There is interesting research about performance management related to expatriates and suggestions for designing effective solutions especially for their unique needs. 
“It seems that most organizations evaluate and manage expatriates on an ad-hoc basis, often leading dissatisfaction with the outcomes and conduct of the performance management system, and subsequent dip in performance levels and quality.”
An interesting suggestion as a part of an effective plan is mentorship relationships between expatriate and host country executive, as well as with home country mentor.
For expatriates there is obviously a lot to adjust in the workplace and in private life. The faster and better employees adapt and get on track with the new environment overall, the faster they can reach their full potential with their assignments.
How do you support your international people and how effective is your performance management especially with expatriates’ assignments?
Is there anything we could help you with around global mobility matters?

You can read the article here.