Joy Agwunobi
The Nigerian telecommunications industry faces a pressing issue as highly skilled professionals continue to leave the country in search of better opportunities overseas. In response to this mounting concern, the Nigerian Communications Commission (NCC) has urged telecommunications operators to take steps towards attracting and retaining talent within the industry.
The issue of talent exodus was the primary focus of discussion during the fifth edition of the Telecom Sector Sustainability Forum (TSSF 5.0), which was centered on the theme “Mitigating the Effects of Talent Exodus and its Impact on the Growth of Nigeria’s Telecommunications Industry.” In his address at the forum,Aminu Maida, the executive vice chairman of the NCC, who was represented by Tunji Jimoh, NCC’s Lagos zonal controller,, voiced concerns about the ongoing brain drain, citing Nigeria’s brightest minds, particularly in the tech and telecom industries, being lured away by more attractive opportunities overseas.
Maida underscored the critical importance of talent in driving innovation and development within the telecom sector.
“Talent is the lifeblood of our industry. Without it, innovation and growth are significantly hindered. The departure of skilled professionals leaves a void that is hard to fill,” he noted.
The Association of Telecom Companies of Nigeria (ATCON) estimates that the loss of talent in the telecommunications sector as at 2022 is worrisome, with more than 500 software engineers and 2,000 telecom professionals leaving the country in pursuit of better opportunities elsewhere.
To counter these challenges, the NCC urged telecom operators to implement more flexible and attractive work policies, provide competitive remuneration packages, and nurture a culture of innovation within their organizations.
“To keep talent within our borders, we need to create work environments that professionals find attractive. This includes offering remote work options, continuous learning opportunities, and creative spaces that encourage innovation,” the NCC EVC noted.
Maida also highlighted the critical importance of investing in the professional development of the telecom workforce. He noted that beyond improving work conditions, telecom operators should prioritise upskilling and reskilling existing employees to enhance their competencies and provide them with opportunities for career advancement.
According to Maida, companies that provide a clear career growth and development path for their employees are more likely to retain top talent. He stressed that the key to retaining Nigeria’s brightest minds is demonstrating to them that they have a bright future within their current organisations.
Maida added, “Our talent is our greatest asset. To secure the future of telecommunications in Nigeria, we must invest in the people who make that future possible.”
Maida emphasised that the NCC has been instrumental in addressing the challenge of talent migration by initiating various measures aimed at promoting local content, improving infrastructure, and creating an ecosystem that supports digital growth. He acknowledged that collaboration with key stakeholders, including government ministries, state agencies, and international organisations, has been critical in advancing these efforts and achieving positive outcomes for the industry.
Maida highlighted the NCC’s support for the Ministry of Communications, Innovation, and Digital Economy’s ambitious 3 Million Technical Talent (3MTT) Programme, which seeks to train three million Nigerians in digital and technical skills by 2027.
Bukola Olanrewaju, the convener of TSSF 5.0, also underscored the urgency of tackling the issue of talent migration. In her address, she emphasised that human capital flight is not just a statistic, but a pressing concern that affects industries, particularly the telecommunications sector, in several ways.
Olanrewaju highlighted the negative impacts of talent migration, including the loss of valuable knowledge, skills, and expertise, which can hinder innovation, competitiveness, and growth within the telecom sector.
Olanrewaju stated, “The loss of skilled professionals is a significant blow to our industry. It affects innovation, reduces intellectual capital, and hinders overall growth.” She added that an analysis by PwC estimates that the talent exodus could cost Nigeria approximately $4.7 billion in productivity and tax revenue by 2027.
While acknowledging the challenges posed by brain drain, Olanrewaju expressed optimism that the situation could be turned into a positive force for growth and development with the right strategies.
“By addressing the root causes of talent migration and creating an environment that fosters development and retention, we can transform the telecom sector into a more sustainable, resilient, and prosperous industry,” she said.
Olanrewaju identified investing in talent development and fostering a supportive work environment with competitive compensation as key factors in reversing the trend of talent migration within the telecom sector.
She explained that providing employees with opportunities for professional growth and career advancement, as well as creating a work culture that encourages innovation and values their contributions, can help to improve employee engagement and satisfaction.
