Why Perceived Organizational Support is Fundamental to Expat Success

How to Boost Employee Engagement and Retention on International Assignments

Relocating for an international assignment isn’t just a job change – it’s a life change. Expatriates often move with their families, navigate new cultures, and tackle logistical challenges, all while delivering on high professional expectations. What makes or breaks the experience isn’t just the assignment itself – it’s the support they perceive from their organization.

Perceived Organizational Support (POS) is a powerful predictor of expat success. When employees feel genuinely supported, they stay engaged, perform at their best, and are more likely to complete their assignments successfully. This article explains what POS is, why it’s critical for international assignees, and provides actionable strategies HR and global mobility teams can use to maximize engagement, performance, and retention.

 

What Is Perceived Organizational Support?

Perceived Organizational Support (POS) is the extent to which employees believe their organization values their contributions and genuinely cares about their well-being. It’s based on the psychological contract – the unspoken expectations between employer and employee.

For expatriates, POS is especially critical. Moving to a new country brings professional, cultural, and personal challenges, making employees highly reliant on their organization for guidance, resources, and support.

When support is meaningful and consistent, POS builds trust, engagement, and confidence in the organization. Conversely, when it is inconsistent or absent, employees may feel undervalued, disengaged, or disconnected.

Understanding POS is crucial for organizations aiming to foster a supportive environment that enables expatriates to thrive throughout their international assignments.

Why POS Matters for Employees on International Assignments

Perceived Organizational Support directly affects the success of international assignments. When employees feel valued and supported, they are more likely to:

• Be more committed to their organization
• Report higher job satisfaction
• Demonstrate stronger engagement and performance
• Experience lower stress and take fewer absences
• Stay with the company longer

Conversely, weak or inconsistent POS can lower performance, increase turnover, and undermine the organization’s investment in international assignments.

For organizations making substantial financial, strategic, and cultural investments in global talent, cultivating strong POS is not just beneficial – it’s essential for ensuring both employee satisfaction and assignment success.

5 Types of POS and How to Implement Them

Employees face unique challenges during international assignments, and the support they perceive from their organization can significantly impact their engagement, performance, and retention.

Perceived Organizational Support begins well before departure and continues through the assignment and repatriation process.

Proper preparation for international assignments sets the stage for success and enables organizations to implement POS effectively.

Below are five key types of POS and actionable strategies to implement them.

1. Career and Professional Support

Most employees accept global assignments with the expectation of enhanced career prospects, hoping for promotions, increased influence, and greater visibility.

Without structured career support, many feel overlooked. Common expat complaints include:

• Feeling “out of the loop.”
• Being “far removed from senior management.”
• Losing influence or status
• Becoming “a forgotten employee.”

Strategies for Implementing Career Support

• Provide HQ and host-country mentorship to maintain connection and guidance
• Offer decision-making opportunities and exposure to strategic initiatives
• Clearly communicate how the assignment contributes to career progression
• Ensure visibility with senior leadership
• Provide clear promotion pathways
• Include employees in succession planning and strategic discussions
• Support ongoing career development through virtual check-ins and structured communication

Strong career support keeps employees motivated, engaged, and aligned with organizational goals, fostering loyalty while helping them advance professionally and succeed in their assignments.

Read More: How to Prepare Employees for International Assignments

2. Performance and Feedback Support

Managing performance during international assignments can be a complex task. Expectations may differ between the home and host countries, local market conditions vary, and cultural norms influence teamwork and communication. Employees also need time to adjust to new roles and environments.

Providing tailored performance goals, regular feedback, and ongoing check-ins signals that the organization is invested in their success.

As organizational psychologist Adam Grant notes:

“If you’re surprised by the feedback you get at a performance review, your boss has failed. Good managers don’t wait for formal meetings to help you grow – they make feedback a daily priority.”

Adam Grant, Psychologist

Strong performance support is especially crucial when teams are geographically dispersed, and employees work remotely across different time zones. Maintaining visibility, alignment, and trust requires intentional communication practices.

Strategies for Implementing Performance Support

• Set SMART goals tailored to the assignment
• Provide regular, constructive feedback beyond formal reviews
• Adjust expectations based on cultural or market differences
• Maintain structured communication through leadership check-ins and assignment-specific updates

Clear and consistent performance support helps employees feel confident, motivated, and connected to the organization, thereby strengthening engagement and increasing the likelihood of successful assignment outcomes.

Read More: Practical Tips for Managing Remote Global Teams

3. Social and Cultural Support

Host Country Nationals (HCNs) play a key role in helping expatriate employees adapt to a new environment.

Their voluntary, supportive behaviors – often referred to as organizational citizenship behaviors – facilitate cultural adaptation, social integration, and day-to-day adjustment.

HCNs support employees by:

• Guiding them on local norms and workplace practices
• Introducing them to networks, neighborhoods, international schools, and services
• Providing informal, day-to-day guidance

HQ and host-country mentors complement HCN support by connecting expats to the home organization and guiding them through local culture and processes.

Unfortunately, many organizations fail to formally recognize HCN contributions, even though they are critical to expat success.

Recognizing their support through performance evaluations, bonuses, or other formal acknowledgment signals appreciation, sets expectations, and reinforces POS.

Strategies for Implementing Social and Cultural Support

• Include HCN support in recognition programs and performance evaluations
• Link assistance to bonus eligibility
• Pair mentorship with HCN support to reduce isolation and strengthen belonging.
• Utilize pre-departure virtual meetups with host-country teams to establish initial connections.
• Maintain ongoing communication with employees while they are abroad, including regular check-ins, updates, and leadership involvement.

Effectively implementing these strategies helps employees integrate socially and culturally, thrive professionally, and feel supported throughout their international assignments, while ensuring HCNs are recognized for their critical contributions.

4. Logistical, Financial, and Family Support

Relocating abroad presents significant logistical and personal challenges, and organizational support in these areas eases transitions while reinforcing POS.

Strategies for Implementing Logistical and Family Support

• Provide competitive financial packages, including relocation allowances
• Offer assistance with housing, visas, and local registration
• Support family needs, such as help with school enrollment, spousal employment, and community integration
• Facilitate access to memberships, social clubs, or resources that foster connection
• Offer additional vacation time or flights home to maintain family ties
• Provide comprehensive group health insurance and other benefits

Importantly, providing robust medical coverage protects employees and their families, reduces stress, and signals that the organization truly values their well-being, ultimately boosting engagement, productivity, and overall satisfaction throughout the assignment.

Our team at International Citizens Insurance can help you select a customized group insurance plan tailored to your employees’ unique needs, providing comprehensive protection during global assignments. Read about our group insurance options and speak with an advisor.

 

5. Repatriation Support

Support shouldn’t end when the assignment does. Many expatriates worry about their role, career status, and family reintegration upon returning home.

Common concerns include:

• Will my role be waiting for me?
• Has my status decreased while I was away?
• Has the company “moved on” without me?
• Will my family adjust back home?

Research shows that reverse culture shock and repatriation adjustment challenges are common, with a recent study finding that 40% to 92% of returnees experienced at least moderate adjustment challenges.

Clear repatriation plans and structured support help maintain POS, reinforce loyalty, and ensure the long-term success of both employees and the organization.

Strategies for Implementing Repatriation Support

• Guaranteeing a role and clarifying career status upon return
• Providing time and resources to ease reverse culture shock
• Supporting family reintegration, such as school enrollment for children and spousal employment
• Offering mentorship or coaching to facilitate the transition back into the home office

Early planning for repatriation, combined with ongoing communication and structured support, ensures employees feel valued, maintain POS, and continue contributing to organizational success.

Read More: Coping With Reverse Culture Shock After Returning Home

How to Measure and Monitor POS

To ensure that expatriate employees consistently feel supported, organizations should actively measure and monitor Perceived Organizational Support throughout the assignment.

Systematic measurement allows organizations to identify gaps, reinforce effective support strategies, and ensure that employees remain engaged, productive, and committed.

Effective approaches include:

1. Surveys and Assessments

Utilize tools such as the Survey of Perceived Organizational Support (SPOS) or customized variants specifically designed for international assignments.
Conduct pre-departure, mid-assignment, and post-assignment surveys to track changes in perception over time.

2. Regular Feedback Loops

Schedule structured check-ins between expats and HR or mobility teams to gather qualitative feedback.
Include anonymous feedback channels to encourage candid input on support programs and organizational responsiveness.

3. Performance and Engagement Metrics

Monitor assignment-related performance data, project outcomes, and engagement indicators.
Compare feedback from expats with input from host-country colleagues and mentors to identify discrepancies or challenges in support.

4. Continuous Improvement

Use collected data to refine pre-departure preparation, mentoring, communication, and career development programs.
Share insights with leadership to reinforce the importance of POS and align organizational practices with employee needs.

5. Tie to Tangible Benefits

Consider linking findings to programs such as group health insurance, relocation packages, or mentorship initiatives. Highlight how these tangible supports are reinforcing organizational care.

Set Your Expat Team Up for Success

International assignments are high-stakes investments for organizations and life-changing commitments for employees. Perceived Organizational Support is the foundation that determines whether these assignments succeed or fail.

When expats feel valued, supported, and connected – from pre-departure to repatriation – they perform better, stay longer, and become powerful contributors to global strategy.

Conversely, when support is inconsistent or absent, even the most talented expatriates may disengage, underperform, or leave entirely.

A practical way to reinforce POS is through comprehensive health insurance. Coverage that addresses local healthcare, emergencies, and family needs signals organizational care, reduces stress, and boosts satisfaction and performance.

Highlighting this benefit during pre-departure planning and continuing support throughout the assignment reinforces trust and engagement at every stage.

Ensure your expat team is prepared, protected, and empowered to succeed, maximizing both their success and the organization’s investment in global talent.

About the Author:

Sophie Pettit, Head of Content at International Citizens Insurance, brings a wealth of experience in content creation, strategy, and management within the expat and travel industries. Originally from the UK, she worked as a lifestyle journalist in Hong Kong and now resides in the Netherlands, supporting the team in creating compelling content for fellow global nomads.