We have an expat who works as a team leader/supervisor and was identified as an out of scope employee during this second half selection. This individual is a great performer (and so does everybody else who is left behind since 6 re-orgs ago). Why would they select and retain a more expensive expat when the position can be performed by someone locally? I understand if it is like a CTC specialist role but this is a typical supervisory role. Talk about selective cost cutting. Oh well, politics is always present everywhere you go. Sigh.
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Very simple answer, OP. We all know of expats, (expensive or inept, or both) who are "protected" for some reason. Usually they worked for someone in a higher position, and/or they are completely incapable of competing technically anymore, so we give them "manager" positions.
@bf+1, your point would be valid if these expats actually accomplished something meaningful and insightful. See if you can name more than 5 (in a company of what? 25,000?) who actually fit that bill. Usually their skill and insight is recalling the best restaurants in the host country, or quietly recalling their "special" expense account tricks.
Plenty of snoozy yank expats in Perth cobber, I can assure you the knowledge transfer is only going in one direction
Have had 3 expat managers all from low cost geographies. They were all as useful as a burnt piece of toast.
ID: @dz+1k55ys7nv
That’s funny!
The US perception is that UK expats must be smarter due to the fancy accent.
So basically you have a UK expat that has nowhere else to go?
this expat is in the US....I think we have a lot of talent here.
The expat can offer three times the value of a local, as that is what they cost.
Historically long term expats are protected because they have gained (or are gaining: hipo) a broader view of the enterprise and have had direct interactions with visiting c-suite types.
Usually companies place expats to transfer culture and technology in companies abroad, also exert more control over the foreign office.
Potential future leader—or perhaps someone who’s simply adept at managing upward. Also very possible that the current local pool of candidates lack the international experience needed for your business unit to compete effectively on a global scale.
Usually means they have dirt on some manager