You have attracted the best people. But have you given thought on how to RETAIN them?

Global Capability Centers face a very different set of challenges when it comes to Talent Retention than the enterprise. A common sentiment, that people in GCCs have, is the lack of growth opportunities within. Add to that is abundant availability of opportunities outside as the industry is booming.

GCC Managers end up handling huge project responsibilities without requisite authority and freedom, which significantly constrains their ability to hire/retain/motivate talent to effectively deliver on project deliverables. Professionals working in GCCs, have sensitivities, expectations on roles/designations, and growth aspirations quite different from the enterprise. Lack of understanding of these nuances can lead to disgruntlement and exit.

So, what do you do to retain talent in the GCCs? Apart from on-the-job training, it is important to impart strategic training related to the enterprise. This will lead employees to understand and contribute to the enterprises’ strategy and therefore stand a chance to aspire for global positions. It is now an established fact that enterprises offshore not only for cost but also for innovation. It is important that this aspect is kept in mind while strategizing for the future.

Talent, its acquisition, and its retention, remain the most important factors for an enterprises’ offshoring strategy and it is important to give it due consideration. Let not corporate myopia, restrict an enterprises’ growth.

Partners like Gloplax, who are well-versed in setting up Global Capability Centers, can help and support the enterprise by identifying issues and making sure there are enough safeguards to mitigate them.