workplace Archives | MoneyDigest.sg

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.

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.

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

Sources: 1,2, & 3

Efficient Strategies for Tackling Workplace Passive-Aggression

Is your workplace riddled with people who enjoy a good dose of sarcasm or teasing, sometimes even at the expense of others? Do they throw in a “just kidding” to lighten the mood after delivering a particularly cutting remark? Well, you might be dealing with passive-aggressive behavior.

In this post, we’ll break down what passive aggression is and share some strategies to handle it more effectively.

Understanding Passive-Aggressive Behavior

Mayo Clinic, a medical practice and research group, defines passive-aggressive behavior as a way for individuals to express their negative feelings harmfully but indirectly. Instead of addressing issues directly, they cloak their hostility and discontent through subtle actions.

Notice the behavior of your behavior and that of your workmates. If you grew up in an environment where expressing feelings openly wasn’t encouraged, you might resort to passive-aggressive behavior as a way to avoid direct confrontation. This can manifest as sulking, emotional withdrawal, or finding indirect ways to communicate feelings.

Life coach Leah Veazey emphasizes that while passive-aggressiveness allows someone to express disagreement without being confrontational, it’s not the most effective communication technique and can be detrimental to relationships.

Strategies to Manage Passive-Aggressive Behavior

ADDRESS THE SITUATION DIRECTLY

If you notice a coworker engaging in passive-aggressive behavior, avoiding them might be your first instinct. However, addressing the issue directly is crucial.

Plan a conversation with your coworker to ensure they don’t feel targeted, and consider involving the HR department for a private, constructive meeting.

IDENTIFY THEIR REASONS

Understand that passive-aggressive behavior can stem from various reasons, including internal emotions or external factors like workplace competition.

Identifying the root cause helps in deciding the best approach. In some cases, addressing team stress openly might be necessary.

ESTABLISH A SAFE ENVIRONMENT

Make it clear that expressing concerns openly is encouraged and safe. Foster an environment where people feel comfortable discussing problems directly rather than resorting to covert methods.

Lead by example, praising and supporting those who bring issues to your attention.

USE LANGUAGE CAREFULLY

Provide accurate feedback using precise language. Instead of making general accusations, point out specific instances and give the person a chance to explain.

Avoid direct “you” statements (e.g., “you are late” or “you are incompetent”) to prevent the other person from feeling attacked and becoming defensive.

PROVIDE RIGHT TRAINING

Consider offering one-on-one coaching to help team members communicate assertively. Role-play scenarios to practice addressing issues confidently without resorting to passive-aggressive behavior. Additional communication skills training may be beneficial.

AVOID RECIPROCATING THEIR BEHAVIOR

Despite the temptation to respond in a similar passive-aggressive manner, focus on maintaining positive habits. Upholding a cooperative and positive atmosphere can influence your team positively. Resist the urge to engage in behaviors that only prolong unpleasant dynamics.

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By following these strategies, you can foster a more open and constructive work environment, reducing the impact of passive-aggressive behavior on your team.

Sources: 1 & 2

7 Simple Ways to Stay Positive at Work

Psychology defines attitude as a set of emotions, beliefs, and behaviors toward a particular object, person, or event. It involves a person’s perspective or mindset.

What does it mean to have a positive attitude at work?

There are times when it is crucial to have a positive mindset at work. Whether you are meeting with difficult clients or giving an important presentation to your supervisors, you need to solve problems with zestiness to arrive at a beneficial outcome.

Having and practicing a positive attitude is not about being blindly optimistic or avoiding negative scenarios. Instead, it means being realistic about people and situations at work, while acknowledging both failures and successes. With a positive attitude, setbacks are not interpreted as a sign to give up because they motivate the person to begin improvement and problem solving.

When you feel exhausted or disappointed because of constant work-related failures, it is harder to keep a positive attitude. Thus, you have to learn strategies to maintain a positive attitude at work. Maintaining this will enable you to stay productive, motivate others, and achieve your organization’s goals.

#1: INTERACT WITH POSITIVE PEOPLE

It only takes a few rotten apples to spoil the barrel. Surrounding yourself with co-workers who complain about everything can make you see the world in a different light. You might think that radiating your positivity can help change them, but that is not always the case. It is best to surround yourself with positive people.

Connect with people who ignite innovative ideas, enjoy their tasks, and who are interested in many things outside of work.

#2: ALTER YOUR VOCABULARY

Your overall work attitude can improve by adjusting your vocabulary. Consider replacing negative words with positive words in conversations and performance appraisals. Let your team members know what they are doing right and how they can improve in other areas rather than only focusing on what they are doing incorrectly.

#3: FOCUS ON THE SOLUTIONS

Focusing on the solutions will enable you to think of the best ways to address an issue. If you feel that a co-worker is not contributing to the team, consider assigning the person to a new task or offering one-on-one coaching.

#4: SMILE MORE

Smiling more often may improve your mood, according to studies. It can also help clients and co-workers feel more comfortable when interacting with you. Make an effort to smile several times throughout your workday.

#5: SHOW YOUR GRATITUDE

Appreciating others and extending your gratitude are priceless gestures that can impact a person. Selfless acts of kindness most often result in appreciation from your co-workers or your boss, which can make you both feel good. For instance, you can give a card or a simple gift to your co-worker who recently got married.

#6: REWARD YOURSELF

As much as you appreciate others, you must also reward yourself. Improve your attitude while at work by rewarding yourself when you attain milestones or small wins. For instance, you can take yourself out to your favorite restaurant after accomplishing a certain number of tasks throughout the week. Doing something you love can help motivate you to continue working.

#7: TAKE (MUCH NEEDED) BREAKS

Taking breaks during the day can help lessen stress and negativity. Go for a short walk during your lunch break or do some light stretches when you have time. To ensure that you have more time to slow down at the end of your shift, consider completing your complex tasks earlier in the day.

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If you are feeling immensely stressed, it may be beneficial to your mental health to take a day off work.

Sources: 1 & 2

Sad to Return to Work? Toxic Positivity Says You Need to Feel Blessed!

The longer our time off work is, the more common it is to feel upset about returning. As we return to work after the long Yuletide season, our routine will start to change. Humans experience the most comfort with what is known and a routine of being at home or being away from work becomes our normal. Feeling nervous or discontent about returning to work after a break of one week or more is not necessarily concerning! It is more likely human nature.

As you enter the halls of your office, a co-worker may tell you to “bring good vibes only” or “feel blessed that you have work”. It is upsetting to hear that “be positive” remark when you know that you are having a difficult day. You are in the presence of toxic positivity at work. Toxic positivity comes when you are actively minimizing or invalidating negative emotions.

A study showed that more than 75% of respondents in a survey by Science of People said they “sometimes, often, or very often ignore their emotions in favor of being happy.” An example of toxic positivity in the workplace is being told that you need to “look at the brighter side” or to “just stay positive” despite not getting the promotion that you worked hard for. Have you experienced these? Does your workplace value positivity to the extent that it turns toxic?

Toxic positivity at its worst can negatively impact engagement and productivity, diminish trust, and damage company culture.

#1: INCREASED BURNOUT

Toxic positive increases burnout, which is exacerbated by emotional labor. Emotional labor occurs when you are feeling obligated to express an emotion that you are not actually feeling.

#2: LOSS OF TRUST

Invalidating the emotions of the employees or minimizing their prowess can cause loss of trust and create an avoidant work culture.

#3: BLOCKED MINDFULNESS

When you cannot even name what is happening to you, you cannot start the process of analyzation. You will not be able to process your emotions. It not only affects your mental health, but also your overall well-being. Toxic positivity blocks mindfulness, because you cannot accept what is happening in the present.

#4: UNSAFE SPACE

If you do not feel comfortable telling each other your feelings when something is not functioning properly, you may not feel that the space is safe. Is it time to turn the culture upside down to create a new level of emotional openness?

#5: UNQUESTIONABLE TOXIC POSITIVITY

Organizations should ask themselves the following queries to identify if toxic positivity is present:
a. Are employees allowed to change or challenge the culture?

b. Are employees allowed to express concerns or reservations during meetings?

c. Is this team allowed to play the role of devil’s advocate?

d. Are your employees expected to say yes or to agree all the time?

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Optimism is healthy. However, you need to ensure you are not being positive at the expense of the truth. Leaders should encourage openness and honesty at work. Employees will follow soon. Practice emotion-sharing exercises at meetings to foster more understanding and ignite cohesion between co-workers!

Sources: 1 & 2

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