Where is your blind spot in the global mobility ecosystem

How the ‘Psychological Contract’ is Shaping the International Mobility Experience

Heather De Cruz-Cornaire

27 March 2025

This article is taken from the Spring 2025 issue of

Think Global People magazine

View your copy of the Spring 2025 issue of Think Global People magazine.

Can ONE blind spot obscure a complete gamechanger?

Blind spots are opportunities for breakthroughs, according to Heather De Cruz-Cornaire, Business & Coaching Psychologist. There is nothing more rewarding than demystifying terminology to reveal hidden blind spots especially those with the potential to derail an international assignment, lead to early repatriation or a failed assignment, and impact an employer’s talent retention. With a spotlight on data-driven insights, a cost-effective breakthrough to manage this risk is explored in a deep dive for GM professionals. What is the best-case scenario to increase ROI in the talent mobility function and where is your gamechanger?Blind spot: Hiding in plain sightThink of the psychological contract as a dynamic lens to illuminate what is hiding in plain sight in the workforce. There have been shifts in the workforce over many decades and the psychological contract is evolving with an emphasis now on the ‘human’ side to the employment exchange relationship. Rather than a purely transactional economic exchange with unwritten but expected financial rewards: ‘if I work extra hours, I will be rewarded with a higher bonus’ – a relational exchange is highlighting the implicit expectations to promote positive working relationships through loyalty, trust, fairness and duty of care: ‘my manager cares about me and will promote me once I repatriate’. Noteworthy here is that there is no formalised agreement in place, just an implicit expectation that a particular behaviour will be noticed and then rewarded. This is the psychological contract hiding in plain sight.What are we really thinking when we must make a difficult decision, do we mean what we say, or do we say what we think the other person wants to hear? It is not the role of the GM function to ascertain what an assignee really thinks about the challenges of an assignment. However, if the assignment fails due to expectations not being met, then the burden of accountability often lies with the GM function. Rarely do we see metrics in place to measure expatriate ROI and the relocation process is considered a purely transactional one. An employer typically expects the assignee to ‘hit the ground running’ from day one and assumes a generous benefits package/policy is the key to achieving this. The employee does not exist in a vacuum and will likely be in a relationship or have family commitments which will impact motivation, engagement and performance on assignment. A wider lens can focus on what is expected by both parties as part of the ‘relationship exchange’ during the global mobility cycle. This is where understanding blind spots at this early pre-departure stage can be key to managing expectations for the whole assignment.

Research Participant | USA to Norway/Oslo“HR POLICY - I have not been asked anything about my career goals. My career needs have been not a consideration to them at all.”

Source: Peace of Mind on the Move (REA, 2023)

In the case of a dual-career family, a major blind spot includes career transition management for the accompanying spouse/partner, i.e. work visa authorisation, eligibility of qualifications, income parity in new location. These factors will be key to the decision-making process and if they are not made visible at the pre-authorisation stage, the potential risk for a psychological contract breach will increase. For instance, if the couple/family has not made a fact-based decision and prepared for the reality of opportunities on the new job market, there is a high risk that a psychological contract breach will occur. What does a breach look like? The spouse/partner will be unhappy in the new location, regret the decision to relocate, and the human response in this situation is to blame a third party, usually the employer and/or other stakeholders (i.e. the RMC, vendors/stakeholders) for not being transparent. Feelings of disengagement can lead to anxiety and depression which in turn will negatively impact the assignee. Research has shown for decades that when highly skilled employees relocate internationally, it is the experience of the whole family that can make or break an assignment. Breakthough: Managing expectationsThe GM function can proactively manage blind spots by including independent, confidential and specialised support to meet the complex psychological contract needs of the assignee and family. Customised life/career transition coaching is the most cost-effective tool to both prevent and mitigate potential psychological contract breaches.This is no easy job, in fact, international life/career transition coaches have a unique background and track record to empathise holistically with the families on the move. Different to outplacement coaching and highly trained in proven methodologies that are embedded in change management, health and well-being, confidence-building and of course job search in the new country. Being able to realistically manage expectations is the underlying common denominator fundamental to the successful adjustment and integration on assignment.

Research Participant | Romania to USA/California“I was pleasantly surprised and glad that the relocation package also included a part for me.My anxiety found some relief during and after the meetings with my coach, as she gave me some tools and useful tips to familiarise myself with the society I was going to live in.Although the first few weeks were difficult, I can say now that I feel an improvement in my health and well-being”In the beginning, for me the thought of moving to another country was anxiety inducing, I discovered since then that relocation is not just an event, but an ongoing process of successes and failures, of questions and answers, of feeling powerless and becoming more confident. Most importantly I believe that focusing on a growth mindset is also crucial.”Source: Peace of Mind on the Move (REA, 2023)

A psychological contract breach occurs when an employee feels that employer obligations have not been fulfilled, often due to perceived expectations for duty of care not being met, including those of the family. For example, post-BREXIT, a British unmarried couple, experienced severe disruption moving from Spain to Germany to where the assignee was taking up a new post in Munich. They were engaged and planned to marry, but the highly-qualified dual-career spouse was unable to settle in due to the restrictions that she experienced in every aspect of her life.

Research Participant | Spain to Germany/Munich“The stress of not having a VISA has massively impacted me. The most frustrating thing is knowing that if I was married to my fiancé I would not be in this position. I currently can’t work, can’t study, can’t register myself as a resident, open a bank account, be named on a rental contract or even get a library card. I also cannot access healthcare as a resident.My coach has been a source of not only career coaching, but also guidance and emotional support as myself and my Fiancé navigate landing in Munich. The reason she works so well with me is that she built trust, showed empathy, had market knowledge, and outlined a clear pathway. My coach has been a beacon in the storm.” Source: Peace of Mind on the Move (REA, 2023)

In this case, the support of working with a coach mitigated the risk of a psychological contract breach. She was able to focus her attention on a positive process to reset expectations, gain essential knowledge, access to resources, and networks to rebuild her personal, social and professional identity. This support was crucial to the success of the assignment, built resilience and mitigated a breach.Inclusion of dual-career support in the global mobility equation, and inclusion in HR policy, can make a tangible difference to the experience and success of the assignment.The outcome is a gamechanger and there is overwhelming evidence to show the net benefit to an employer and the employee/assignee.

ROI: According to KPMG’s estimates the cost of a failed assignment can range between USD $850k - $1.25m. The cost to provide a career/life transition coaching programme to a dual-career family on the move is around 0.3% of the average cost of an overseas assignment.

Read related articles

It starts with inclusion. A new ROI: Return on Inclusion.

Inclusion is the catalyst for change that is overdue and recognises an underappreciated and undervalued group that is pivotal to the success of the assignee and the assignment. Inclusion is the key to meeting the psychological contract needs of an assignee, the family and in turn the performance targets for the employer on assignment.

Research Participant | USA to UK/London

“In my personal experience, I felt extremely lucky to have been included in the relocation policies of my partner’s company. I’m very grateful for the generosity of their HR policies.”Source: Peace of Mind on the Move (REA, 2023)

Best-case scenario: Employee experience

CORE ■COACH ■CAREThe best-case scenario is the focus on employee experience and where the outcome for the GM function is that they hear nothing, because the coach hears everything! If GM decision-makers can ensure that CORE policy includes a family COACH for support, then for dual-career families this will inclusively safeguard and CARE for the assignee’s health and wellbeing as part of the overall employee experience. Psychological contract needs will be met and if there is a potential breach on the horizon, the effect of having an independent source of emotional support will mitigate this risk. Expectations as challenging as they may be, will be skillfully assessed, managed and reset by working with a coach and duty of care obligations considered to be met. This benefit of coaching support is priceless and provides the best opportunity for an assignee and family to thrive both short-term and long-term on assignment. The earlier this can happen, the better; in fact, pre-decision support at the pre-authorisation stage is highly recommended.

Food for thought

The dual-career dilemma has been an enduring phenomenon for decades and whilst lack of inclusion despite EDI initiatives may be one reason, there are likely many others. Engagement with GM Partners and RMCs is always the most direct and effective route to bring awareness and often this is the first and most important step. Finding champions for long-term change is the challenge, and GM partners play a key role in this focus. It’s time to radically change what has been hiding in plain sight for so long - every assignment deserves a family-focused spotlight that begins with inclusion. This is the catalyst to meet the psychological contract needs of key stakeholders, uncover and manage blind spots, and to build the foundation for a successful assignment and build sustainable ROI.Consider your own organisation, your own experience, and if you would like to become a champion for this gamechanger, please contact the author directly.

The gamechanger - are you a champion?

“I am so grateful you shared your research insights with me. It gives me the background and clarity of approach that I can take in proposing a change that is required and necessary. The involvement of coach and spousal support can be a gamechanger. As you know, in dynamic and complex organisations like ours, changes are slow, but they need champions – and I am one for this issue”Global Mobility Partner -
Global Tech Company Sweden
August 2024

Further reading & research downloads

REA: https://www.reacareers.com/thoughtleadership
White Paper: The Psychological Contract: Blind Spots, Breaches, Breakthroughs (2024)
Global Research Study: ‘Peace of Mind on the Move’ (2023)
International SOS (2024): ‘The Cost of a Failed Assignment’ Return on Investment | International SOS

Winner of the 2024 Relocate Award for Best research contribution

BioHeather De Cruz-Cornaire, MSc, BSc (Hons) is a Certified Principal Business Psychologist (ABP), Coaching Psychologist (BPS) and Fellow Coach (AC) with an international track record for over two decades in HRM and IHRM. Founder and Managing Director of Café Coach Ltd, an innovative coaching platform and global HR consultancy practice. As a Relocate Think Global People 2024 Award Winner for Best Research Contribution ‘Peace of Mind on the Move’, she has also won multiple awards for Excellence in Coaching and Thought Leadership in the UK, EMEA, the USA. Commissioned by REA in the USA, she has recently authored a White Paper ‘The Psychological Contract’ driven by the evidence-based data from her ground-breaking research. Heather believes the power of psychology to shape the workplace is as transformational for the workforce as coaching. She is passionate about harnessing the power of psychology to uncover blind spots as an opportunity to break through barriers. She believes one of the biggest blind spots in global talent mobility lies in truly understanding both the evidence-based data and the real-life experiences of the dual-career dilemma. The experience as a dual-career spouse on assignment shapes who you are and in Heather’s case she has become an advocate for this enduring challenge. She has a vision for employers to build a new ROI (Return on Inclusion) to take positive action and to make a difference that is long overdue.

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