In recent years, the labor market in Mexico has seen more and more qualified professionals looking for opportunities beyond national borders. And while one of the main motivators was to obtain better income. The international talent diaspora or also known as “brain drain” has become a multifaceted phenomenon that goes beyond salary considerations.
In the last five years
more than one million Mexicans have emigrated from the country, almost half a million more than in the previous period. Most of these employees began their journey for work-related reasons and a quarter of them are highly qualified.
For Ivonne López, Brand & Communications Manager at Pandapé, “In an increasingly competitive global labor market, where opportunities transcend borders, employees are looking for more than a good salary; they are looking for experience, recognition and purpose. That is why companies can develop effective strategies that allow them to meet these needs before people decide to leave, or generate attractive offers to get them to return, or to add their talent. ”
A woman with a clipboard checks off boxes while a person holds a box. talent drain
Motivators are changing
According to the expert, although it was often thought that the m shopify header design ain motivator was salary, which was the most important when someone decided to emigrate, in reality, other non-economic factors play an equal or even more important role. In fact, it is these aspects that are often the real reason behind the decision to leave by the qualified workforce <3>.
These include learning new skills, social and/or business recognition, taking new courses, including language courses, experiencing culture, doing something new or embarking on an adventure abroad. And while many employees want to return to the country, currently only 11% do so for work reasons.
Impacts of labor migration
Mexico currently ranks as the country with the second highest labor migration on the planet (after India). The brain drain has a profound impact on economic development. One of the most notable is the loss of investment in education, as significant resources are devoted to training professionals who, by migrating, end up benefiting other economies.
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In addition, brain drain slows innovation, as the departure of experts in key areas, such as technology and science, leaves a void that limits the country’s ability to compete globally. In addition, this outflow of professionals generates a personnel deficit in strategic sectors, which can further deepen the talent shortage already experienced by 65% of organizations <4>.
Improving organizational culture
Companies have the opportunity to implement effective strategies to anti- aol email list cipate the needs of their employees, which will allow them to retain them before they consider leaving. In addition, they can design attractive proposals to attract those who have already left, encouraging their return with an environment that meets their professional and personal expectations.
As part of improving organizational culture from HR, through technological tools, highly relevant training programs can be promoted, as well as the creation of personalized development, recognition and reward plans. Ultimately, it is about cultivating a motivating, balanced work environment, where employees feel valued and recognized for their contribution to the organization.
“In a world where job opportunities transcend borders, ret bolja fleksibilnost u schulingu pridonosi aining talent is not just a matter of salary. Companies that understand the true motivations of their employees will not only avoid brain drain, but will also position themselves as leaders in an increasingly globalized and competitive market,” concluded Ivonne López.
