Emirati Talent Attrition in the Private Sector: Navigating Challenges under NAFIS

The NAFIS program has made significant strides in increasing the participation of Emirati nationals in the private sector. Recently, the Ministry of Human Resources and Emiratisation (MoHRE) celebrated a historic milestone, with over 100,000 Emiratis now working in the private sector—the highest number ever recorded in the history of Emiratisation.

However, with this positive trend comes a critical concern: the growing challenge of attrition among Emirati talent. Backfilling Emirati positions has become increasingly exhausting and costly under new policies. Attrition, especially when it involves high-potential Emiratis, can be detrimental to companies, affecting both retention and further workforce development efforts.

Understanding the Causes of Attrition

Employee attrition in the private sector is influenced by various factors, many of which are amplified in the context of Emiratisation. Common reasons for turnover include better job opportunities, job dissatisfaction, a lack of understanding about employment, unclear career development paths, conflicts with organizational culture, and other personal motives. For Emirati employees, these factors are further complicated by cultural and social considerations unique to the UAE.

Key Factors Contributing to Emirati Talent Attrition

One significant issue contributing to Emirati attrition in the private sector is the lack of a comprehensive and inclusive Emiratisation strategy. While companies often excel in sourcing Emirati talent using strong employment value propositions, the reality of the employment experience can change drastically during or shortly after the hiring process.

Emirati youth, in particular, may lack experience in making informed employment choices, career decision-making, and professionalism in navigating their employment affairs. Some may not be adequately educated about how to select a job, company, or career path, making them vulnerable to the talent war's best talkers or highest bidders. Universities and schools play a pivotal role in preparing talent before job hunting, while regulatory bodies could further support companies in retention efforts by educating them on best practices and potentially introducing governance on job-hopping or realistic retention quotas.

Addressing the Challenges

To effectively combat Emirati talent attrition, companies need to adopt a multi-faceted approach that both organizational and individual factors:

1. Developing Comprehensive Emiratisation Strategies: A well-rounded strategy that goes beyond hiring can ensure that Emirati employees are supported throughout their career journey within the organization. This includes clear career paths, ongoing development opportunities, and a supportive work environment.
2. Cultural Sensitivity and Inclusivity: Creating a work environment that is culturally sensitive and inclusive of Emirati traditions and values can foster a sense of belonging and loyalty among local talent.
3. Mentorship and Coaching: Offering mentorship programs, particularly for Emirati talent and their direct line managers, can provide invaluable guidance for young professionals, helping them navigate their employment more effectively and supporting company retention efforts.
4. Education on Employment Choices: Organizations, along with educational institutions, can play a role in educating Emirati youth on making informed employment decisions, understanding their rights and responsibilities, and navigating the complexities of the modern job market.
5. Realistic Job Previews and Transparent Communication: Companies should ensure that job expectations are communicated transparently during the hiring process to avoid any surprises that could lead to dissatisfaction and eventual attrition.
6. Addressing Company Politics and Culture: Internal politics and misalignment with company culture can significantly impact an employee’s experience. Ensuring that new hires are smoothly integrated and supported in navigating the company’s culture can help reduce turnover.

The challenge of Emirati talent attrition in the private sector under NAFIS is multi-dimensional, involving both organizational shortcomings and individual factors. By understanding these challenges and implementing comprehensive strategies to address them, companies can create a more supportive environment that not only attracts but also retains Emirati talent. As the UAE continues to develop its workforce, the long-term success of these efforts will depend on the ability to sustain and nurture the talent that NAFIS has brought into the private sector. This will not only contribute to the growth and success of individual companies but also to the broader goals of national development and economic diversification.