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New Paper
3 days ago
- Business
- New Paper
Work-life balance most valued for Gen Z, millennials and Gen X: Poll
Getting their work-life balance right is the most highly valued employment factor for workers in Singapore, no matter what the age, noted a new survey. It even surpasses other value propositions such as attractive salary and benefits, with job security, career progression and equity also trailing behind. The annual survey conducted by recruitment agency Randstad polled around 170,000 people in places like Japan, Belgium, India and Greece, including 2,522 in Singapore. It found that just over 50 per cent of employees here rated "work-life balance" and "salary and benefits" positively when evaluating their current employers. This indicates clearly that there is room for improvement in these two factors: While both are top priorities for employees, they are "rated relatively low" when assessing bosses. "With salary packages and benefits now highly competitive, work-life balance is emerging as a crucial differentiator for both attracting and keeping top talent," said Randstad Singapore country director David Blasco. Respondents across generations have differing motivators at work. While work-life balance and attractive salary and benefits remain the top two priorities for Gen Z (aged 13 to 28) and millennials (29 to 44), Gen X (45 to 60) place slightly more emphasis on compensation. The survey also found that equity - a desire to work in a fair and inclusive environment - is one of the most important factors for employees, particularly Gen Z. But employers' equity ratings here slipped from 2024, with only 53 per cent agreeing that their particular qualities are appreciated in the workplace, a 4 per cent fall from 2024. A decline in equity scores also signals lack of fairness and transparency in the workplace in areas such as hiring practices and offering opportunities to deserving employees. Other findings noted that while Gen Z prioritised strong training and development opportunities, Gen X looked for a financially healthy company. Older generations also tend to be more critical of their employers, especially when it comes to their expectations of a "pleasant work atmosphere". Mr Blasco said: "In the rush to meet targets and deadlines, the employee experience is often overlooked. "It's the small moments, such as being comfortable sharing different viewpoints, having chances to develop new skills or simply enjoying with teammates that truly enhance engagement. "These moments not only foster a positive atmosphere but also reduce the likelihood of employees jumping ship to search for better workplaces." Keeping employees motivated and engaged Work-life balance is also the main factor affecting how engaged or disengaged employees feel, the survey noted. The lack of recognition or appreciation for their work was consistently ranked in the top three across all generations as factors that discouraged staff. The report highlighted that Gen Z are the most engaged, with 68 per cent reportedly feeling motivated in 2025, followed by millennials at 61 per cent and Gen X at 58 per cent. On the other hand, wanting higher salaries and better benefits is the leading factor to prompt Gen Z (57 per cent) and millennials (54 per cent) to leave their current jobs. The lack of flexibility is also a factor, with 23 per cent citing it as a reason to make them quit. A separate Randstad survey found that 31 per cent of workers in Singapore would quit if they lacked sufficient flexibility. "As flexible work options and alternative income sources become commonplace, prioritising work-life balance is what truly sets employers apart from their competitors in the market," said Mr Blasco. Even though 49 per cent of respondents felt engaged, companies may already be losing the other half of their workforce, given that less engaged staff (18 per cent) are 60 per cent more likely to consider quitting than their engaged counterparts. Impact of artificial intelligence The use of artificial intelligence (AI) in the workplace has steadily increased year on year, with more frequent users among Gen Z and Gen X. Notably, millennials are scaling back on AI at work, with only 36 per cent reporting frequent usage, a slight decline from 2024. The report also noted that Gen Z feel most threatened by the increased use of AI, with 44 per cent saying it "has a considerable impact on my job". Another 6 per cent feel they may lose their job because of AI. Mr Blasco noted: "Singaporeans are increasingly viewing AI as a work companion, considering it a supportive tool rather than a threat to their job security. "Companies that highlight their AI achievements as part of their employer branding will stand out in attracting tech-savvy and digital-first talent."
Business Times
3 days ago
- Business
- Business Times
Singaporeans value work-life balance most in an ‘ideal employer': Randstad survey
[SINGAPORE] Work-life balance is the top priority for employees in considering an ideal employer, based on the latest edition of the Employer Brand Research Report released by Randstad Singapore on Wednesday (Jun 25). Good work-life balance remained the top priority for a third year, according to the recruitment agency's survey of 2,522 working-age adults in Singapore. This was followed by attractive salary and benefits, and then job security – also similar to past years. David Blasco, Randstad's country director for Singapore, said: 'With salary packages and benefits now highly competitive, work-life balance is emerging as a crucial differentiator for both attracting and keeping top talent.' The top two priorities were consistent across generations – Gen Z, millennials and Gen X respondents – though Gen Zs and millennials prioritised career progression over job security. Work-life balance is also the key motivator for employees to switch jobs. Among respondents who have changed or are planning to change jobs, 41 per cent seek to improve their work-life balance. A NEWSLETTER FOR YOU Friday, 3 pm Thrive Money, career and life hacks to help young adults stay ahead of the curve. Sign Up Sign Up This was followed by 36 per cent, who quit due to low pay and rising living costs; and 33 per cent, who want more career progression. Work-life balance key to employee motivation Having a strong work-life balance was also the top reason for respondents to feel motivated and engaged at work, cited by 41 per cent. This was followed by opportunities for growth, promotion and development, at 37 per cent; and a manageable workload, at 36 per cent. Meanwhile, the top reason for respondents feeling less motivated and engaged is the desire for higher salary or better benefits, highlighted by 45 per cent. This was followed by lack of recognition or appreciation for their work, at 41 per cent; and feeling undervalued and unsupported by their manager or colleagues, at 35 per cent. Blasco pointed out that 'it is the small moments, such as being comfortable sharing different viewpoints, having chances to develop new skills, or simply enjoying with teammates that truly enhance engagement'. These create a positive atmosphere at work and reduce the chances of employees switching jobs, he added. While work-life balance is a top-three motivator across all age groups, millennials prioritise it the most, with 44 per cent citing it as their primary motivation at work. Gen Z is most driven by career growth, with 37 per cent selecting it as their top motivator, and Gen X places the highest value on having a manageable workload.
Straits Times
11-05-2025
- Business
- Straits Times
askST Jobs: Does your job prepare you to lead?
Those hoping to rise up the ranks can indicate their motivation and readiness to pursue leadership responsibilities. ST ILLUSTRATION: LEE YU HUI askST Jobs: Does your job prepare you to lead? SINGAPORE – In this series, manpower correspondent Tay Hong Yi offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up for The Straits Times' Headstart newsletter. Q: How do I know if a role gives me the exposure needed to progress further? A: Anyone aspiring to leadership positions needs to accumulate a good and balanced blend of technical and people skills as they rise up the ranks, says Mr David Blasco, country director at Randstad Singapore. Aspiring leaders will also need to decide whether their current position and employer provide a discernible pathway for them to pick up these skills. Companies with flatter hierarchies and with a culture of letting employees take ownership of projects or product lines tend to provide earlier leadership opportunities and faster progressions, Mr Blasco says. This includes the financial technology, technology, insurance and consulting sectors, which are known for their fast-paced environments. 'Large companies that offer leadership development programmes and rotational assignments also allow employees to gain broad exposure to people management and budgeting responsibilities at an early stage.' Ms Jillian Yip, director of corporate function hiring at executive search firm Ethos BeathChapman, says those hoping to rise up the ranks can also indicate their motivation and readiness to pursue leadership responsibilities. This can be done by volunteering to help lead projects that involve managing major changes, such as migrating to new systems of operations or technology, as well as merger and acquisition initiatives, especially if these projects lie well within one's technical capabilities. They can also actively seek opportunities, such as participating in employee engagement efforts like mentoring, or learning and development programmes. However, Ms Yip notes that issues such as a lack of succession planning or renewal can also prevent deserving talent from getting into a position that allows them to show their leadership chops. Mr Blasco adds: 'There may be instances where some companies have more people in top and middle management positions, making it more challenging for younger employees to progress into their desired roles. 'There could also be situations where the existing leadership team feels that none of the existing employees is ready to take up more responsibility in the organisation, and consider hiring someone from outside the organisation.' Employees who feel they have missed out on a promotion opportunity can consider searching for another employer who will give them a chance to take up the responsibilities that prepare one for leadership, he says. In doing so, they will need to search for job openings with job scopes that include some level of managerial responsibility, such as managing teams or a given budget. 'It is advisable to partner with specialised recruiters to find leadership positions, as some senior roles are not publicly advertised,' Mr Blasco says. To ensure the role provides you with the leadership exposure you want, Mr Blasco encourages asking targeted questions during the job interview. Examples he cites include 'What is my role in budgeting and forecasting processes?', 'What is the team's structure and how many direct reports would I have?' and 'What level of autonomy does the position have when it comes to making a decision for the team?' Says Mr Blasco: 'The answers to these questions can help confirm whether the role offers hands-on exposure for you to build key leadership competencies. 'At the same time, the interviewer will be able to assess your career motivations and readiness to determine your fit for the role.' Ms Yip says that, realistically speaking, those angling to leave also need to recognise that employers in the market for roles that offer a step up will likely expect candidates to already have some form of leadership or mentoring experience. As for skills that leaders will be expected to have, Mr Blasco says strong business and finance acumen is critical, as leaders will often need to weigh risks and benefits and make well-informed decisions under pressure and uncertainty. This holds true regardless of industry type and organisation size. Leaders may well be on the hook for profit and loss figures, so they will need to know how to manage budgets to allocate resources effectively while ensuring that the business function they oversee is profitable. 'At the same time, exposure to managing budgets helps build capabilities in strategic planning and critical thinking,' Mr Blasco says. He adds that employees who hope to rise up the leadership ladder should also have a track record of managing people well, including in terms of hiring, coaching, delegating work and resolving conflicts, even if informally. Those in customer-facing roles such as business development will also need to clearly understand and deliver on what customers need. Leaders also need to inspire, develop and retain talent, earning the trust of employees. 'A team of people will always have differing personalities and perspectives, which are necessary for business success,' he says. Have a question? Send it to askst@ Join ST's Telegram channel and get the latest breaking news delivered to you.
