Poll finds many S'poreans today put more value on workplace fulfilment
By Joyce Teo, The Straits Times, 7 May 2012
FEW of us can deny the importance of making money; it puts food on the table and ensures a roof over one's head, but do these alone justify keeping at it, day after day, year after year?
Work does define a person to a great extent and people increasingly want to search for meaning in their jobs, so money in itself no longer suffices.
So it comes as no surprise to find that a survey from global recruiter Kelly Services showed while many Singaporeans are considering a job change over the next year, money will not be their main reason for moving.
'Employees today value meaningful engagement at the workplace more than before. To many, it is no longer a job that just pays the bills,' says Mr Dhirendra Shantilal, senior vice-president for the Asia-Pacific at Kelly Services.
'They definitely are looking to build a meaningful career for themselves and would not hesitate to look for it, wherever the opportunity allows them.
'Perhaps, most of them no longer see their jobs as just mere jobs but as something that will build them as a person.'
To many, the ability to 'excel or develop' is key to providing a sense of meaning at work.
But fewer than half of all respondents said their current employment provides them with a sense of 'meaning'.
While 52 per cent of respondents feel inspired by their current manager to produce their best work, only 41 per cent of those surveyed feel valued by their current boss.
'People produce their best work and turn in top performances when they are engaged. And employees are engaged when they feel valued and that they are being groomed,' says Mr Joshua Yim, chief executive of recruitment firm Achieve Group.
The survey, which involved nearly 170,000 participants in 30 countries, including almost 6,000 in Singapore, also showed that more than one-third are frequently thinking about quitting.
And not all who want to switch jobs are the very young. Among the main workforce generations, Gen X (those aged 31-48) are the most likely to switch employers, with 64 per cent planning to look for another position in the next year compared with 56 per cent of baby boomers (aged 49-66) and 54 per cent of Gen Y (aged 19-30).
Headhunter PeopleSearch, which recruits mid- to senior-level staff, says candidates at these levels tend to be inactive job-seekers.
'However, when we approach them to explore an opportunity, they are quite open and keen,' says consulting director Jaime Lim.
Mr Shantilal of Kelly Services adds: 'The economic uncertainty employees have experienced may have resulted in them feeling restless regarding future career goals. This is further amplified by the lack of meaningful work and ongoing opportunities for growth in their current employment.'
The survey noted: 'A threshold issue for many employees is the question of how they derive 'meaning' from their work or vocation.
'It's a question that goes to the heart of what stimulates and motivates individuals, and indeed a workforce.'
As Ms Lim says: 'There are different things that companies can do to retain their employees and these include continuous career development and learning opportunities, promotion opportunities, increments and bonuses.
'However, it tends to be the boss who keeps the employee engaged, and colleagues who keep the working relationship strong by creating a learning, open and fun environment.'
A survey by the Chartered Institute of Personnel and Development (CIPD) in Britain found that too many managers have an inflated opinion of their ability to manage people.
It suggested that poor managers look in the mirror if they want to get the best out of their people.
Its head of public policy, Mr Ben Willmott, says: 'A small increase in capability across this huge population of people managers would have a significant impact on people's engagement, well-being and productivity.
'However, too many employees are promoted into people management roles because they have good technical skills, then receive inadequate training and have little idea of how their behaviour impacts on others.'
The truth is that people join companies but leave bosses, says Mr Yim.
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