Latest news with #Workmonitor
The Sun
01-05-2025
- Health
- The Sun
Toxic workplace driving away younger employees
PETALING JAYA: Malaysian workers are the most likely in the Asia-Pacific region to walk away from toxic workplaces, with nearly six in 10 saying they would resign rather than endure unhealthy environments, according to the Randstad 2025 Workmonitor survey. Universiti Malaysia Kelantan Professor of Human Resource and Industrial Relation, Prof Dr Balakrishnan Parasuraman said awareness of toxic workplace culture has grown significantly over the past decade. This shift, he noted, has been driven by the rise of social media, greater employee consciousness and a growing emphasis on mental health and well-being. 'Previously, toxic behaviours such as bullying, favouritism, poor communication and overwork were often tolerated or normalised. 'But younger generations entering the workforce are pushing for greater accountability and healthier work environments,' he said. He added that the Randstad report reflects rising demand for more human-centric work cultures that prioritise work-life balance, a sense of belonging and supportive leadership. 'Today's employees are more likely to quit than tolerate toxic work conditions because they're more aware of how such environments can harm their mental health, careers and relationships. Personal well-being is now a top priority,' he said. The rise of remote work and increased job mobility have also given employees more options, empowering them to seek better workplaces. 'Cultural shifts, especially among millennials and Gen Z, have led to a stronger push for better working conditions. 'These generations are more vocal about their expectations and are helping to drive change. 'Social media also allows employees to share experiences and find support, making it easier to leave toxic environments. Moving to healthier workplaces boosts morale and enhances a company's reputation,' he said. The Randstad 2025 Workmonitor survey, which polled 503 respondents in Malaysia, revealed that 59% had either left or would consider leaving a job due to a toxic workplace culture. Workplace culture emerged as a key factor influencing employee retention and career decisions. Nearly half (48%) of Malaysian respondents said they would reject job offers from companies that do not actively promote a healthy, positive work environment. This sentiment is particularly strong among younger and mid-career professionals, with 59% of Gen Z and 50% of Gen X respondents expressing this view. Meanwhile, Malaysian Employers Federation president Datuk Dr Syed Hussain Syed Husman said no employer wants a toxic workplace, as such an environment is unsustainable for both businesses and workers. 'No organisation can survive in a toxic environment. So using the term 'unwillingness to address' is inaccurate. 'Employers strive to create workplaces that are dynamic, positive and healthy.' Syed Hussain said employers shape a culture of positivity through training programmes that instil both values and skills. 'When hiring, employers assess both the candidate's values and skill sets to ensure alignment with the organisation,' he said. He added that tools like employee satisfaction surveys and 360-degree reviews help employers identify and address workplace issues. However, he noted that employees often do not raise concerns when given the chance, which can delay resolution. 'No employer will wait long to resolve a toxic environment because such issues affect the entire organisation's health. Employees should feel encouraged to report toxic behaviours through the proper channels,' he said. On mental health, Syed Hussain said most employers aim to provide a safe and healthy work environment as it directly influences productivity. 'Many medium and large companies have dedicated health and safety departments. While smaller SMEs may lack the resources for such departments, no employer wants to cut costs in this area,' he added.
Techday NZ
30-04-2025
- Business
- Techday NZ
New Zealand workers value training as job competition intensifies
Randstad's latest Workmonitor report has found that most New Zealanders in the workforce currently place high value on training, development and reskilling as employers weigh alternatives to pay increases. The 2025 Randstad Workmonitor research surveyed working people across New Zealand, revealing that 75% of respondents consider training and development either important in their current role or necessary when seeking a new one. These findings arrive as employers increasingly opt for non-monetary support for their workforce amid a competitive and evolving job market. Professional development and opportunities to gain new skills have emerged as key expectations among workers, with 42% of survey respondents stating they would not accept a job that did not offer options to develop future-ready skills. This trend continues to reinforce the relevance of continuous learning and professional growth for both employees and employers as competitive differentiators in today's economy. Recent Seek employment figures underline these workforce dynamics, indicating a 2% contraction of the New Zealand job market in February and a 5% increase in job applications per advertisement in January, all signifying growing competition among job seekers and a slowdown in new opportunities. As the market presents signs of stabilisation after a period of decline, the pressure on both job applicants and businesses to remain adaptable and resilient has intensified. The report details a nuanced perspective on whose responsibility skill development should be. While 23% of respondents indicated a willingness to upskill themselves, a significantly larger group—39%—see reskilling as predominantly the employer's responsibility. Still, a majority (54%) said their employers had provided options to develop future-proof skills, such as training related to artificial intelligence. Interest in AI training was the most prominent learning and development opportunity requested, particularly among Baby Boomers (17%) and Gen Z (16%). The research also found notable generational differences in training access, with 47% of Gen Z receiving training or development opportunities in the past six months, compared to just 20% of Baby Boomers. According to Randstad, investment in learning and professional development allows workers to better compete for roles and enables organisations to meet the skill requirements of emerging sectors, especially as technological change and sustainability initiatives reshape the job landscape. Sarah Bills, Randstad New Zealand's Country Director, said, "With the job market being so tight, employers must balance the needs of the organisation with those of employees. Many organisations are currently pausing salary increases and bonuses to focus on operational continuity and job security. There may be an expectation-versus-reality gap that needs to be addressed. Generally, when employees understand the company's situation, they are more accepting of the available options. For example, someone in the early stages of their career might value professional development more than additional work-from-home benefits." In response to the focus on skill advancement, Bills added, "Professional development can be both cost-effective and beneficial for both employees and employers. For instance, it could be as simple as assigning an experienced mentor to guide someone's professional journey. It doesn't always require costly external courses. Organisations can engage with their staff to understand what matters to them as individuals, which doesn't necessarily have to carry a financial cost but can make a significant impact." The report's findings suggest that while compensation remains important to New Zealanders, avenues for professional growth are increasingly being viewed as differentiating factors in accepting or remaining in roles. As changes in technology—most notably artificial intelligence—and market trends spur the evolution of job requirements, both workers and employers face an ongoing mandate to prioritise learning and adaptation to remain competitive within the current economic environment.
