Impact of Skilled and Experienced Employee Migration on the Company
Introduction
Today,
in the interconnected global economy, skilled people are seeking opportunities
to validate their abilities. As a result, in Sri Lanka, many skilled workers
have been leaving the country over the past two to three years. This situation
can be defined as “Brain Drain”. Now, in Sri Lankan business organizations are
struggling to retain their skilled workers, and unfortunately, they have failed
to identify an effective strategy to address this issue.
Discussion
The resignation of skilled employees can
greatly affect an organization. It reduces productivity and leaves knowledge
gaps. It also raises recruitment and training costs, lowers employee morale,
and increases the workload for those who stay. From a strategic view, high
turnover can disrupt the company culture, hinder innovation, and weaken
competitive advantage.
Several factors contribute to this issue.
Economically, skilled workers often move to find higher wages, better job
opportunities, and improved working conditions. Many also relocate abroad for
educational and career reasons, like obtaining better training, higher
education, or more advancement. Political and social issues, such as
instability, corruption, and unfairness, can push people to seek stability and
merit-based systems in other places. Additionally, the desire for a better
quality of life, which includes improved health care, safety, and work-life
balance, drives many to move. Technological advancements and globalization have
made international relocation easier and increased the global demand for
skilled labor. Personal reasons, such as reuniting with family, experiencing
new cultures, or providing better futures for children, also play a major role
in encouraging skilled migration.
Brain drain refers to the movement of skilled
professionals from one area or industry to another. This situation creates
major problems for both the regions losing talent and those gaining it. It is
often caused by political instability, economic difficulties, or better job
prospects in other places. This trend results in a loss of valuable human
resources (Young J., 2025).
Brain
drain is a global problem. The term describes the movement of highly educated
and skilled people to other countries. Right now, brain drain is a significant
issue in the developing world. In Sri Lanka, the brain drain index reached 7.6
points by 2023. This places Sri Lanka 20th in the world and 9th in South Asia.
Brain drain poses a national threat, creating a generation eager for great
success that we have heard about but have yet to experience (Madhavi W., D., 2023)
Preventing
brain drain in Sri Lanka means creating a place where skilled people want to
stay and contribute. This can be achieved by improving economic opportunities
through higher salaries and better career prospects. The education system
should be updated to meet global standards. Good governance, political
stability, and fair tax benefits will help build trust and motivation among
professionals. It is also important to value and recognize skilled workers by
offering them clear career growth and fair rewards. Engaging the Sri Lankan
diaspora will encourage return migration and support dual citizenship.
Furthermore, enhancing the quality of life through better health care,
transport, and public safety will make living in Sri Lanka more appealing.
Conclusion
Skilled
migration gives Sri Lankan professionals global exposure and higher earnings.
It also benefits the country through remittances and skill transfer. However,
too much migration can lead to brain drain. Finding a balance between
opportunities abroad and policies that keep talent and encourage returnees is
crucial. This balance can make migration beneficial for both individuals and
organizations.
References
Sri Lanka Bureau of Foreign Employment (2024) Annual Statistical Report of
Foreign Employment 2023. Available at: https://www.slbfe.lk/annual-reports/ (Accessed: — if needed, provide an
access date).
Your blog captures the human side of brain drain really well — it’s not just about economics but also about aspirations and quality of life. I appreciate how you discussed both the challenges and possible solutions. Building a culture that values skilled professionals is indeed key.
ReplyDeleteYour blog presents a clear, relevant, and well-researched discussion on the effects of skilled worker migration (brain drain) on Sri Lankan organizations. The structure is logical, and your analysis covers both causes and solutions, showing good critical understanding of the issue. The tone is professional and appropriate for an academic or professional audience.
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ReplyDeleteA well-explained post showing how digital transformation is reshaping the banking sector, highlighting both the advantages and challenges faced by employees. To further improve academic depth, consider adding references or industry statistics, especially data on digital adoption trends in Sri Lankan banks.
This is a very insightful post, It’s a reminder that people are a company’s most valuable asset, and keeping them engaged should always be a top priority.
ReplyDeleteAn extensive summary of the effects of skilled worker migration on businesses and the larger Sri Lankan economy is given in this article. It skillfully lists the main causes, including social, political, and economic aspects, and backs up the argument with current statistics. Incorporating organizational case studies or HR policy responses to highlight real-world applications, however, could improve the research. Its essential depth would also be improved by a more thorough analysis of the ways in which talent retention tactics may lessen brain drain. All things considered, it is a relevant and well-organized examination of a critical HR issue in Sri Lanka.
ReplyDeleteThis article accurately identifies the political, educational, and economic factors that influence the brain drain—the migration of skilled and experienced employees—and its effects on Sri Lankan organizations. In order to increase domestic retention and promote diaspora engagement, it offers a strategic, multifaceted set of solutions, highlighting the need to update the educational system, create merit-based recognition, and improve economic opportunities.
ReplyDeleteReading this article on skilled migration, I couldn’t help but connect it to what we experience daily in hospitality. When experienced staff leave, it’s not just a vacancy on paper—it’s the loss of a familiar smile at reception, the trusted chef who knows a guest’s preferences, or the housekeeper who takes pride in every detail. In hotels, service quality depends on people, not machines, so brain drain feels very personal. Retaining talent isn’t only about salaries; it’s about dignity, recognition, and creating workplaces where people feel proud to stay. If Sri Lanka wants to stop the outflow of skilled professionals, we must build environments—both nationally and within our companies—where talent feels valued, safe, and able to grow. Otherwise, we risk losing not just skills, but the very soul of our service culture
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