Organizational “Brain Drain” Should Be Less Of A Lip-Serviced Topic, Right?

It seems like this has more impacts than we realize and openly discuss.

While taking some breaks between different work yesterday, I watched a few different YouTube videos, as one is wanton to do. The first one up here is from the Economics Explained channel, and it’s about brain drain across countries:

If you’re unfamiliar, “brain drain” is basically how certain countries get rich or get into a new tier. They poach global talent from other areas. It’s kinda like the moral version of “outsourcing” or “offshoring,” but it’s still somewhat exploitative in its own right. It has helped the USA and other nations at probably the expense of the global south and Asia, although some of those trends may be equalizing with more and more globally-remote work.

The second video, from How Money Works, was about why tech companies seem to hire and fire so much:

And the third video, from Johnny Harris and featuring a very weird and long section about baguettes, was about unemployment in general:

Taken together, these three videos got me thinking about “organizational brain drain.” Basically by that, I mean people who could excel at one job leaving for another job, thus making the second company slightly better off (good talent) and the first company slightly worse off (lost good talent). The most common way a lot of people process this is sports, and “fire sales” or “transfer…