New Delhi: These are the days when focus is on strengthening the R&D infrastructure and the biopharma companies never want to take any chances with their scientific talent pool. Since the researchers form the core of any biotech innovation, all the best possible means are being tried to retain them.
For a researcher, it is very important that besides meeting the developmental, financial and psychological needs, his scientific and research pursuits are also addressed. Therefore, there can be varied reasons for scientists working in companies, to look for a change. The common ones cited by industry experts are that while a person at junior level moves out for better compensation and higher studies abroad, the decision at the mid and senior level is based on role clarity and adjust ability. Besides that, the performance, future outlook of the company and the sync of the individual’s own learning and growth with that of the company, also play an important role in determining where a person is headed.
Good scientific workforce means gold to them
The demand for quality research professionals in the R&D industry far outstrips the supply. Given the fact that the number of skilled scientists currently coming out from good institutes is less, there is an enormous pressure on the companies to pull the candidate from the different companies.
Generally the persons having 1-3 years of experience are more prone to such shift in order to sustain the demand on the bench. With the huge need of skilled manpower especially in biopharma sector, this leads to push-pull effect which is circuitous and continuous. The quality of assignments and the challenge to their scientific talent is the chief motivator. Unless an organization can provide that , they will find it hard to prevent their talented employees from looking elsewhere. They also look for career progression and will consider moving on if they feel that they are stagnating in the present organization.
A junior scientist on the basis of anonymity informed that sometimes the routine lab work in the companies with no freedom to explore, is quite boring and depressing.
“Generally the trainees or the junior level scientists are not given the crucial responsibilities to avoid any shortcomings in outcomes. Though they are provided many opportunities to grow but there are strict restrictions on the usage of chemicals unlike public institutes,” said a senior laboratory manager of a top level company.
Research resources need unique ways of retention!
The companies follow different methodologies to reward the top performers among the scientists. The frequency of these awards range from being instantaneous, monthly, quarterly to annually. The identification is based on parameters like the complexity of the task, the quality of work done on that task and the varied impact that it has be it financial or non financial.
Any company has to provide opportunities for people to make presentations to and interact with senior management which ensures that there is sufficient visibility of star performers. Most of them have a dedicated reward and recognition program for identifying and awarding individual/team at various levels. Accomplishment of goals and continued success are determined by the kind of people that are groomed and given due place.
It is essential for any firm to inculcate a culture that measures performance in a fair and transparent manner. Recognition and respect are very important.
