Improved quality of support, more frequent communication, and greater consideration of partners‘ professional situations are imperative to support the expatriate adjustment process and preserve the talent pool from which potential expatriates are selected. However, logistical and cultural support services do not help partners solve their identity dilemma. It is therefore urgently recommended to expand offerings that target the professional and personal levels to address feelings of loss of control and the desire for autonomy and self-actualization (Braseby 2010; Herbolzheimer 2009; McNulty 2012; Shaffer and Harrison 2001).

At the same time, expat families should be more empowered to make use of existing support services. In case they are not happy with the expert they have been referred to, they can use their training and cash allowances to find a better fit for themselves. I made the experience myself. While our posting was organized by a big company I also got transferred to a big company for career support. However, the services offered have not been customized at all. The moment I realized that a large amount of money is simply spent on translating my CV (a task that I can easily do myself) I shifted the budget to a career coach who worked with me on my individual case and helped me figure out not only the HOW but most of all the answer to the question of WHAT my professional future could look like. I encourage expat partners to communicate their needs directly with the HR department and research suitable offers before.