The more a highly skilled migrant is supported before, during, and after the move, the greater the success in added value for both the employer and the employee. This may seem like an obvious statement, but unfortunately, it is not always the case for everyone.

Today, there are still enough examples where only attention is paid to the preparation and planning of a relocation. The aftercare is often forgotten, which can make the expat feel like he/she is being left to his/her own devices. This can ultimately lead to a feeling of loneliness, not feeling at home in the new country, doubting the choices made to accept the job and move, submitting his/her resignation, and even leaving the Netherlands again.

Below are a few tips for employers on how to offer aftercare in a way that increases the success rate and spreads the investment over a longer period:

1.) Continuous support

Local support is essential during the relocation of an (experienced) expat. Moving always brings challenges with it, and it is important that the process runs smoothly so that the employer and employee can look back on it with satisfaction. Hiring a relocation agency (like us: Global Relocation Compass) for the entire global mobility process pays off, as they are aware of all laws and regulations, which steps need to be taken when, etc.

It is also wise to be able to provide continuous support to the highly skilled migrant for all questions. This can be in the form of a global mobility expert who is internal or with the help of an external party.


2.) Stay in contact with the highly skilled migrant

As a company, ensure that there is effective collaboration between the HR department, management, coaches, etc., so that they have regular contact with the new employee. This can be done in both formal and informal ways, such as (team) lunches and Friday afternoon drinks for the more social aspect.

Providing support to expats throughout their entire career within the company is highly recommended. It is important to provide them with objective feedback and tips on how to deal with Dutch culture, for example.


3.) Positive experience of international talent

Moving to a new country is a big and exciting step. This host country often has a different language, culture, and customs, making it essential to provide a friendly and welcoming (work) environment to help embrace the new country more easily. In addition to job security, organizations can provide more assistance in integrating new international talents so they have an overall positive experience. Examples can include:

  • Organizing company activities, such as social and/or sports events
  • Connecting them with the local population and/or expat community
  • Organizing mentorship sessions or other activities to accelerate the integration process.


4.) Consider family members

A new job in another country can be a great opportunity and experience for the employee. If family members of the highly skilled migrant move to the Netherlands with them, the success of the immigration is also linked to them. It is crucial that employers recognize this and invest in the well-being of family members. If they cannot/will not adapt sufficiently, this can have a negative effect and the new adventure in the Netherlands can fail. Our advice is for companies to also pay attention to family members, such as offering intercultural training, social networks, etc.


5.) Provide intercultural training

Investing in intercultural training helps to achieve successful integration of employees with different backgrounds and cultures. Employers cannot simply assume that people with different cultures can work seamlessly together. Unfortunately, cultural awareness is still an overlooked area today, while mixed teams that effectively bridge cultural differences can perform up to 35% better. Intercultural training helps in building relationships and understanding multicultural dynamics in the workplace. Furthermore, the training contributes to good preparation for any specific problems that may arise as a result of working with someone from a different culture.


6.) Monitor risk factors

Situations can change quickly, of which an extreme example is the COVID-19 pandemic. It is important to be able to anticipate changing factors such as health, safety, and politics. Risk factors play a major role and can impact business and even society. It helps to be well-informed about developments, so that the right decisions are made. For example, think about business travel: which areas are safe or not. Or which laws and regulations apply in certain situations for expats. A global mobility partner, like us – Global Relocation Compass – can inform you about these matters. All this to keep highly skilled migrants safe and well-informed during their employment.


7.) Smart use of technology

The use of technology, especially analytics and data, helps companies make informed choices in relocation, budgeting, and potential KPIs. By utilizing the right technological tools, better insights are provided into employee productivity, progress, and satisfaction. Other benefits of efficient technology use include:

  • Cost savings
  • Effective monitoring of important performance indicators
  • Measuring employee experiences

In short, a successful relocation process does not stop at good preparation and planning, but goes further to prevent dissatisfaction and misunderstandings. Otherwise, the investment will be wasted. With the correct approach, procedures, and policies in the aftercare of the international talent relocation process, one-time investment costs can be spread over a longer period, so that costs and benefits are balanced.

Does your organization need help in the preparation, planning, and/or aftercare of a relocation? Contact us for advice, we can take care of the entire process for you: or +31 6 823 80 801.