Why Is It So Hard to Keep Employees in S’pore Workplaces?

Hiring is tough, but keeping employees? That’s a whole different challenge. If you’ve ever found yourself wondering why your best talents are walking out the door, you’re not alone.

Employee retention in Singapore is becoming harder than ever, and it all boils down to a few key reasons.

#1: OVERWORKED, UNDERPAID

Let’s face it, money TALKS. Singapore’s cost of living is one of the highest in the world, and if a salary isn’t keeping up, employees will eventually seek greener (and better-paying) pastures.

While passion and purpose are important, at the end of the day, people need to pay their bills. Companies that fail to offer competitive pay and benefits risk losing talent to competitors who do.

#2: LIMITED CAREER GROWTH

Imagine being stuck in a role with no promotion in sight. Sounds frustrating, right? Employees today, especially younger professionals, crave career progression. They want opportunities to learn new skills, take on bigger roles, and climb the corporate ladder.

When a company fails to provide growth opportunities, employees will look elsewhere.

#3: POOR WORK-LIFE BALANCE

Singaporeans are no strangers to long working hours, but there’s a limit to how much people can handle before burnout kicks in. Overtime culture, inflexible schedules, and unrealistic workloads take a toll on employees’ mental and physical well-being.

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With more companies embracing remote work and flexible arrangements, employees now have options. If their current job doesn’t allow them to balance work and life, they’ll find one that does.

#4: LACK OF RECOGNITION

A simple “thank you” or a well-deserved promotion can go a long way in making employees feel valued. Unfortunately, many companies overlook the power of recognition.

When employees feel like their hard work goes unnoticed, their motivation dwindles. If an organization doesn’t appreciate them, why should they stay?

#5: TOXIC WORK ENVIRONMENT

Nobody wants to work in a place filled with office politics, negativity, and micromanagement. A toxic workplace not only affects productivity but also destroys morale.

When employees feel unsupported, unheard, or even bullied, leaving becomes the best option for their mental well-being.

#6: BAD BOSS/ES

They say people don’t leave jobs…they leave bad bosses. A great leader inspires, supports, and guides their team. On the flip side, ineffective managers create frustration, confusion, and dissatisfaction. When leadership fails, employees disengage, and eventually, they walk away.

IN A NUTSHELL

Keeping employees happy and engaged isn’t just about offering a paycheck. Companies need to invest in their people by providing fair compensation, clear career paths, work-life balance, and a positive work culture.

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Retention isn’t just an HR responsibility; it’s a company-wide effort. After all, when employees thrive, businesses thrive too.

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Don’t Beg, Just Ask: How to Get Your Client to Pay on Time

Ensuring timely payment for your services is crucial to keeping operations smooth. However, asking for money, especially when payments are late, can feel awkward and uncomfortable.

As a freelancer offering writing and HR consulting services, I’ve experienced firsthand how challenging billing can be. While I know I’ve earned the payment for my work, following up on overdue invoices often feels like begging for what’s rightfully mine. Even with clear contracts in place, the act of reminding clients to pay can leave me wondering if I’m being too pushy. But navigating this aspect of freelancing is essential to ensure I’m compensated for the services I provide.

Why Keeping Up With Clients is Crucial?

The importance of keeping up with your clients cannot be overstated. Regular follow-ups ensure that you’re paid on time, helping you avoid cash flow problems that could impact your ability to cover company expenses.

It’s not just about staying on top of the finances, it’s about fostering healthy business relationships. By communicating your expectations clearly and consistently, you set a standard for future interactions, ensuring that both you and your clients understand the importance of paying on time.

Steps to Get Clients to Pay Their Bills

1. Establish Payment Expectations Early
The key to preventing late payments is setting clear expectations right from the start. During your initial agreement, create a detailed payment schedule that specifies when and how much your client should pay. This reduces the chances of misunderstandings or confusion later on. Including payment terms in your contract (along with details on late fees) is crucial for protecting both parties.

2. Determine the Right Contact Person
Make sure you know who to send invoices to within your client’s organization. Getting the wrong person involved can cause unnecessary delays. Double-check their contact information and ensure that the individual receiving the invoice is aware of the payment terms and expectations.

3. Send Friendly Payment Reminders
Once the due date approaches, send your client a polite reminder. A well-worded email a few days in advance can help your client prepare to pay on time. This gentle nudge helps reinforce the expectation you’ve already set.

4. Follow Up Promptly
If a payment is overdue, don’t hesitate to follow up. Send a clear, polite reminder email immediately after the due date passes. If the payment is still not received after a few days, follow up with another email. It’s essential to be consistent and assertive without being aggressive.

5. Offer Incentives for Timely Payments
To motivate clients to pay quickly, consider offering a small incentive. For example, you could offer a discount for early payment or additional services. This not only encourages prompt payment but also strengthens your relationship with the client.

50-dollar notes

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6. Streamline Your Payment Process
Make it as easy as possible for clients to pay you. The simpler the payment process, the more likely clients will make timely payments. Consider using invoicing software that provides multiple payment options, and send invoices promptly after completing work.

7. Charge Late Fees (If Applicable)
Include a clause in your contract about late fees for overdue payments. Most clients will want to avoid paying extra, so this can be an effective deterrent. Ensure your client is aware of this policy when you first set up your payment agreement.

8. Be Flexible With Payment Plans
If your client is facing cash flow issues, consider offering flexible payment plans. Breaking up the payments into smaller amounts over time may help them settle the debt without causing strain. This flexibility can enhance client loyalty and prevent the situation from escalating.

9. Speak Directly to the Client
If emails don’t seem to get through, picking up the phone can be a more personal and effective way to request payment. Speak politely and professionally, expressing your understanding if the client is facing any issues. Be clear about when and how you expect the payment, and ask if there’s anything you can do to help facilitate the process.

10. Consider Cutting Off Services Until Payment is Received
If a client consistently delays payment, you may need to stop providing services until they settle their outstanding invoices. Be firm but polite in explaining that further work cannot be done until the account is cleared.

Crafting the Perfect Payment Request Email

Subject: Friendly Reminder: Payment Due for [Project Name]

Dear [Client’s Name],

I hope you’re doing well. I’m just following up on the payment for [Project Name], which was due on [Due Date]. As of today, the balance of [Amount Due] remains outstanding.

I’ve attached the invoice for your reference. You can make the payment via [Payment Options/Link]. If you have any questions or need further information, please feel free to reach out.

Thank you for your prompt attention to this matter. I look forward to continuing our work together!

Best regards,
[Your Name]
[Your Contact Information]

This polite, professional tone strikes the right balance between being assertive and respectful, which is key to maintaining a good working relationship.

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In a Nutshell

Asking for money doesn’t have to be uncomfortable. By setting clear expectations, sending timely reminders, and offering flexible solutions, you can ensure that you’re paid on time without jeopardizing your client relationships. Just remember, a polite and professional approach goes a long way in keeping things respectful and businesslike.

Sources: 1,2, & 3

 

 

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5 Tell-Tale Signs It’s Time to Quit Your Job

Knowing when to walk away from a job can be challenging, but certain red flags signal it might be time to move on. Whether it’s workplace conflicts, lack of growth, or declining company stability, staying in the wrong job can negatively impact your career and well-being.

So, when shall you quit?

#1: YOUR BOSS IS HORRIBLE

One of the top reasons people quit their jobs is a difficult boss. If you constantly clash with a supervisor, it will inevitably affect your day-to-day responsibilities and job satisfaction.

This can manifest in different ways:

  • A boss who is disrespectful or dismissive
  • Lack of support or guidance
  • Excessive micromanagement
  • Unfair criticism without constructive feedback
  • No acknowledgment of your hard work

If the problem stems from personality differences rather than performance issues, there’s little you can do to change the situation. In such cases, moving on may be the best option for your career and peace of mind.

#2: YOU’RE UNDERVALUED

Feeling undervalued at work is demoralizing, especially when new hires receive better compensation while long-term employees are overlooked. Recognition and fair pay are crucial for motivation, and if your contributions go unnoticed, frustration is inevitable.

Signs you’re undervalued:

  • Your salary does not reflect your experience or contributions
  • You rarely receive recognition or appreciation
  • You face constant criticism with little constructive feedback

If you feel unappreciated, consider discussing it with your manager. However, if your concerns aren’t acknowledged or addressed, it may be time to explore new opportunities where your efforts are truly valued.

#3: YOU FEEL STAGNANT

A lack of career advancement is a major sign that it’s time to leave. Growth isn’t just about promotions!

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Before making a decision, talk to your manager and formally request growth opportunities. If your organization isn’t open to career development, it’s a strong indication that you should move on.

#4: YOU’RE SUFFERING

No job is worth sacrificing your health. If your work-related stress is causing physical or emotional distress such as insomnia, headaches, anxiety, or loss of appetite…it’s a major red flag. For instance, my sister wakes up every morning feeling trapped in her job. She’s constantly stressed, can’t sleep well, and barely eats. I reminded her that no paycheck is worth her well-being.

Even if you love your company, your boss, and your co-workers, your health should always come first. If your job is draining you mentally and physically, it’s time to prioritize yourself.

#5: COMPANY’S FUTURE IS UNCERTAIN

Job stability is crucial, and if your company is struggling, it might be wise to leave before things worsen.

I personally experienced this during the pandemic when private schools began shutting down due to financial difficulties. Realizing the instability, I transitioned from academia to HR to secure my future.

Signs your company may be in trouble:

  • Consistent revenue losses
  • Staff layoffs and hiring freezes
  • Office closures or downsizing
  • Reduced client base or funding

If your company is financially struggling or at risk of closing, it’s best to start looking for a more stable opportunity before it’s too late.

IN A NUTSHELL

Leaving a job is never an easy decision, but staying in the wrong one can hinder your growth, happiness, and well-being. If you recognize these signs in your current role, take action.

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Have a conversation with your boss, update your resume, or actively search for a job. The right job should challenge, support, and value you—not drain you.

Sources: 1,2, & 3

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Does Work-Life Balance Exist in Singapore?

Did you know that Singapore ranked 26th in Remote’s Global Life-Work Balance Index 2024? While this reflects progress, many Singaporeans continue to struggle with maintaining a healthy balance between professional and personal life.

According to a 2022 study by recruitment agency Randstad, seven out of 10 Singaporeans reported poor work-life balance, primarily due to overwhelming workloads. By 2023, 41% of employees expressed intentions to leave their jobs in search of better work-life harmony.

Among these employees, burnout remains a pervasive issue. A 2022 study by NTUC’s U Women and Family Unit revealed that 78% of respondents felt burnt out at work, largely due to the normalization of hybrid and remote work setups during the pandemic. This could stem from blurred boundaries between work and home or the lack of a conducive workspace.

Interestingly, some experts argue that the concept of work-life balance is evolving. Instead of compartmentalizing work and personal life, a growing perspective views them as fluidly interconnected, blending into a single holistic experience.

SNAPSHOT OF SINGAPORE’S WORK-LIFE BALANCE

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Based on the Manpower Research and Statistics Department’s survey, the Prevalence of Work-Life Harmony Initiatives in Singapore 2022 report highlights these key findings:

1. Rising Demand for Flexible Work Arrangements (FWAs)

Flexible work is no longer a perk but a priority. The proportion of employees requiring FWAs rose from 39.5% in 2012 to 53.6% in 2022. Employers have made significant strides, with 84.1% of employees requiring FWAs receiving them in 2022, compared to 58.6% in 2012. Furthermore, employees are increasingly willing to decline or leave roles if FWAs are unavailable.

2. Accessibility of Non-Statutory Leave (NSL) Benefits

NSLs remain widely accessible. In 2022, 93.6% of employees requiring at least one type of NSL received it, maintaining consistency with previous years.

3. Enhanced Annual Leave Entitlements

Generous leave entitlements have become a norm, especially in competitive industries. 64.7% of full-time resident employees enjoyed 15 or more days of annual leave in 2022, exceeding statutory requirements.

ACHIEVING BETTER WORK-LIFE BALANCE

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Reclaiming the balance in your life is possible by following these actionable strategies:

a. Set Boundaries: Establish clear work hours and communicate them to coworkers, family, and supervisors. Personally, I do not encourage answering work calls beyond work hours.

b. Take Breaks: Incorporate regular pauses to sustain focus and avoid burnout.

c. Prioritize Well-Being: Dedicate time to self-care practices like yoga, exercise, or meditation.

d. Delegate Tasks: Lighten your workload by assigning responsibilities where possible.

e. Say No: Be firm when declining tasks that compromise your balance.

f. Take Vacations: Use your leave to unplug and to try new things. This is my favorite way to recharge.

g. Open Communication: Discuss workload concerns openly with your employer or manager.

h. Encourage a Help-Seeking Culture: Foster an environment where seeking assistance is seen as a strength, not a weakness.

Work-life balance is more than a buzzword…it’s essential for sustaining mental and emotional health in today’s demanding professional landscape. So, don’t feel guilty about taking a well-deserved break before the year ends.

Sources: 1,2, & 3

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7 Red Flags That Indicate You Might Be a Bad Boss

Hey there, boss! Let’s get real for a second. Are you the leader your team looks up to, or are you secretly the reason they’re eyeing the exit? Being a boss isn’t just about titles and paychecks as it’s about leading with integrity, consistency, and respect.

As an HR consultant, I’ve seen it all, from inspiring leaders to toxic bosses driving talented employees to resign. Take a moment to reflect. Do you recognize yourself in any of these signs of being a bad boss?

#1: LACK OF TRANSPARENCY

Picture this: a company offers over 10 employee benefits, yet the staff still grumbles about their salaries. Why? Because their boss failed to communicate clearly about the incentive packages.

Transparency doesn’t mean spilling all the beans, but it does mean keeping your team informed about what directly impacts them. Good bosses build trust by being open, while bad bosses create a veil of secrecy that widens the gap between themselves and their employees. Ask yourself, are you bridging that gap or making it wider?

#2: INCONSISTENT DECISION-MAKING

Few things frustrate employees more than inconsistency. If you’re constantly changing your approach to the same issues, you’re leaving your team in the dark, unsure of what to expect.

Great bosses create stability by applying consistent frameworks to their decisions. When flexibility is needed, they explain the reasoning behind it. This builds confidence and helps everyone, including you, stay on track. Are you consistent, or are you keeping your team guessing?

#3: MICROMANAGING THE TEAM

Let me tell you about a company I left because of relentless micromanagement. Every move I made was scrutinized including my pronunciation of certain words, and it crushed my confidence.

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Micromanagement screams one thing: I don’t trust you! Great bosses delegate tasks and let their team figure out the best way to succeed. If you feel the urge to hover, ask yourself why you hired these people in the first place. Trust them to deliver and focus on the bigger picture.

#4: TAKING THE CREDIT & PASSING THE BLAME

Oh, this one gets me every time! I’ve seen countless bosses in Singapore who light up when it’s time to claim credit but vanish when it’s time to take responsibility.

A good boss knows success is a team effort and isn’t afraid to own mistakes. Passing the blame might save your ego momentarily, but it quickly earns you a reputation as a turncoat. Be the boss who steps up. Your team will respect you for it.

#5: USING INTIMIDATION INSTEAD OF EARNING RESPECT

Here’s a truth bomb: employees don’t quit jobs; they quit bosses. Intimidation might get you short-term compliance, but it will never earn genuine respect.

Respect is a two-way street. If you want your team to respect you, start by showing respect to them. A healthy manager-employee relationship thrives on mutual trust, not fear.

#6: FAILING TO ADVOCATE FOR YOUR TEAM

Are you a cheerleader for your employees? A great boss champions their team, pushing for recognition, promotions, and growth opportunities.

If you’re promising salary bumps or promotions that never materialize, or if you’re not fighting for your team’s visibility, you’re doing them a disservice. Advocate for them – it’s your job.

#7: PLAYING OFFICE FAVORITES

Imagine that your boss frequently has lunch with one team member, shares exclusive updates with him, and hands him all the high-profile assignments. Sound familiar?

Favoritism isn’t just unprofessional, it’s toxic. Sure, it’s natural to have preferences, but as a leader, you need to treat everyone fairly. You’re not running a popularity contest. You’re managing a team united by shared goals.

IN A NUTSHELL

No one sets out to be a bad boss. However, self-awareness is key to becoming a better one. If you’ve spotted yourself in any of these behaviors, it’s not too late to change. Lead with transparency, consistency, and respect, and watch your team thrive.

Image Credits: unsplash.com

So, are you ready to be the boss your team deserves?

Sources: 1,2, & 3

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