Experts in the telecommunications industry have called for the introduction and integration of a Talent Management System to help mitigate the effects of talent exodus in Nigeria.
For years, various sectors of the Nigerian economy have struggled with brain drain, as highly skilled professionals continuously leave the country in search of better opportunities abroad, overwhelming the available workforce.
The telecommunications industry has not been spared, with numerous reports of high rates of talent resignation and migration to other countries. This situation has impacted the sector, though some argue it presents an opportunity to evolve and integrate more talent into the pipeline.
During a panel session moderated by WTES Project Chief Operating Officer, Chidi Ajuzie at the recently concluded 5th edition of the Telecom SectorSustainability Forum (TSSF 5.0), organized by Business Remarks, the experts discussed the theme: “Mitigating the Effect of Talent Exoduson Nigeria’s TelecomGrowth.” They acknowledged the issue of talent exodus but viewed it more as an opportunity than a threat.
Digital Realty CEO, Engr. Ikechukwu Nnamani, emphasized the need for a structured process for training and retraining talents already in the system, particularly by leveraging Nigeria’s large population to ensure talent retention.
Nnamani stated, “It’s inevitable. However, we should focus on the benefits. Reviewing employment policies to make workflows more flexible and adaptable for employees can reduce the impact of talent loss.” He also noted that unlike other sectors, the data centre subsector has not experienced a significant loss of talent.
Delivering his paper presentation, the
(NATEP), Femi Adeluyi speaking on the sub topic “Government Policies and Industry Initiatives to Retain and Attract ICT Professionals” addressed that talent export also has its advantages to its host community. Citing India as an example, he said there needs to be a balance.
Dr. Olufemi also stressed the necessity of motivating employees through better remuneration and by creating mentorship programs. He urged companies to implement a Talent Management System to effectively manage talent while simultaneously growing their businesses.
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The Managing Director of Zoracom, John Nwachukwu, stressed the importance of retention plans for businesses to hold onto talent, noting that companies must provide a supportive and enabling work environment. He highlighted the need for succession and retention plans to prepare for talent loss and to create a vibrant and conducive workforce environment.
In the same vein, the CEO of Infratel, Dr. Tola Yusuf also encouraged businesses to focus on the positive aspects, advocating for continuous staff training and retraining to improve retention, alongside creating an atmosphere of encouragement for employees.
Speaking on this, the CEO of Jidaw System, Engr Jide Awe, highlighted India’s successful experience with talent export as a model for other countries.
According to him, India’s long-standing strategy of promoting software development and encouraging its citizens to pursue careers abroad has led to significant technological advancements and economic growth. “By fostering a culture of innovation and entrepreneurship, India has not only benefited from the expertise and skills gained by its citizens working overseas, which has led to the establishment of a strong technology sectorbut has also attracted foreign investment and created job opportunities within the country. This demonstrates the potential for talent export to be a mutually beneficial strategy for both exporting and host countries,” he noted.
Ms. Tinuade Oguntuyi who represented ICSL CEO, Yemi Oshodi is of the view that emphasized that brain drain and talent exodus in the telecom sector have a significant impact, not only on the industry itself but also on individuals and the broader economy.
According to her, brain drain in the telecomsector can have far-reaching consequences, including disruptions in services and a decline in innovation. She also stressed the need to invest in talentdevelopment and create a conducive environment to retain skilled professionals within Nigeria.
On his part, the CEO of Impulso Integrated Services, Akinyele Oludare said that the current talent exodus in the telecom sector is a result of various factors, including the slowing growth of the industry, limited opportunities for advancement, and the allure of higher earnings abroad. While this trend can have negative consequences for the sector, the speaker also noted that it can have positive effects, such as increased remittances to Nigeria.
The speaker suggested that to address the talentexodus, the telecomindustry needs to create a more attractive and dynamic environment for professionals. This includes investing in growth, providing opportunities for advancement, and offering competitive compensation packages. By doing so, the industry can incentivize talented individuals to stay in Nigeria and contribute to its development.
The experts, however, cautioned companies against halting employee training programs out of fear of talent loss, emphasizing that the potential negative impact on company growth and success far outweighs any perceived benefits. Nigeria loses billions of dollars annually due to talent migration. TSSF 5.0 aims to foster dialogue and develop strategies to retain talentwhile promoting sectorgrowth. By bringing together key stakeholders, the event hopes to contribute to effective policies and initiatives that will enhance talent retention in the telecommunications industry.
Speaking about the event, the convener of the forum and Managing Editor of Business Remarks, Bukola Olanrewaju, noted that the Nigerian telecomsector is currently grappling with a multitude of challenges. Olanrewaju stressed that the escalating depletion of talent and skilled workforce in critical sectors of the Nigerian economy is a pressing concern. “This loss of human capital could pose as a significant threat to the nation’s productivity and economic growth if there is no balance.”
