Telecom
Experts Call for Talent Management Systems to Mitigate Talent Exodus in the Telecom Industry
Experts in the telecommunications industry have called for the introduction and integration of a Talent Management System to help mitigate the effects of talent exodus in Nigeria.
For years, various sectors of the Nigerian economy have struggled with brain drain, as highly skilled professionals continuously leave the country in search of better opportunities abroad, overwhelming the available workforce.
The telecommunications industry has not been spared, with numerous reports of high rates of talent resignation and migration to other countries.
This situation has impacted the sector, though some argue it presents an opportunity to evolve and integrate more talent into the pipeline.
During a panel session moderated by WTES Project Chief Operating Officer, Mr Chidi Ajuzie at the recently concluded 5th edition of the Telecom Sector Sustainability Forum (TSSF 5.0), organized by Business Remarks, the experts discussed the theme: “Mitigating the Effect of Talent Exodus on Nigeria’s Telecom Growth.” They acknowledged the issue of talent exodus but viewed it more as an opportunity than a threat.
Engr Ikechukwu Nnamani, ceo of Digital Realty, emphasized the need for a structured process for training and retraining talents already in the system, particularly by leveraging Nigeria’s large population to ensure talent retention.
Nnamani stated, “It’s inevitable. However, we should focus on the benefits. Reviewing employment policies to make workflows more flexible and adaptable for employees can reduce the impact of talent loss.”
He also noted that unlike other sectors, the data centre subsector has not experienced a significant loss of talent.
Delivering his paper presentation, the (NATEP), Femi Adeluyi speaking on the sub topic “Government Policies and Industry Initiatives to Retain and Attract ICT Professionals” addressed that talent export also has its advantages to its host community.
Citing India as an example, he said there needs to be a balance.
Dr. Olufemi also stressed the necessity of motivating employees through better remuneration and by creating mentorship programs.
He urged companies to implement a Talent Management System to effectively manage talent while simultaneously growing their businesses.
John Nwachukwu, managing director of Zoracom, stressed the importance of retention plans for businesses to hold onto talent, noting that companies must provide a supportive and enabling work environment.
He highlighted the need for succession and retention plans to prepare for talent loss and to create a vibrant and conducive workforce environment.
In the same vein, the CEO of Infratel, Dr. Tola Yusuf also encouraged businesses to focus on the positive aspects, advocating for continuous staff training and retraining to improve retention, alongside creating an atmosphere of encouragement for employees.
Speaking on this, the CEO of Jidaw System, Engr Jide Awe, highlighted India’s successful experience with talent export as a model for other countries.
According to him, India’s long-standing strategy of promoting software development and encouraging its citizens to pursue careers abroad has led to significant technological advancements and economic growth.
“By fostering a culture of innovation and entrepreneurship, India has not only benefited from the expertise and skills gained by its citizens working overseas, which has led to the establishment of a strong technology sector but has also attracted foreign investment and created job opportunities within the country.
“This demonstrates the potential for talent export to be a mutually beneficial strategy for both exporting and host countries, ” he noted.
Ms. Tinuade Oguntuyi who represented ICSL CEO, Yemi Oshodi is of the view that emphasized that brain drain and talent exodus in the telecom sector have a significant impact, not only on the industry itself but also on individuals and the broader economy.
According to her, brain drain in the telecom sector can have far-reaching consequences, including disruptions in services and a decline in innovation.
She also stressed the need to invest in talent development and create a conducive environment to retain skilled professionals within Nigeria.
On his part, the CEO of Impulso Integrated Services, Mr Akinyele Oludare said that the current talent exodus in the telecom sector is a result of various factors, including the slowing growth of the industry, limited opportunities for advancement, and the allure of higher earnings abroad.
While this trend can have negative consequences for the sector, the speaker also noted that it can have positive effects, such as increased remittances to Nigeria.
The speaker suggested that to address the talent exodus, the telecom industry needs to create a more attractive and dynamic environment for professionals.
This includes investing in growth, providing opportunities for advancement, and offering competitive compensation packages. By doing so, the industry can incentivize talented individuals to stay in Nigeria and contribute to its development.
The experts, however, cautioned companies against halting employee training programs out of fear of talent loss, emphasizing that the potential negative impact on company growth and success far outweighs any perceived benefits. Nigeria loses billions of dollars annually due to talent migration.
TSSF 5.0 aims to foster dialogue and develop strategies to retain talent while promoting sector growth. By bringing together key stakeholders, the event hopes to contribute to effective policies and initiatives that will enhance talent retention in the telecommunications industry.
Speaking about the event, the convener of the forum and Managing Editor of Business Remarks, Bukola Olanrewaju, noted that the Nigerian telecom sector is currently grappling with a multitude of challenges.
Olanrewaju stressed that the escalating depletion of talent and skilled workforce in critical sectors of the Nigerian economy is a pressing concern.
“This loss of human capital could pose as a significant threat to the nation’s productivity and economic growth if there is no balance.”
Irvine Partners, the woman-led, African-born creative communications agency operating across Nigeria, has cemented its position as a disruptive force on the global stage following a landmark week of international industry recognition for its CEO and founder, Rachel Irvine.
Rachel-Irvine-CEO-Irvine-Partners
Irvine has been named to Campaign UK’s prestigious 40 over 40 list for 2026, while simultaneously earning a place on PRovoke Media’s Innovator 25 EMEA index – two of the communications industry’s most closely watched honours, secured in the same week. The achievement places her among the most influential and progressive communications leaders across Europe, the Middle East, and Africa.
For Nigeria – Africa’s largest economy and one of its most competitive and complex communications environments – the recognition speaks directly to something the local industry has long understood: that the strategic thinking, cultural intelligence and executional precision forged in African markets is not a regional advantage. It is a global one.
Irvine Partners brings this philosophy to some of the world’s most prominent digital and consumer brands in the Nigerian market, including TikTok, Spotify, Uber and Google – organisations that demand communications work of the highest international calibre, delivered with genuine local understanding.
An African agency rewriting the global narrative
Campaign UK’s 40 over 40 celebrates individual excellence, leadership and lasting impact within the British media and marketing landscape. PRovoke Media’s Innovator 25 spotlights those who are dismantling traditional PR structures, advancing data-led practice, and reshaping how the industry operates. To earn both in a single week is rare by any measure.
What underpins both honours is a story that begins not in London but in Africa – in the dynamic, high-stakes communications environments of markets like Nigeria, where agencies must be sharper, faster and more culturally precise than anywhere else in the world.
“These accolades are less about my own journey and far more about where Irvine Partners is going as a collective,” says Rachel Irvine. “For a long time, the global communications industry treated African agencies as local executors of global strategies. What we’ve proven over the past few years is that the technical craft, cultural capital, and data frameworks built within our agency are not just scalable for the continent; they are world-class.”
Built on the same ethos that works in Lagos
The recognition follows the agency’s strong performance at the IN2 SABRE Awards EMEA, where Irvine Partners took major wins for Unicorn School – its proprietary internal talent development programme – and for its advanced data analytics capability, alongside notable shortlists for global clients including Spotify and Uber.
Nigeria’s communications market is one of the most demanding in the world. Consumer audiences are sophisticated and discerning. The media environment is layered, fast-moving and deeply attuned to authenticity. Brands that succeed here do not do so through generic messaging – they do so through precision, cultural credibility and strategic consistency. These are precisely the competencies that Irvine Partners has built its international reputation on.
“The PR landscape has fundamentally shifted,” Irvine adds. “Clients no longer want siloed regional strategies; they want intelligent, culturally intuitive storytelling backed by bulletproof analytics that move the business needle. We built our foundations on that exact ethos in highly dynamic markets, and bringing that specific DNA to the UK and EMEA regions is why we are winning.”
The agency’s agile, borderless model – deliberately structured to move at the speed of modern brands rather than the pace of legacy networks- is one that Nigerian communications professionals will recognise as a natural evolution of how the best African agencies have always operated: lean, sharp and built for impact.
Underlying both honours is Irvine’s sustained commitment to talent development and cultural diversity across all of the agency’s wholly owned offices – a principle as central to its Lagos work as to any other market in its growing global footprint.
Mark Zuckerberg, Meta Chief Executive Officer, has announced a major leadership change at WhatsApp, confirming that Will Cathcart will step down as head of the messaging service after seven years in office.
Zuckerberg made the announcement in a post shared on Facebook on Monday, June 22, 2026, praising Cathcart’s contributions to the growth of the platform.
According to him, Cathcart played a key role in expanding WhatsApp’s global user base to over three billion people while promoting privacy-focused communication across its services.
“Will’s been one of Meta’s most important and effective leaders, helping to bring WhatsApp to over 3 billion people and championing privacy for our community,” Zuckerberg stated.
The Meta CEO also announced that Kunal Shal will take over leadership of WhatsApp.
He described Shal as a “builder” with strong international experience, adding that his leadership style aligns with Meta’s long-term vision for the messaging platform.
Meta said the transition is aimed at strengthening WhatsApp’s role in both personal and business communication globally, as the platform continues to expand its services across markets.
Industry observers say the leadership change marks a significant transition for WhatsApp, which has grown rapidly under Cathcart’s stewardship, particularly in areas of privacy, encryption, and enterprise messaging solutions.
However, Meta has not disclosed the exact timeline for the leadership handover or further structural changes within the messaging division.
The company reaffirmed its commitment to maintaining WhatsApp’s security standards and continued innovation under the new leadership.
MTN Nigeria has raised the bar for corporate disclosure in Africa after publishing its 2025 sustainability report in full compliance with International Financial Reporting Standards S1 and S2.
Dr. Karl Toriola, CEO of MTN Nigeria,
The report, independently assured by Ernst & Young, marks the telecom operator’s seventh consecutive annual sustainability publication and third year as an early adopter of the global framework ahead of its mandatory implementation.
Dr. Karl Toriola, CEO of MTN Nigeria, said, “strong governance and ethical conduct are foundational to our sustainability strategy. We reinforced compliance through our Conduct Passport Framework and robust internal controls.”
He added that “in May 2025, we became the first telecommunications company in Nigeria to publicly present a sustainability report on the Nigerian Exchange Group platform, an important milestone in our commitment to IFRS S1 and S2- aligned disclosure and accountability.”
The company also secured Carbon Disclosure Project ratings of ‘B-’ for climate change and ‘C’ for water security.
Under the IFRS S2 framework, the telecoms operator disclosed climate-related risks linked to flooding, heat stress, regulatory changes and possible future taxes or charges on carbon emissions, following a climate scenario analysis completed in 2024.
The report also showed that MTN Nigeria now uses a digital reporting format – XBRL. This makes its sustainability and governance data easier for investors and ESG rating agencies to access and analyse through automated systems.
The Company also carried out assessments to understand how sustainability issues affect both its business operations and society at large, while measuring its overall economic, environmental and social impact from 2021 to 2024.
In addition, over one-third of MTN Nigeria’s biggest suppliers (based on spending) have committed to supporting the company’s net-zero emissions goals, although these commitments have not yet gone through an independent audit or verification process.
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