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There have been countless reports of people on social media platforms like Facebook and Twitter who narrate how they were with a friend the day before, only to wake up the next day to hear that their friends have relocated to the UK, US or Canada. What’s more surprising is the recurring complaints from tech startups and other companies about the massive brain drain of their best staff. Often, these employees leave without telling their employers, leaving them in shock and angst. The impact of this Japa has been felt in all sectors – tech, health, banking, consulting, education and so on. For instance, if you notice that your bank app is frequently experiencing a glitch, it is the impact of Japa. How? The tech guys are not left in the wave of Japa. Many tech companies in the US are anticipating the supply of talent from emerging economies like Nigeria, and Nigerian tech bros and sis are not sleeping on this opportunity. Multinational corporations like Microsoft, Facebook, Amazon and Apple are extending job opportunities to promising talents from Nigeria and relocating them to the global West. Hence, software engineers are becoming increasingly scarce by the day. Apart from going to the US, EU and Canada to work, many talents leave Nigeria for graduate studies. With the presence of never-ending strike actions by academic and professional unions, young Nigerians have their gaze abroad, causing the Japa wave to quadruple.
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As usual, the causes of this Japa wave are associated with a growing economic recession, skyrocketing inflation, the ruling class’s corruption and inability to cushion the effect of the recession, frequent industrial actions and the recent insecurity plaguing the country. These issues have caused young Nigerians more reasons to worry. The question is, how can Nigerian startups tackle this “Great Resignation” sponsored by Japa? In this article, I share a few insights that will help.
Have A Succession Plan
Give Talents Bigger Reasons To Stay
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Therefore, founders must look beyond paying fatter salaries and other incentives to retain talent. This is the time to tell compelling stories to make your workforce mission-driven.
Offer Stock Options
Create Flexible Working Arrangements
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