-life balance also is an important driver for both groups. Yet, there are several unique elements. For instance, to be engaged expats need to feel a sense of personal accomplishment in their work and that their company leadership is committed to diversity. Non-expats, on the other hand, want a high level of excitement about their work and also to feel that management treats them with respect and dignity."
For companies hiring expats, the results of this survey indicate that the process of strengthening employee engagement will be somewhat different for employees embarking on expatriate assignments. Overall, expats are more satisfied than non-expats in the things that matter to engagement, such as confidence in the company's future, commitment to safety and a promising future for the employee.
The survey also found that the make-up of expats is diverse - more than 30% are professional/technical workers, 23% are senior/middle management, 21% are clerical and 14% are supervisors.
