The Sunday Mail
Cresencia Marjorie Chiremba
Staff exodus, also known as the “great resignation”, is a phenomenon where workers quit their jobs in large numbers.
This trend reflects a deep dissatisfaction with previous employment situations.
In today’s environment it has been driven by the global pandemic, which caused workers to rethink their careers, work-life balance, long-term goals and working conditions.
The departure of educated or professional people from one country, economic sector or field for another, usually for better pay or living conditions, can result in the loss of valuable individuals and expertise, which can harm the economy and individuals of the country they leave.
In Zimbabwe, economic conditions are the major cause of staff exodus and brain drain in most industries.
This has had a significant impact on the quality of service provided by many organisations.
Companies that are losing a large number of employees are, in turn, losing on expertise and experience.
This is negatively affecting the quality of service provided to customers, as they end up being served by not-so-experienced staff with limited expertise and product knowledge.
Additionally, high staff turnover leads to a more limited talent pool from which to hire and promote.
Most companies in places with high emigration rates are facing significant challenges that are stifling innovation as well as hindering strategy.
For example, the quality of service in the healthcare industry in both England and Zimbabwe was greatly affected when they lost their critical staff.
In England, a record number of more than 400 workers are said to have left the National Health Service(NHS) every week over the last year to restore their work-life balance.
It came as staff was complaining of burnout and cases of post-traumatic stress disorder following two years of battling the Covid-19 pandemic.
There are now concerns that the exodus is impacting the quality of care, with more than a quarter of adults saying they or an immediate family member had received poor care as a result of the workforce problems.
On the other hand, Zimbabwe has also been hit hard by this huge exodus of health professionals amid the Covid-19 pandemic, with more than 2 200 taking up jobs in the US, UK, Australia, among other countries.
Officials say the exodus has affected an already fragile health system.
Nonetheless, it’s not all bleak, as organisations can counter the effects of staff exodus and brain drain in order to maintain the level of service quality that satisfies their customers. Some of the measures include:
- Transfer knowledge, skills and experience.
This involves creating opportunities for older workers to share their expertise with younger employees through mentoring or training programmes.
- Adequate emotional salary
This refers to non-financial rewards that can help employees feel valued and fulfilled in their work. Examples include recognition, opportunities for growth and development, as well as a positive work-life balance.
- Active listening and observation
This involves paying attention to what employees are saying, both verbally and non-verbally, and responding in a way that shows you understand and care about their concerns.
- Transition strategies
These are plans put in place to help older workers remain engaged and productive as they approach retirement age. This can involve offering flexible work arrangements, opportunities for mentoring or knowledge-sharing or phased retirement options.
- Favourable working conditions
Companies can create a workplace culture that is supportive, inclusive and respectful, where employees feel safe to share their ideas and opinions.
- Well-structured information
This means providing employees with clear and concise information about their roles, responsibilities and expectations, including keeping them informed about changes and developments within the organisation.
Cresencia Marjorie Chiremba is a marketing enthusiast with a strong passion for customer experience. For comments, suggestions, and customer experience training, she can be reached at [email protected] or at +263 712 979 461, 0719 978 335
