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Prevent High Turnover Rate By Knowing 4 Common Reasons Why Singaporean Employees Quit

I do not have to throw statistics to claim that some Singaporean companies are experiencing trouble in retaining their employees. Losing money to hire a new talent over and over again seems to be inevitable because of the perceived dissatisfaction in the workplace. Last year, the aspects of work of 5,000 Singaporean employees were studied by Singapore Human Resources Institute. They found that on average, the employees were considered “Under Happy” at work.

Prevent the high turnover rate by instilling alterations in the working conditions. Often times, employees are just hungry for change. Start with these 4 issues that you can juggle on:

1. HORRIBLE BOSS

The competitive cost of living in the country affected the demand for faster output. In return, this can create a toxic workplace wherein employees suffer from burnout or depression. Adding a horrible boss into the mix will only worsen the situation.

Image Credits: Vocab Ninja via Flickr

In 2012, JobsCentral conducted a survey including the responses of 3,299 employees and 256 hiring managers. A whopping 31% of the respondents said that they do not have satisfying boss-worker relationship. This is because of the following reasons: lack of advancement opportunities (87.5%), lack of autonomy (80.6%), and work demands (71.1%). So, if you want your priced employee to stay, warn the boss against these poor practices.

2. LOW OPPORTUNITIES FOR CAREER GROWTH

Career growth does not only help the employee personally but also financially. An employee maybe happy at his or her current position but in need of bonuses to cover the rising costs. A limit in growth can decrease the motivation and purpose of the employee to strive for more. For some the limit is unacknowledged and it is famously called as the “glass ceiling”. Therefore, companies shall create tangible career paths.

3. LOW SALARY

I cannot deny the fact that salary is a common factor for an employee to draft his or her resignation. In fact, 61% of Singaporean employees felt that were underpaid and overworked compared to the existing market rates. CPF deductions and domestic expenses will be deducted to the baseline salary afterwards. This leaves no room for retirement funds or any type of savings.

Solution! Companies: make room for increments no matter how small it may seem. Individuals: do not hesitate to ask for a raise.

4. OFF-BALANCE BETWEEN WORK AND LEISURE

When we work as hard as we do, we only deserve to play hard too! According to a survey, 57% of Singaporeans said they would rather have a work-life balance over higher pay. Take notes from the CEO of I-Search Worldwide – Mr. Richard Hoon who sets aside the Friday evenings for the staff to gather and chat with complementary food and beverage. It is his way to help the employees ease into the relaxing weekends ahead.

Image Credits: pixabay.com (License: CC0 Public Domain)

Improve Your Business With Employee Engagement

Do you want to increase your employee’s happiness, safety, participation, and good health? Then, you have to be familiar with the term called “Employee Engagement”. Employee Engagement is an approach designed to ensure that employees are committed to the organization’s values and goals. This later leads to organizational success.

The benefits of Employee Engagement are tremendous.

For instance, a study examined 168 engaged and disengaged employees to measure their stress levels and health indicators. Findings showed that engaged employees reported lower stress as well as improved cholesterol and blood pressure readings. Not only that, they engaged employees are proven to perform better by producing better results. Lastly, research showed that engaged employees have a lower chance (i.e., 5 times less) of experiencing accidents at work than their disengaged counterparts.

Having this in mind, you must know that Employee Engagement is one of the most important things to manage and to measure an organization. Measuring employee engagement may seem like a challenge as it focuses on specific areas of the organization’s strengths and gaps. This shall be observed in a personal and a group level through monthly or yearly surveys.

To boost and manage the employee engagement, here are a few steps you may take:

1. ACKNOWLEDGE THEIR STRENGTHS AND CAPABILITIES

Recognizing the employee’s strengths and capabilities does not always have to be monetary. A respectful acknowledgement of the contributions they have made is enough. Never forget to give your employees flexibility to explore how they can contribute best by allowing feedbacks.

2. CREATE TRANSPARENCY

An organization with transparency creates a room for engagement and a sense of significance. Transparency exists when the leader is comfortable enough to share his or her success to the team.

3. EMPOWER THEM

To enable active participation, put your employees in the position of influence. For example, let them lead a project and choose whom they want to collaborate with. This simple deed will make them realize their own potentials.

Image Credits: thetaxhaven via Flickr with Creative Commons License

Sources: 1, 2, & 3

Recruiting Millenials (Gen Ys) In Singapore’s Workplace

BACKGROUND

In a detailed survey by Robert Half, more than half of the local bosses in Singapore felt that people from the Generation Y (Gen Y) are hardest to recruit because of their unrealistic expectations. Following Gen Y is the Gen X and the Baby Boomers.

With a whopping population of about 90 million individuals of Millennials all over the world, the range of the generation is still debatable. Scholars defined the beginning of Generation Y as 1977 – 1981 while its end as 2002 – 2008. Studies on Gen Y, that are mainly comparisons of the different generations, are continuing to surface.

ISSUES AND SOLUTIONS

To prevent the costly process of recruitment and training here are some issues and solutions that may help…

1. UNREALISTIC EXPECTATIONS

Issue: Going back to the study done by Robert Half, it showed that the major challenges faced to retain Gen Y employees were unrealistic expectations on career advancement and wages.

Solution: Stella Tang, director of Robert Half Singapore, imparted that it is optimal for companies to engage the Millenial employees and give them roles that challenge their strengths in order to keep them. Also, employers must draw a comprehensive promotion path. While, Gen Y employees need to pace themselves and gain more experience before expecting a promotion

2. TECHNOLOGY DEPENDENCE

Issue: Employees from Gen Y often find the “shortcuts” to achieve tasks with the help of technology.

Solution: Embrace and accept technology. There is nothing wrong with going with the new tides because some of the marketing tools online can help your company advance. While, Gen Y employees need to perform the job effectively – even by shying away from technology at times.

3. CRITICISMS AND FEEDBACKS

Issue: Some Gen Y employees complain when given criticisms and feedback about their work.

Solution: Coming from the Gen Y, I know that we are more opinionated and outspoken about our rights than the previous generations. But, it is important to realize that constructive criticisms and feedbacks improve the company – its dynamics, products, and services. On the other hand, employers must approach them differently by giving constructive criticisms and feedbacks that instill confidence and direction.

Image Credits: Robin Hutton via Flickr

Ultimately, these are just guidelines that vary on every situation. I laud Gen Y for their enthusiasm and drive! Employees in Singapore and in the world must not be judge by their generation groups. Rather, they must be judge by their work ethics, experience, abilities, and growth.

5 Questions You Should Ask The Interviewer To Get A Good Company Insight

How will you know if you are really suited for the job and the company you are applying for unless you ask? Satisfaction at work and lesser turnover rate can only be ensured if you have a good insight of the company even during the job interview. According to studies and professional experiences, here are some questions every candidate should ask…

1. WHAT IS THE IDEAL EMPLOYEE FOR THIS POSITION?

Do not waste your time. Before saying “YES” to a job offer, consider whether you are the type of employee they are looking for. Some bosses in Singapore demand more attention and punctuality while others are loose and flexible toward their employees. You can get even more information by asking what the mission of the company is. Research showed that people are happier when there is a goodness of fit between the company’s and the employee’s goals.

2. CAN YOU DESCRIBE THE WORKPLACE CULTURE?

Not all Singaporean organizations make employees work for long hours. Asking the interviewer about the workplace culture will help you grasp the management styles, dress code, employee dynamics, and more.

3. WHAT IS THE LARGEST ISSUE THAT THE COMPANY IS FACING NOW? WILL I BE ABLE TO HELP?

Demonstrate your interest in the company. This question will not only imply that you are thinking of supporting the team but it will also encourage the interviewer to visualize you in the rightful position.

4. WHILE WORKING HERE, WHAT DO YOU ENJOY THE MOST?

Your interviewer who is superior in the company may have a more biased or positive view than others but, it is still worth finding out about the benefits that the job might bring once decide to stay in the company for long.

5. CAN YOU TELL ME ABOUT THE PREVIOUS PERSON WHO HELD THIS POSITION?

I have had an interviewer who told me that the post was vacant due to pregnancy but once the previous employee comes back, she would fill in a higher post. This is a good sign of the company’s flexibility and growth. If your interviewer speaks bitterly of the past employee, determine if the boss takes things personally or if the place is in turmoil.

Image Credits: Chris Potter via Flickr

After discovering the answers to these questions, ask yourself this: Are you right for the job?

Sources: Forbes and Inc.

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