FACTS AND DATA IN PARTNER ASSISTANCE

Courtney Lind • January 2, 2020

 A recent White Paper from NetExpat takes a deeper look at the industry trends around Partner Assistance and provides some best practices for companies providing these services.

The services offered to today’s relocating partners have evolved dramatically over the years, with companies dedicating more time and resources than ever before to ensure that partners are supported at all stages of the mobility process. Understanding the various support options and how much guidance to offer, the return on investment, support for non-working and dual-career partners, as well as tracking KPIs are all critical pieces of partner support programs. 


NetExpat has examined each of these more carefully from a quantitative perspective in our 2019 white paper.
What many companies are finding is that there is a balance between offering too many options and not enough. Cash allowances are gradually vanishing in exchange for ad hoc support, but on the other end of the spectrum offering many options without consideration for individuals’ needs can lead to delays in decision making. The key here is that program support should be simple, tailored, and offer select options. Understanding that there is no one-size-fits-all approach can lead to an increased uptake rate and more successful international assignments. Companies must also be mindful of the flexibility of today’s relocating partners, which includes working, not working, or alternating between the two. Choice and empowerment are the critical words here. Looking more closely at trends within companies surveyed by NetExpat helps to explain where the industry is headed, while providing organizations with important indicators when developing their partner support offerings.
Key Performance Indicators to Consider When Selecting a Partner Support Program

Satisfaction Rate
How well the promised services have been executed


Intake Rate
How many partners take advantage of the support

Placement Rate
Success rate for programs aimed at securing employment


Download a copy of Facts and Data in Partner Assistance: 
The Industry's Reality

Share this post

Rethinking Global Mobility Policies: Industry Lessons from a Head of Global Mobility Policy

By NetExpat Account • April 7, 2026
In a recent conversation with NetExpat, Mark Vaughan, Head of Global Mobility Policy at Maersk, offered a candid look at what it takes to modernize mobility policies in a way that is practical, inclusive, and aligned with today’s workforce realities.

Team Spotlight: Sam Pinney

By NetExpat Account • March 6, 2026
Sam combines a bilingual, multicultural upbringing with deep global mobility experience. Born in Belgium to a British father and Belgian mother, she began her career in education—later moving into consultancy and, in 2003, into international mobility. At NetExpat since 2009, Sam blends operational excellence with advisory insight, working directly with clients and assignees to design people‑centered solutions. She thrives on building trusted relationships across cultures and supporting family wellbeing, partner careers, and sustainable assignments. Her practical, empathetic approach turns complex mobility challenges into positive outcomes for organizations and the people they move.

Repatriation That Pays Off: KPMG’s Playbook with Adeline Ong

By NetExpat Account • March 6, 2026
Insights from Adeline Ong on how KPMG prioritizes repatriation.

2026 Relocating Family Support Survey: What Today’s Mobility Leaders Need to Know

By NetExpat Account • March 2, 2026
For nearly a decade, the Relocating Family Support Survey —developed in partnership between NetExpat and EY—has served as the industry’s most comprehensive benchmark on the experience of relocating partners and families. Since its launch in 2018, the survey has captured insights from more than 4,400 participants worldwide, helping organizations understand the realities facing globally mobile families and the policies that most effectively support them. The 2026 edition builds on this foundation with input from over 340 respondents across 50 countries, offering a timely view into how mobility expectations, workforce demographics, and business priorities continue to evolve.

Stronger Together: The Business Case for Supporting Relocating Partners

By NetExpat Account • February 17, 2026
International relocations are a big adjustment for employees, but they can be an even bigger adjustment for their accompanying spouses or partners. This is especially true if they were a part of a dual income household in their country of origin. While organizations often focus on logistical support for the employee, the success of an international assignment hinges equally on the well-being of the entire family. If a relocating partner struggles to integrate, it can have negative impacts on the partner’s state of mind, the couple’s relationship, the employee’s ability to focus on their new role, and both assignment and organizational objectives.

Team Spotlight: Anubhuti Pandey

By NetExpat Account • February 9, 2026
Anu brings over seven years of experience in Learning & Development and Human Resources, shaping her career around helping people grow, adapt, and thrive. Her early passion for psychometrics, talent management, and capability‑building led her into the HR solutions space, where she deepened her expertise in behavioral insights and learning strategy before stepping into her role as Senior Manager, Advisory Services – India at NetExpat. Today, she supports Indian talent navigating global mobility and intercultural transitions, energized by daily conversations with individuals from around the world and inspired by the continuous learning that comes from working with a truly global team.

Outsourcing, Insourcing & Automation: Building Agile, Sustainable Workforces

By NetExpat Account • February 4, 2026
When it comes to global talent mobility, agility is crucial to an organization’s long-term strategy and competitiveness. With mounting pressure to deliver seamless employee experiences—while managing cost, compliance, and cultural complexity—the question isn’t just what to outsource, but also what to own and automate to stay relevant and scalable over time.  This post explores how companies can align operational choices with their internal capacity, cultural context, and long-term goals. The right balance is unique to each organization’s talent and operational needs.

Team Spotlight: Des McKell

By NetExpat Account • January 19, 2026
Des brings over 25 years of global mobility expertise, beginning with guiding people through the life-changing decision of buying and selling homes before moving into relocation in 1990. His passion lies in building impactful, human-centered mobility solutions, shaped by personal relocation experiences and lessons in cultural awareness. At NetExpat, he thrives on the intrapreneurial energy of a global team that feels like a “27-year-old start-up,” inspired daily by colleagues’ talent and dedication. Motivated by the chance to create sustainable solutions that truly make a difference for individuals, families, and organizations, Des envisions mobility evolving into a strategic, end-to-end resource that elevates the human experience.

Repatriation and Retention: Ensuring Mobile Talent and Businesses Thrive

By Laurette Bennhold-Samaan • January 15, 2026
When organizations support mobile employees during an intercultural assignment, they benefit long after those same individuals repatriate. The trouble is, too many businesses don’t see repatriation as a component of the assignment, which can have negative outcomes for both them and the employees they’ve invested in: Without repatriation support, employees face a myriad of challenges, from reverse culture shock and career uncertainty to feeling diminished. Businesses end up paying the price, from employees being disengaged to losing talent altogether. Both have negative impacts on a company’s ROI.

Global Teams. Clashing Expectations: When Leadership Doesn’t Match the Way People Work

January 6, 2026
Leadership styles vary widely across cultures—and when global teams work together, those differences can quietly shape everything from decision-making to team morale. What feels like clarity to one supervisor may feel like micromanagement to an employee from another culture. Respectful silence meant by one team member may be misread as disengagement by a leader with different cultural values and expectations. These mismatches aren’t about competence or intention—they’re about interpretation. And without cultural understanding, even high-performing teams can struggle. Training your workforce to navigate diverse leadership styles—to develop intercultural agility— is more than a soft skill. It’s a strategic investment. Employees need support to adapt to unfamiliar supervisory approaches. Leaders need coaching to flex their style in varying cultural environments. And organizations need expert partners who understand the hidden dynamics at play. Organizations that foster culturally agile teams build resilience and adaptability across diverse workforces. In addition to cultivating mutual understanding, they facilitate bridging gaps between leaders and their teams by encouraging open communication and flexible leadership approaches. This foundation further supports team collaboration, productivity, and innovation.
Show More