As India’s Global Capability Centres (GCCs) expand in scale and complexity, talent retention has emerged as the most pressing concern, according to a new report by CIEL HR.
The study, titled ‘CIEL Works: GCC – Talent Trends and Insights,’ emphasizes that 51% of GCCs in India identify talent retention as their top challenge, signaling a critical moment for workforce strategy in this rapidly growing sector.
The Talent Challenge: Retention Takes Center Stage
India currently hosts over 1,700 GCCs, and as the sector matures, the demand for specialized and high-performing talent is intensifying. The report reveals that more than half of GCC leaders view retaining talent as the most significant challenge they face.
Following talent retention:
- 23% cited regulatory compliance
- 18% pointed to cultural differences
- 8% mentioned infrastructure limitations
This finding shows a shifting landscape where the availability of talent is no longer the only concern—keeping them engaged and committed is becoming increasingly difficult.
Workforce Restlessness and Talent Mobility
Based on an extensive analysis of 76,000 executives working in GCCs and 5,111 job postings, the report shows high levels of workforce mobility.
Nearly 52% of the GCC workforce in India is currently open to new job opportunities, indicating a restive and competitive talent market.
Key reasons for this growing disengagement include:
- Limited career advancement opportunities
- Compensation disparities
- Work-life balance concerns
These factors contribute not only to rising attrition but also to higher recruitment and training costs. However, this churn also presents a strategic opportunity for companies that are prepared to revamp their talent engagement practices to attract top-tier professionals.
Function-Wise Talent Movement
The report notes that talent mobility varies sharply by function:
- 55% of product development professionals are open to switching roles, the highest among all groups.
- Conversely, only 5% of IT professionals showed a similar inclination.
In fact, of all the professionals who switched jobs in the last year, a notable 23% were from the product function, underscoring both the high demand and turnover in this segment.
Early-Career Professionals Driving the Shift
The study also found that younger professionals are leading the mobility wave:
- 47.6% of early-career employees (0–5 years) are open to exploring new opportunities, motivated by the desire for diverse experiences and fast-tracked growth.
- Mid-career professionals (6–15 years) also showed a high turnover rate at 42.9%, typically driven by leadership aspirations and greater responsibility.
- In contrast, only 9.4% of senior-level executives (16+ years) demonstrated mobility, preferring stability and long-term impact in their roles.
This generational difference points to the need for customized employee engagement strategies catering to different career stages.
The Way Forward: A Shift to Holistic Employee Engagement
According to Aditya Narayan Mishra, Managing Director and CEO of CIEL HR, the findings underscore the need for GCCs to move away from transactional HR approaches and instead focus on holistic engagement.
“The rising attrition and talent mobility demand a decisive shift. Today’s workforce seeks more than pay—they want career progression, flexibility, inclusivity, and purpose,” said Mishra.
To stay competitive in attracting and retaining talent, GCCs must:
- Invest in robust career development programs
- Strengthen employer branding
- Create inclusive and flexible work cultures
- Build environments that foster trust, growth, and belonging
These strategic interventions can help companies not only retain top talent but also transform churn into an advantage by attracting new capabilities aligned with business growth.
Conclusion
As the GCC ecosystem in India continues to grow and evolve, retention and engagement will remain pivotal to organizational success. The insights from CIEL HR’s report serve as a wake-up call for GCCs to act swiftly.
By fostering an environment that prioritizes purpose, career advancement, and inclusivity, GCCs can position themselves as employers of choice in a fiercely competitive talent landscape.
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