Myanmar’s Talent Gold Rush

I got to spend a fantastic couple of days in Myanmar last week and had a really wonderful experience. Having been isolated by economic sanctions for more than a decade, Myanmar is shaking off its shackles, focusing on the future and booming. The international business world is descending on Myanmar, as it is one of the last white spaces, and is hungry to capitalize on the desire of 55 million people who rightfully believe their time has come.

Infrastructure, FMCG, Automotive, Pharma, Energy Companies and recently, Telecom Operators, are all knocking on Myanmar’s door. Some companies had come prepared, moved in the moment the sanctions were removed and now have a significantly successful head start in running their businesses.

Setting up shop in Myanmar is not for the faint hearted. It has many challenges, but probably the most difficult is finding, developing and retaining Burmese talent. Myanmar’s underinvestment in education, its isolation and the brain drain of Burmese talent to other part of the world has created a super storm, almost wiping out the availability of Burmese talent capable of running an international business.

This high demand and low supply of talent has created a Talent Gold Rush (like the situation I witnessed in China in the 90’s and Vietnam in the early 00’s) where new entrants are going all out to spot talent and are trying to lure them away from existing companies. Existing businesses are introducing all kinds of golden handcuffs in order to retain their staff. The few Burmese who are lucky enough to have the required skill set, fare well by this situation, as their salaries are destined to multiply of the next years. But, an ever-increasing salary spiral for the happy few is not a solution for Myanmar and those companies that are trying to build a successful and sustainable business.

For companies to succeed and for the government to ensure the economic boom trickles down to other parts of the society, both need to design a creative and holistic talent strategy. This strategy should combine casting the recruitment net wide and far, an all out effort to bring people up the skill curve in the shortest possible time and creating a heartfelt connection that binds people with the company.

The companies that prevail in Myanmar will be those that make the achievements of the country and its people their success. That success needs to be earned “Inch-by-Inch” through hard work, being smart, moving fast and a long-term focus.

The enthusiasm, energy and excitement in Myanmar is palpable; It is their time and I am sure they will capitalize on this to the fullest. Lets hope it lifts as many boats as possible and that the past decade has not created a lost generation.

– Paul Keijzer

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