S'porean employees show less loyalty to employers: Survey

S'porean employees show less loyalty to employers: Survey

EMPLOYEES in Singapore are less engaged and loyal to their employers compared to their counterparts elsewhere, according to a study released yesterday.

In fact, a higher proportion is more likely to leave their jobs within the next two years than the global average, according to the Towers Watson 2012 Global Workforce Study (GWS 2012). Some 34 per cent of the 1,000 polled in Singapore said as much, compared to the global average of 28 per cent.

The study polled 32,000 full-time workers from 29 markets ranging across different industries.

Engagement levels were also low, as only 28 per cent here reported being highly engaged to their employers, as compared to the Asia-Pacific average of 39 per cent and the global average of 35 per cent.

The worst levels of engagement were shown by middle managers, with only 23 per cent feeling highly engaged with their employers.

Almost half (46 per cent) believe they have to switch employers in order to advance their careers while 38 per cent said employees in positions above them hinder their growth progression by choosing not to retire.

This observation was even more pronounced in the middle management level, where 54 per cent believe they have to join another organisation in order to advance, and 45 per cent believe that colleagues in higher positions hinder their career progression.

Paywise, only 36 per cent of Singapore employees felt fairly compensated compared to their colleagues, as against the global average of 52 per cent. And only 32 per cent felt fairly compensated compared to external parties, as against the global average of 46 per cent.

Singapore employees were also less happy with non-salary benefits. Only 20 per cent agreed that their retirement benefits are sufficient, compared to the global average of 46 per cent; and only 39 per cent thought that healthcare and wellness programmes were sufficient, compared to the global average of 54 per cent.

“The study shows that the focus is very much still on monetary rewards and employees may not be clear on the value of the total rewards that they are receiving,” said Towers Watson.

“Hence, employers can do a better job of communicating that learning and career advancement opportunities, flexible work schedules, leave entitlements, and other perks are also a part of the employment deal,” Towers Watson added.

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