Brain Drain

Gone are the days where people use to stick to one job for life long; or graduate from mechanic to production superintendent and successfully retire with all fringe benefits of accrued PF, Gratuity, arrears etc. But today the trend is totally opposite; people periodically change job and industry even.

Employees trade off the organizations for better opportunity and growth. Well…! As such there is nothing wrong if an individual thinks about his growth and wanted to excel in professional career.

But I believe that the Employees who change job periodically are the most ambitious employees, they are highly innovative and risk takers and have a full potential of becoming future leaders. Whenever such employee leaves the organization it is the organization that is at loss and not the employee.

Generally the managers carry a perception that the employees are replaceable cogs in the wheel, which is not exactly the case. The employee being ambitious, innovative loaded with leadership qualities finds a better placement in a short duration but it take huge cost & time to the company to find a better/compatible replacement against that employee.

Loss Analysis Cost involved in losing a talented employee.

1) There is the cost involved in finding a replacement.
2) There is cost of training the replacement.
3) There is cost of not having someone to do the job in the meantime.
4) The loss of hold the person have on the workflow and processes.
5) The loss of morale in co-workers.
6) The loss of trade secrets this person may now share with other.
7) A person leaving an organization becomes its brand ambassador.

Why employees leave the company and how to retain a talent is always a debatable topic and no thumb rule can align them; but if an employee is able to grab a better opportunity in this downtime even; then definitely the employee is an asset to the company and employer should work towards preserving the asset.

Suggested reading
People leave managers not the company

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