Expatriation: How Emilie Transformed a Turning Point into an Opportunity for Growth

Meppel, The Netherlands — When she left her native island of Réunion to settle with her partner in a small Dutch town, Emilie Lenclume, then 35, had no doubts about her decision. “I felt the need to explore new horizons,” she recalls. “I wanted a different life — more space, more perspective, and new challenges.”

She sold her house, packed her optimism, energy, and confidence, and soon found both her partner and a job. “Everything was going according to plan,” she says.

But just six months later, the dynamic changed completely. COVID struck, and shortly afterward, Emilie became a mother. Too many changes in too little time. “I went through an emotional and identity tsunami. My values, my sense of self, and my feeling of belonging were all shaken.”

With her support network far away, her confidence began to erode. She no longer recognized herself — once a determined, forward-moving woman, now overwhelmed by uncertainty. “I realized that a simple adjustment wouldn’t be enough,” she explains. “I had to rebuild differently, redefine balance in every aspect of my life while staying true to my values. That quest for balance is, I believe, permanent. As expatriates, even though we’ve chosen to live elsewhere, our sense of belonging to our host country will never be the same as the one we have for our home country. No matter how much we adapt to new codes and habits, it will always remain something acquired rather than innate — never completely spontaneous.”

A Common Story

While Emilie’s experience is unique, it reflects a broader reality shared by thousands of accompanying partners abroad. According to Brookfield Global Mobility’s 2024 report, family adjustment challenges account for over 60% of early returns from international assignments. The cost of a failed posting can exceed USD 750,000 per mission (Brookfield GMS Report, 2024).

Yet not all stories end in failure.

From Rupture to Resilience

Emilie did not wait for the situation to spiral. She quickly identified what wasn’t working: a lack of professional fulfillment, few social connections, and difficulty envisioning a future in her host country.

Then she decided to take back control.

“I chose to stop enduring. I started learning again, meeting people, taking chances.”

She learned the language, joined local groups, connected with other mothers at school, and began exploring new career directions. Gradually, her posture changed — she took the lead again. Step by step, she regained her energy and confidence.

Lessons for Individuals and Companies

Today, Emilie is in a period of renewal. “What I’m living now is what I was looking for from the start — but I couldn’t have reached it without going through that phase of doubt and introspection.”

Researchers call this process a “mindset shift” — when the accompanying partner stops being in a waiting position and becomes the driver of their own life again.

A Strategic Issue for Companies

Stories like Emilie’s highlight a crucial reality: expatriation is no longer just a logistical operation but a holistic transformation. Behind every successful international assignment lies an emotional, social, and identity system that must hold together. The cost of ignoring this dimension is high.

Some companies have started to address it: dedicated spouse support programs, language-learning budgets, mentoring schemes, or local peer groups. However, such initiatives remain the exception rather than the rule.

A Profitable Investment

According to a study published in the International HR Journal, companies that include family-support measures in their expatriation packages see a 38% increase in overall satisfaction and a 26% decrease in early returns.

In an increasingly competitive global market where international mobility is strategic, this type of support is no longer a “nice-to-have” — it’s a discreet but decisive investment.

Emilie Today

Five years after her arrival, Emilie has rebuilt her foundation by returning to the basics of Maslow’s hierarchy of needs. Her sense of belonging now stems from learning the local language and building friendships — which in turn open professional doors, boosting her self-esteem and sense of purpose.

She participates in local events and is active in Franco-Dutch networks. “I haven’t forgotten the difficult beginnings,” she says. “But I now know that expatriation can’t be managed with a to-do list. It’s about repositioning yourself, evolving, acting differently — and taking action.”

Conclusion

Emilie’s story isn’t one of narrowly avoided failure — it’s the story of a success consciously built through willpower and the right support. It shows that the human factors, often sidelined in international HR policies, are in fact at the core of global mobility success.

For companies, this calls for a profound mindset shift: to see expatriation not merely as a geographical move, but as a life transformation — one that involves every member of the household.

Anne Guslandi 🌐 

Thank you, Emilie, for sharing your inspiring story.

Source: 

• “The True Cost of a Failed International Assignment: New Report Highlights Potential USD 1.25 Million Cost per Assignee.”Relocate Magazine, in partnership with International SOS & KPMG (2024). This report reveals that the cost of a failed international assignment can reach up to USD 1.25 million per assignee.