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Straits Times
11 hours ago
- Business
- Straits Times
askST Jobs: What to do if it seems like you're sidelined from the start at a new job
While prolonged inactivity in a new job can quickly turn confusing and demoralising, there are valid reasons why a new hire might not be assigned work from the outset. ST ILLUSTRATION: LEE YU HUI askST Jobs: What to do if it seems like you're sidelined from the start at a new job 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 to The Straits Times' Headstart newsletter. Q: I just took up a new job, but my boss isn't assigning me any tasks nor training. Am I being set up to fail? A: While prolonged inactivity in a new job can quickly turn confusing and demoralising, there are valid reasons why a new hire might not be assigned work from the outset, says Mr Alvin Goh, chief executive of the Singapore Human Resources Institute. 'Sometimes, the hiring manager is not ready for the new joiner to start due to internal delays or restructuring.' Teams might need longer to integrate new hires than the timeline the human resources department has in mind, especially in multinational companies and those with complex reporting structures that interlace across seniority levels and departments, he adds. Echoing his views, Ms Loh Kaili, associate director at BTI Executive Search, says: 'Sometimes, new hires come in during a messy period when projects are stalled, headcounts were approved prematurely or teams are being restructured. 'Hiring managers may not know what to do next and will keep things at status quo.' New employees might also need to clock milestones such as probation evaluations or study modules before they can be assigned tasks, or in the case of some sensitive industries, clear security checks, both experts add. However, Mr Goh notes all these are typically short-term scenarios that should be resolved within weeks, not months. When someone repeatedly gets turned away after asking to contribute and offering their expertise over a prolonged period, it may point to a structural dysfunction or existence of personal bias against them, he adds. Some bosses may also be insecure, fearing that a new hire could grow to replace them, and intentionally set the new hire up for failure, Ms Loh notes. Still, feeling threatened by subordinates is definitely not a valid reason to withhold work, she adds. Mr Goh suggests that workers who have not received any assignments or training for more than several weeks should request a meeting with either the HR team, or a leader one level above their direct boss. However, he advises workers to signal their commitment to growing and contributing in their role, rather than complaining right away in the first such meeting. New hires should initiate structured conversations with their manager to hash out clear priorities and performance targets, says Ms Loh. She also suggests workers keep a record of their attempts to proactively request for work and seek clarity on their position. 'I would recommend the new hire to give himself or herself a clear timeline of around two to three months to observe if there is any improvement to the situation.' If there is no improvement, and workers quit within three months with little to no work experience to show for it, they may omit the stint from their curriculum vitae, she adds. Mr Goh also encourages job seekers to pre-empt any potential issues by asking prospective employers questions about what success looks like in the new job, what the onboarding experience will involve and what support is given to ensure new joiners start well. 'These questions not only help you gauge how prepared the team is, but they also signal that you are not just looking for a job but a meaningful runway to contribute.' Mr Jason Chua, a former assistant registrar at the Employment Claims Tribunals, who now teaches law at Temasek Polytechnic, says that it is possible, but unlikely, that withholding work or training amounts to constructive dismissal. Constructive dismissal is a type of unfair dismissal in which an employee is found to not have resigned voluntarily, but was forced to do so due to the action or inaction of an employer. Mr Chua notes that work may not be explicitly assigned to you because your employer might expect new employees to take the time to get to know their colleagues, observe them at work and understand where they fit into the work of the company. He also suggests that new joiners compare their workload with peers in the team, and ask their bosses if they could also help with the work their peers are doing. However, should employers or managers make explicit indications or statements that they are withholding work or training to drive an employee out of the role, Mr Chua suggests the employee could collate and gather evidence of such behaviour and words. 'This helps the employee to build a case to show that the employer, through his words or conduct, is seeking to drive the employee out of employment and, therefore, constructively dismiss the employee. 'If the employee can prove that he or she has been constructively dismissed, he or she can stop work, resign and claim for salary in lieu of notice from the employer.' Employers who have withheld work or training due to reasons such as an employee's nationality and age may also fall afoul of upcoming workplace fairness laws, Mr Chua adds. Have a question? Send it to askst@ Check out the Headstart chatbot for answers to your questions on careers and work trends.
CNA
26-05-2025
- Business
- CNA
Fewer private university graduates employed, though salaries inch higher: Survey
Fewer graduates from private education institutions got jobs within six months of graduating, marking a decline for the second straight year. Among those who were employed, less than half secured permanent employment, even though median salaries have increased to S$3,500 from S$3,400. This is according to a survey conducted by SkillsFuture Singapore among 3,500 fresh graduates from the cohort of 2024. Able Cheong, Head of Corporation at the Singapore Human Resources Institute, talks about whether employers view degrees from private educational institutions as inferior. He also discusses if employers are more keen to hire those who have completed stackable courses, rather than a private degree.
