The Great Resignation in Singapore—Concerns about the ‘Great Resignation’ wave have spread to Singapore because of high resignation rates in the United States and Europe.
Recently, the Ministry of Manpower posted a Facebook message addressing this issue.
According to the country’s data, at just 1.6 percent in the third quarter of 2021, Singapore’s resignation rate is the lowest it’s ever been. Even after adjusting for inflation, this number is still below pre-COVID levels, at around 1.8% every quarter. The epidemic has not resulted in a significant surge in resignations, according to MOM statistics.
As a result, MOM expects a rise in the number of people changing jobs as the economy improves, but the effect will be unequal across industries. Better career prospects may be critical in employees leaving lower-paying sectors. Recruitment and resignation rates are predicted to be greater in high-growth sectors with significant demand for labor.
However, COVID-19 has revealed more about the factors that impact an employee’s decision to leave, including the need for flexibility, blurring of work-life boundaries, burnout, and disengagement at work. Employers can address these issues as a result of this. Workers and employers alike have benefited from the Tripartite Advisory on Mental Well-being at Workplaces and the Alliance for Action on Work-Life Harmony, both of which were launched by Tripartite Partners in recent years.
Flexible work arrangements (FWAs), including staggered hours and work from home, are becoming more common in Singaporean businesses due to the country’s economic diversification. From 2018 to 2020, nearly eight out of ten firms will have at least one official FWA in place on a long-term basis.
MOM concludes by stating that the Government would continue collaborating with Tripartite Partners to build more inclusive and harmonious workplaces.
The Solution to the Great Resignation in Singapore
Speculation over who is resigning and why has turned into an entire cottage business in the wake of the Great Resignation. Is it mostly service workers looking for a raise, or are they simply tired of working in an office? How many individuals are deciding to abandon their jobs to start their businesses? Much of it has to do with how bad things are for children’s daycare.
Employers concerned about staffing their businesses may find these articles fascinating, but they may also be a distraction. Simply put, companies want to know, “How do you keep your people?”
With all the talk about why individuals leave their jobs, businesses have received a wealth of concrete advice. Experts have long emphasized the importance of factors such as adaptability, purpose, a positive work environment, and possibilities for advancement, in addition to the traditional considerations of fair compensation and flexible schedule. However, a new study shows that appreciation had the most significant impact, the most straightforward factor.
When it comes to thanking your people, it’s more important than you realize.
Health care workers were the topic of a study published in the Journal of Applied Psychology, which looked at the epidemic’s effects on that personnel. According to reports, one out of every five healthcare professionals has left the field, and those who remain are said to be suffering from crippling burnout. Doctors and nurses desperately need a successful retention strategy right now.
So what were the researchers hoping to achieve by making such a drastic adjustment in policy? Thanks to the people they helped couldn’t be more gratifying or straightforward. Doctors and nurses at hospitals around Asia were surveyed on how much gratitude they received from patients and how it affected their energy and mood levels. In addition, they polled the spouses of the hospital workers to see if they had any concerns about how their work environment affected their personal lives.
According to a study by the researchers, health care providers and their partners who are grateful for their patients are happier. They were taken aback by the enormity of the impact.
“Health care employees who received gratitude were more engaged at work and had stronger relationships with their spouses, according to our research. As it turns out, gratitude has a more significant impact on the recipient than most people believe. “Instead, knowledge is reported by the writers.
According to a new study, even a tiny amount of thankfulness can make a tremendous difference. Adam Grant’s team at Wharton recruited a firm employee to talk to call center employees who generated sales that paid his salary in an earlier study. When a coworker thanked them for their efforts, call center workers saw a 20% increase in revenue each shift.
What could appear to be an insignificant gesture can have huge effects on mental and physical well-being. Many workers in those regions desperately need moral boosts following two years of epidemic mayhem. The researchers write, “We believe our findings can be generalized to workers in other essential services such as public transportation, sanitation, delivery, and food.
Finding methods to incorporate thankfulness into your workday is essential to get the most out of it. “International Doctors’ and Nurses’ Days are crucial, yet often fall short. To reap the benefits of thankfulness and keep essential workers going, the key is to practice gratitude regularly “According to the study,
So, if you want to keep your employees happy and engaged, you should consider coming up with new and inventive ways to show them how much your customers appreciate their business. Would it be okay if I shared the fantastic review you received with the rest of the company? Perhaps a “wall of thanks” where clients can post notes of thanks would be highly received? Might you also follow Grant’s lead and invite a customer to speak about the value of the job your team is doing for them?
There is no evidence to suggest that these kinds of interventions can cover up abusive working circumstances. Still, new research reveals that a simple thank-you note from consumers could be the difference between hiring headaches and keeping your best employees around.
