All the cost control strategies discussed so far have generally focused on a particular line of thought - that of encouraging responsible spending on the part of the expatriate. Beyond purely controlling costs, however, putting them in control is actually far more beneficial in the long-run as well. Firstly, they are in the best position to decide what to do in the local context (being entrusted with that duty in the first place, anyway), and secondly, it builds their confidence that the company has implicit trust in them. And this is what we will be talking about next.
One of the most effective cost control methods is actually what many would call the human factor. This is an attitude whereby you treat your expat well and deal reasonably with them and any family they may have to bring over. Don't forget that while the company is breaking into new territory, so is the expat. They would love to help you, if only you help them out as well.
The most expensive price a company could pay in terms of expatriation costs would have to be the expat themselves bailing from the assignment. This, despite the many policies and contracts he may have agreed to in writing before being sent on his way.
Such a drastic measure is no joke, and does not happen overnight. Checking in with the expat and his feelings on the assignment or the general mood of the culture overseas is essential to keeping him anchored long enough for results to show. Once again, this requires effort on the part of the home company, or the department handling international mobility.
Even if they may not make such a move, dissatisfaction can still build up when the long-term needs of an expat are not being addressed adequately. Has the company clearly communicated their support via educating the expat on where they can turn to for help should issues crop up? Or is the attitude such that the company will only interfere when monetary matters are concerned? For expatriates with families, is everything being done to ensure that the family is being cared for enough so that the expat can concentrate happily on his new position? Of course, the expat and his family will surely appreciate their personal space, so once again, this becomes a delicate balancing act between being overly concerned to the point and having absolutely no concern at all.
Much of the balancing act can be successfully done if the company sounds the expat out with constant communication. The point of this is to show the expat that "we're in this together", and that you trust them with what they're doing - that's why you're offering support whenever possible. To know that someone is there for them in this strange new land is reassuring, and this reassurance will translate into confidence and a better quality of work.
So all in all, when you help your expat to build trust in you and your commitment to his success, you can be sure that he will put forth the necessary effort to make that success come true for you. What could be more cost-effective than that?
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