Winning staff in the dazzling city of Singapore

HRM 21 Dec 2012

Singapore is well-known for its high standard of living, top class business network infrastructure and hub of multinational companies that have based their regional revenue-generation and business support functions in the capital. These attributes make it very enticing for professionals to choose to work in the city.

Based on findings in the 2012/13 Michael Page Employee Intentions Report, white collar professionals are largely positive about the current employment market in Singapore. Of the survey respondents, some 39% consider the current employment market to be strong and 44% say it is very likely that they will change jobs over the next 12 months.

As a steady stream of job opportunities is anticipated over the next 12 months, employers will need to have a strong focus on attracting top talent, retaining their best performers and engaging staff. Attraction and retention is essential as professionals across Singapore’s white collar sectors become optimistic about working in the country.

Stay ahead of the competition

Cities across the broader Asia region are competing aggressively to secure the best individuals, so employers in Singapore will need to stay ahead of the competition. Employers need to offer a combination of structured career development opportunities and monetary incentives to be on top when it comes to attraction. According to the Employee Intentions Report, the primary factor encouraging 41% of job seekers to change companies is career progression and most (35%) are likely to request a pay rise of 16% or above on base salary to take on a new role.

Offer recognition and rewards

For the best chance of retaining top performers over the next six to 12 months, employers will need to offer competitive remuneration. The report revealed that being financially rewarded for achievements is the primary reason 32% of respondents will stay in their current role. More than half of these professionals (54%) plan to be proactive and ask their employer for a pay rise and most of them (31%) will be looking for a salary increase in the range of 10-12%.

Keep your staff happy

Once employers have acquired the best professionals for their business, they need to engage with staff regularly to boost productivity and morale. Financial incentives such as good healthcare, flexi-benefits, performance bonuses and long term share plans are some examples. Companies are also promoting non-financial incentives such as work-life balance schemes for their staff which could include flexible work arrangements (eg; negotiable working hours), sabbatical leave for long term employees and providing childcare facilities in office complexes for working parents. Many organisations will conduct team offsite work days to motivate people and improve staff culture. To better understand pertinent employee issues, employers can carry out an organisational culture survey and employee engagement survey to gauge where employee satisfaction lies.


Diana Low

Director, Michael Page, Singapore


Michael Page, Singapore

One Raffles Place Office Tower 2, #09-61, Singapore 048616

Tel: +65 6533 2777

Fax: +65 6533 7227



Leave your comment
Start a new discussion

HRM Asia forum is the place for positive industry interaction and welcomes your professional and informed opinion.

Post a Comment
HRM Asia welcomes your contribution. Your IP address is recorded in the event of a complaint.
Name *
Email *
(required, but will not display)
Comment *
Please enter in the numbers in the box left.
You are about to submit your comment. Is it:
  • Professional
  • In your own name or pseudonym, not impersonating someone else
  • Free from rude language
  • Free from advertising
  • If you prefer not to post but are still keen to get your viewpoint across, you can always e-mail the editor.
  • 27 Aug | Frazer Jones - Global HR Search and Recruitment | Singapore
    HR payroll expert required to manage and lead a team in accuracy and compliance of payroll benefits programs and practice
    27 Aug | Frazer Jones Global HR Search & Recruitment | Singapore
    Manage all HR, operational and administrative matters for the office
    25 Aug | Frazer Jones Global HR Search & Recruitment | Singapore
    The HR Associate will support the Regional HR Director on a range of HR matters in the region.
    Itron: A five-prong guideline to employee retention
    Jayesh Menon, Regional HR Leader and Director, Asia Pacific, Itron, shares how companies should formulate a HR blueprint to tackle organisational retention
    Innovation in engagement, motivation and retention of talent
    GSK: Talent management – a serious business imperative
    Talent Management for Sustainability: Default or Design?
    Performance Leadership Pte Ltd |
    Lunch, Learn and Bond with your teams, all within 1 hour! Choose from a variety of light-hearted, interesting or thought-provoking topics that appeal ...
    Performance Recognition Pte Ltd |
    A monthly business incubator where leaders grow their skills, exchange ideas and share best practices.
    Organisational Development Concepts |
    Companies are fighting to hire talents. How do you select the right candidates with the knowledge, skill and attitude that the company is looking for?