'Talent prioritises workplaces that champion growth, inclusion and well-being,' says expert
Many workers in Singapore highlighted “good work-life balance” as the paramount factor when choosing an ideal employer.
That’s the second consecutive year it has topped the list of Employer Value Propositions (EVP), according to a survey Randstad Singapore.
In addition, the survey found that over 41% of respondents who resign from their jobs seek an improved work-life balance compared to 36% of those who resign to find a higher-paying job.
“Our latest survey reinforces a growing trend in Singapore - talent prioritises workplaces that champion growth, inclusion and well-being,” said David Blasco, country director at Randstad Singapore.
“This preference reflects broader global trends where employees seek more than just financial rewards, prioritizing holistic work environments that support personal and professional fulfillment.
Need for upskilling, equality at work
The impact of technology, particularly artificial intelligence (AI), also emerged as a significant topic among employees. The survey of more than 2,600 respondents found that while 30% of respondents have never used AI tools at work, a majority feel its influence on their roles, with younger generations more attuned to its integration.
“We also found that the demand for upskilling and re-skilling has increased significantly, suggesting that Singaporeans are aware that development is the key to growth and security. It is crucial for employers to continuously invest in AI literacy programmes and foster open communications about the impact of AI to ensure that talent remains adaptable to changes,” said Blasco.
In 2024, 82 per cent of respondents said that re-skilling is important, marking an increase of 13 per cent from the previous year. However, employers are only providing employees with marginally more development opportunities, increasing by seven per cent last year to 61 per cent in 2024. Gen Zers (64 per cent) and Millennials (68 per cent) report having sufficient career development, in stark contrast to Gen X (44 per cent).
Moreover, the Randstad survey revealed men are 11% more likely than women to report facing career hurdles due to their identity. Furthermore, those who identify as a minority at work are 20 per cent more likely to feel they have faced obstacles in their career progression due to their identity.
“Addressing inequality at work is not just good business sense, but the right thing to do,” he said.
“Our research and engagement with talent consistently highlight the importance of promoting inclusion and equal opportunity to improve a company’s attractiveness to talent who share the same values for a richly engaged workplace culture. This includes fostering open dialogues, implementing skills-based hiring, developing well-rounded talent and ensuring communication transparency.”
