PwC’s Global Workforce Hopes and Fears Survey, one of the largest ever surveys of the global workforce with 52,000 participants worldwide, surveyed 1,043 local workers in Singapore. It covered important issues facing the workforce today and included recommendations for companies going forward.
PwC focused some of its analysis on the cohort of employees reported wishing to change jobs. This group is critical for HR and managerial intervention, both to retain employees and score new talent. (If you are one of those looking for a change, be sure to create an account and begin your search on Jobscentral!)
In the local context, only 11% of employees, compared to 27% globally, strongly agreed that they can bring their true self to work, and only 12% strongly agreed that their jobs are fulfilling compared to 25% globally.
Why did these individuals wish to change jobs?
Based on the survey results, the 5 factors are for workers to:
1. find their job fulfilling; (58%)
2. feel they can be their true self at work; (55%)
3. feel fairly rewarded financially; (61%)
4. feel their team cares about them; and
5. feel that their manager listens to them. (55%)
As expected, fair renumeration came in as the top priority with 61% of Singapore employees surveyed indicating this was a reason to change. Notably, 29% indicated that they will likely ask for a pay raise. Skilled employees also are at elevated risk of quitting.
Singaporean employees indicated an overwhelming preference for hybrid work, with 72% of respondents saying they prefer some mix of in-person and remote work – a number even higher than the global average.
However, the survey results indicated gaps in employee and employer expectations. 74% believe their employer will expect some form of in-person and remote across the next 12 months. 25% believed their employer would expect “mostly remote working with some in-person working”, while 32% wanted the same on an individual level.
Clearly, remote work is here to stay. It is up to organisations to be flexible and creative in their management and leadership to best adapt to this new normal.
Transparency in the workplace was another priority for local workers, with 57% indicating frequently or sometimes having conversations about topics spanning civil rights, racial injustice, gender equality, or political issues.
The importance of transparency by employers on matters was ranked thusly:
1. Health and safety (highest at 56% of employees ranking this as important)
2. Impact on economy
3. Records of addressing diversity and inclusion in the workplace
4. Impact on natural environment
All this indicates a desire for clear, credible reporting and a workplace where matters are discussed professionally and freely. Management can make progress by acknowledging conversations about politics and social issues happening at work, and establishing norms, offering resources and helping ensure that these conversations happen in safe, no-judgment environments. They should also take steps to show employees how their work affects society and is aligned with their personal goals and feelings.