How to prevent brain drain

How to prevent brain drain; Being part of a highly competitive sector, and with one of the highest turnover rates, BPO companies must focus part of our efforts and teams on designing a strategy that allows us to avoid the brain drain, promoting creativity, development of the career line, but above all, the creation of an employer brand that is attractive and encourages employees to want to stay and be part of the organization.

I share with you the “loyalty decalogue”, which I consider to be the fundamental keys to avoiding the brain drain:

1. A good base salary: although it consists of the minimum salary that a worker will earn for doing their job in a certain time, without counting supplements and/or incentives, it must be competitive with respect to the labor market. Strategically, I mention this as the first point because, as important as it is, it also represents the “hardest” part of the total salary, and possibly, at first, it is what attracts talent to decide to be part of the company. organization.
2. Possibility of developing a career line: undoubtedly, for any person, it is extremely important to assess whether or not it exists, and what the development of their career would be like within the company to which they are applying. The career line is a tool for retaining talent because it is highly valued by workers when it comes to taking a position, and that is why a long-term strategic talent management plan must be implemented.
3. Offer work-personal life balance: this point refers to a satisfactory management between the hours in which a collaborator works and those who enjoy their personal time. So that there is no great imbalance, leaders and teams must be promoted so that enough time can be allocated to both aspects, since it is essential for good mental health and suffering from less stress.
4. Emotional salary: this refers to the non-economic part that companies implement to increase the work motivation of their collaborators. From health insurance to greater flexibility in work schedules, the emotional salary is that “plus” that can build employee loyalty.
5. Employer brand: the reputation of the company, through our employer brand, helps to conceptualize the value proposition that we offer to workers, and is what will help us both attract candidates and retain our employees. This is made up of all the benefits, both tangible and intangible, that the company offers its employees and that they obtain by working for it, and that is why we must focus on building a consistent employer brand that is competitive.
6. Involve teams in decision-making: one of the objectives of decision-making in a company is to achieve the best results, and that is why I consider it extremely important to involve employees in this process, always offering information that provides clarity on what will be decided. The process is its whole and with the sum of diverse opinions, it will enrich the decision making itself. 
7. Constant and assertive communication: the difference between a boss and a leader is that people trust and follow the second. Building trust and setting an example are key to promoting a motivated and productive work team, but this requires a lot of conscious effort. We must be very transparent and honest, so that we can avoid the creation of rumors and assumptions that can harm the work as a whole.
8. Good work environment: for a collaborator, a key aspect is a harmonious and positive work environment in which they can work on their projects and work together with other teams. Promoting a good work environment will make our collaborators feel comfortable and valued within the team, which in turn will help them to be more productive, efficient, committed and develop a sense of belonging to the organization.
9. Good onboarding processes…and, although it is not what we are looking for, offboarding: or optimizing the HR processes that correspond to the employee’s journey can be an extremely useful decision when we seek to avoid the brain drain of our organization. It is much more likely that talent will be retained if they are welcomed into the company from the beginning through an optimal onboarding process; And it is that entering a new company is a totally new experience because it is a new environment and new coworkers with whom we must share day to day.
10. Promote the search for professional challenges: In this way, we not only recognize the potential of our teams, but we also try to develop it, day by day and in each project in which they are involved.

Taking care of talent in a company is essential for its success in the short and long term, since it is not enough to offer good products and services to customers, if internally we suffer from a brain drain. Seeking to retain the best employees with different types of talents is very beneficial, it allows us to embrace diversity and enrich collaborative work.