Brain drain remains a phenomenon that occurs when qualified people leave the company where they work to undertake a new project in another entity. On many occasions, the worker arrives at a company that is a direct competitor of his previous employer, which may be located in the same country and even in the same city.
In smaller numbers, but increasingly frequent, this migration occurs towards foreign companies that take advantage of the technology facilities to break down borders and thus have more qualified personnel. In addition to attracting and capturing talent, retaining it should be another of the main objectives for corporations.
Feeling more valued and finding a better work environment are two factors for professionals to decide to change companies. Next, we list six causes that lead to the flight of human talent:
In addition to representing authority, the absence of a leader seen as a reference, support, and guide can cause mistrust and demotivation in their employees. Well-executed leadership will aim to align the goals of both the company and the employees.
When the climate inside a company is not healthy, disagreements and conflicts between colleagues will be the daily bread. Good communication, teamwork, and tranquility are critical to developing a project in this space.
The fact that there is no sound transmission of information between the different levels of the company and the employees may lead to conflicts between those involved. There must be constant feedback to clear each person’s roles, responsibilities, rights, and working conditions.
On several occasions, employees feel limited and know that there are no possibilities to progress in the place where they work. Companies that do not have development or training plans are shown more as a place of passage than one where a long-term project can be developed.
When a person falls into demotivation, this directly influences the commitment to the entity he works for, and his performance will show it. If professionals do not feel comfortable, inevitably, their work will not meet the highest quality standards, and there will be a brain drain.
A talent drain may be set up when a collaborator feels that their values and objectives are not aligned with those of their company. This also happens when this person’s opinion is not taken into account, and his tasks are not given importance.
The flight of talent then has significant consequences for an organization since this fact supposes imbalances within its workforce. The regular operation and performance of this may be affected in different ways:
With the loss of qualified personnel, the team’s productivity will be affected while another profile is found that can fill this vacancy. And while this process is taking place, which can take a long time, it is possible for the worker who has migrated to join the staff of a direct competitor.
In most companies belonging to any sector, if employees are not comfortable with the assigned functions, their work will not develop normally, and thus high performance will become unattainable.
The turnover rate indicates how long, on average, employees stay with a company and how often they need to be replaced. By having a high turnover rate, Human Resources costs for selection processes will increase.
It is almost impossible to achieve the objectives set in a high turnover in which it is difficult to find the right professionals. This becomes a vicious circle where people will constantly arrive at a place where they will not feel comfortable. Likewise, they will leave without exploiting their capacities because they are not effectively use.
Although companies understand the consequences, few manage to answer the question: How do you prevent brain drain? According to an article by UP, a company specializing in the management of employee benefits. This phenomenon represents an economic loss for companies of up to 20% of the annual salary of a fugitive worker.
By understanding the problems and consequences of brain drain, it is time to learn about some practices to prevent the occurrence of this phenomenon and, in this way, promote employee loyalty and commitment.
Offering workers a training plan will allow them to acquire new skills to perform their duties better and aspire to promotion. Providing a learning space within the company will favor the autonomy and effectiveness of people.
Making staff members feel good, responding to their concerns or requests. And also, establishing more horizontal relationships are good practices to achieve a friendly work environment. In short, exercise constant monitoring of the company’s work environment.
This is one of the aspects that can demotivate an employee the most. The company’s leadership must try to give a fair remuneration according to the responsibilities of those who work for them.
When the employee is aware that your company is at the forefront of the market, innovative. And recognized as an ideal place to work, they will think twice before contemplating a different option.
Think of employees as integral human beings who have a life outside of it beyond fulfilling their tasks as professionals. Generating flexible spaces such as remote work, reaching agreements, and providing them. With all the tools to be empower will mitigate the brain drain.
Brain drain remains defined as the migration of health personnel in search of a better standard of living and quality of life, higher salaries. Access to advanced technology, and more stable political conditions in different places worldwide.