Employees in Singapore consider changing jobs after two years for reasons such as salary, career advancement, and lack of recognition.
Most employees in Singapore take pride in working for their employer, but that number is decreasing as employees get older, with 3 out of 10 employees expected to remain in their current position in two years’ time. I’m about to leave my employer.
A new study by Ipsos on workplace culture, behavior and attrition across Singapore was released this week by Ipsos, highlighting key trends that provide valuable context for decision-making by Singaporean employers.
The study surveyed 1,000 employees and found that three in five Singaporean employees said they were proud to work for their employer or would recommend it to others. It was found that this is 14-19% lower than the global standard.
However, the number of employees who are proud of their employer decreases with age, with the proportion of people aged 55 to 65 who are proud of their employer decreasing when they enter the job market at age 18. That’s a drop of nearly 20 points compared to people who just did it. – 24. Even by gender, women are 6 points less proud than men (59% vs. 65%).
Almost three in 10 (29%) Singaporean employees also say they plan to leave their current employer within two years, nine points higher than the global norm. The intention to retire within two years is significantly higher among 18- to 24-year-olds, at nearly 50% (47%).
While most employees accurately cite salary as the reason they plan to retire within the next two years (45%), employees also point out two factors that make them want to retire even sooner: Also accurately cited lack of recognition and career advancement (within 1 year). Career progression is also an important factor driving attrition among middle and senior management positions.
Read more: Mental health support missing in Singapore workplaces
Ghassan Kalian, CEO of Ipsos and employee culture and engagement specialist at Vox, said the study highlights the need for Singaporean employers to tackle young and new employee attrition and the costs associated with it. He said it was an excellent study. “We also need to deepen our experience of a culture of openness, trust, and listening,” Kalian says. “These are all important factors in driving employee engagement and performance.”