Workforce satisfaction declining among employees in Singapore

Failing to meet the needs of their employees, many organisations today are struggling to scale, retain, and develop talent. This in turn, is resulting in lower performance, missed business opportunities, and more disengaged employees.

In Singapore for example, almost one in five (18%) employees say they are very likely to leave their employer in the next 12 months due to poor work-life balance and perceived lack of career opportunities, according to Kelly’s The Three Pillars of Workforce Resilience report.

Executives are also recognising that they are not doing enough to support their workforce, with less than half (47%) saying they are doing more to support the well-being of employees compared with 12 months ago, while more than one-third (35%) report that they are failing to unlock the full potential of their workforce.

Furthermore, almost two in five (39%) of employees reported experiencing non-inclusive behaviours at their current employer, and 62% of global talent surveyed who said they are planning to leave their roles within 12 months also reported non-inclusive behaviours in their workplace.

READ: Mental health issues impacting workplace productivity in Singapore

To address these issues, Kelly recommended organisations to focus on building workforce resilience through the three key pillars of workforce agility, diversity, equity, and inclusion (DE&I), and workforce capability.

Doing so, said Kelly, will allow organisations to be better equipped to adapt to the future of work and thrive in changing market conditions. “Now more than ever, employers are struggling to keep with the evolving needs of talent, and risk falling behind if they don’t bridge the growing divide related to workplace expectations,” added Tammy Browning, Senior Vice President, Kelly.