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Straits Times
13-07-2025
- Business
- Straits Times
askST Jobs: Feeling the pinch? Here's what to do if your pay rise is not matching inflation rate
Sign up now: Get ST's newsletters delivered to your inbox When salary increments do not keep pace with rising costs, Singaporeans may find themselves playing catch-up with their purchasing power. In this series, journalist Megan Wee offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times' Headstart newsletter . Q: With cost-of-living issues a key concern for many Singaporeans, what can workers whose pay rises do not keep up with the inflation rate do? A: If employees discover that their pay increments are not keeping up with the inflation rate, it would be appropriate for them to discuss the matter with their supervisor or manager in a respectful and transparent manner, says recruitment agency Randstad Singapore's country director, Mr David Blasco. He says annual standard salary increments should minimally match the reported inflation rate for the year to ensure that employees maintain their purchasing power and quality of life, especially as the cost of living rises. Mr Vic Sithasanan, Singapore managing director at employment marketplace Jobstreet by Seek, says that while Singapore's inflation eased to around 2.4 per cent in 2024, many people are still grappling with the lingering effects of sharp cost increases in late 2022 and early 2023. When salary increments do not keep pace, Singaporeans may find themselves playing catch-up with their purchasing power, he adds. So, how can employees check whether their pay is keeping up with inflation? According to Ms Samantha Tan, a human resources business partner at Seek , employees can compare the current salary with what they were earning in the previous year, adjusted for inflation. Top stories Swipe. Select. Stay informed. Singapore Govt will continue to support families, including growing group of seniors: PM Wong at PCF Family Day Singapore From Normal stream to Parliament: 3 Singapore politicians share their journeys World Deal or no deal? EU faces critical decision in response to Trump's latest tariff salvo Singapore Segregated recycling bins found to lower contamination rate as more spring up Sport Two participants injured after another breached safety protocol during Pesta Sukan archery event Asia Mahathir discharged from hospital after feeling fatigued during birthday gathering Singapore Medics treat 7 after blaze at HDB block lift lobby in Chai Chee Singapore I lost my daughter to Kpod addiction: Father of 19-year-old shares heartbreak and lessons They can make use of inflation calculators available online, she adds. Fresh graduates who do not have a salary history can refer to salary benchmarks, such as from Jobstreet's Talent Attraction Lab, to have a better grasp of where their salary expectations should lie, Ms Tan says. When there is a mismatch between the salary increment and the inflation rate, Mr Blasco recommends that employees take these steps: Review whether your pay reflects your job responsibilities and performance against the latest industry salary benchmarks, and gather information from your latest performance review. Explain to your supervisors how your salary has not kept up with inflation and the impact on your real income, and highlight your contributions to the organisation. Approach the conversations with supervisors in a collaborative manner – show that you are there to understand the factors that determine your salary increment. Assess your pay based on factors such as market demand for skills, industry benchmarks, internal pay structure and the company's profitability. Ms Tan encourages employees to look at their full compensation and benefits package, which can include bonuses, performance incentives, flexi benefits, learning opportunities and work-life flexibility. These can contribute to one's holistic well-being and satisfaction, she notes. 'These can at times be incredibly more priceless compared with a small annual increment,' she says, adding that they can help employees better fulfil their professional and personal aspirations. Mr Jason Quay, director of outsourcing at recruitment agency Adecco Singapore, says it is worthwhile for employees to evaluate the monetary value of what is being offered. For example, if the company provides $1,200 in flexible benefits, the real value should be taken into account even if it is not reflected in the base salary. If salary is top of mind, Mr Blasco says employees should assess the talent market supply and demand. This can guide career decisions about whether they should stay in their organisation, or proactively seek employers that are offering a higher pay. Ultimately, he emphasises the importance of navigating the process carefully. 'Continuing to communicate professionally and maintaining positive relationships during this process can also help you to retain a strong reputation and not burn bridges.'
Straits Times
01-07-2025
- Business
- Straits Times
Work-life balance most important factor for Gen Z, millennials and Gen X: Randstad survey
SINGAPORE – Getting their work-life balance right is the most highly valued employment factor for workers in Singapore, no matter what the age, noted a new survey. It even surpasses other value propositions such as attractive salary and benefits, with job security, career progression and equity also trailing behind. The annual survey conducted by recruitment agency Randstad polled around 170,000 people in places like Japan, Belgium, India and Greece, including 2,522 in Singapore. It found that just over 50 per cent of employees here rated 'work-life balance' and 'salary and benefits' positively when evaluating their current employers. This indicates clearly that there is room for improvement in these two factors: While both are top priorities for employees, they are 'rated relatively low' when assessing bosses. 'With salary packages and benefits now highly competitive, work-life balance is emerging as a crucial differentiator for both attracting and keeping top talent,' said Randstad Singapore country director David Blasco. Respondents across generations have differing motivators at work. While work-life balance and attractive salary and benefits remain the top two priorities for Gen Z (aged 13 to 28) and millennials (29 to 44), Gen X (45 to 60) place slightly more emphasis on compensation. The survey also found that equity – a desire to work in a fair and inclusive environment – is one of the most important factors for employees, particularly Gen Z. But employers' equity ratings here slipped from 2024, with only 53 per cent agreeing that their particular qualities are appreciated in the workplace, a 4 per cent fall from 2024 . A decline in equity scores also signals lack of fairness and transparency in the workplace in areas such as hiring practices and offering opportunities to deserving employees. Other findings noted that while Gen Z prioritised strong training and development opportunities, Gen X looked for a financially healthy company. Older generations also tend to be more critical of their employers, especially when it comes to their expectations of a 'pleasant work atmosphere'. Mr Blasco said: 'In the rush to meet targets and deadlines, the employee experience is often overlooked. 'It's the small moments, such as being comfortable sharing different viewpoints, having chances to develop new skills or simply enjoying with teammates that truly enhance engagement. 'These moments not only foster a positive atmosphere but also reduce the likelihood of employees jumping ship to search for better workplaces.' Keeping employees motivated and engaged Work-life balance is also the main factor affecting how engaged or disengaged employees feel, the survey noted. The lack of recognition or appreciation for their work was consistently ranked in the top three across all generations as factors that discouraged staff. The report highlighted that Gen Z are the most engaged, with 68 per cent reportedly feeling motivated in 2025, followed by millennials at 61 per cent and Gen X at 58 per cent. On the other hand, wanting higher salaries and better benefits is the leading factor to prompt Gen Z (57 per cent) and millennials (54 per cent) to leave their current jobs. The lack of flexibility is also a factor, with 23 per cent citing it as a reason to make them quit. A separate Randstad survey found that 31 per cent of workers in Singapore would quit if they lacked sufficient flexibility. 'As flexible work options and alternative income sources become commonplace, prioritising work-life balance is what truly sets employers apart from their competitors in the market,' said Mr Blasco. Even though 49 per cent of respondents felt engaged, companies may already be losing the other half of their workforce, given that less engaged staff (18 per cent) are 60 per cent more likely to consider quitting than their engaged counterparts. Impact of artificial intelligence The use of artificial intelligence (AI) in the workplace has steadily increased year on year, with more frequent users among Gen Z and Gen X. Notably, millennials are scaling back on AI at work, with only 36 per cent reporting frequent usage, a slight decline from 2024. The report also noted that Gen Z feel most threatened by the increased use of AI, with 44 per cent saying it 'has a considerable impact on my job'. Another 6 per cent feel they may lose their job because of AI. Mr Blasco noted: 'Singaporeans are increasingly viewing AI as a work companion, considering it a supportive tool rather than a threat to their job security. 'Companies that highlight their AI achievements as part of their employer branding will stand out in attracting tech-savvy and digital-first talent.' Check out the Headstart chatbot for answers to your questions on careers and work trends.
AsiaOne
27-06-2025
- Business
- AsiaOne
More opportunity than threat: Singapore employees generally positive about using AI at work, Randstad study finds, Lifestyle News
With large language models like ChatGPT and Deepseek becoming part of everyday life, artificial intelligence (AI) is increasingly making its way into the workplace. Based on Randstad Singapore's latest employer brand research report, released on Wednesday (June 25), employees in Singapore see AI as "an opportunity than a threat at work" and are "adapting well" to such technological advancements. The talent agency surveyed 2,522 working adults in Singapore and found that the perception of AI's impact on work has remained largely positive, with 50 per cent of employees anticipating that AI will be of benefit to them professionally as compared to five per cent of naysayers. That said, there is a considerable amount of respondents (41 per cent) who remain "neutral" about the subject. Its adoption in the workplace has been progressing, though slowly. Regular usage of AI at work saw a modest two per cent rise compared to 2024. A look at the data through a different metric might offer more insights into how AI is being used and perceived in Singapore. Who's using AI at work? Among three generations surveyed — Gen Zs (13 to 28 year olds), millennials (29 to 44 year olds) and Gen Xs (45 to 60 year-olds) — data from the survey indicate that millennials are the most hesitant about AI use at work. Their regular use of AI at work (36 per cent) saw a considerable seven per cent drop from last year's numbers. Conversely, Gen Z and Gen X employees saw an increase in AI adoption, with regular usage rising by eight per cent and seven per cent respectively compared to 2024. When it comes to the potential impact AI may have on their jobs in the near future, 44 per cent of Gen Z respondents felt that it will have a considerable impact on their job. While 36 per cent noted that it would have little to no impact, nine per cent admitted that they've already experienced its consequences at the workplace. While Randstad's study confirms AI adoption is slowly on the rise in Singapore, it is still a rather hushed topic in the workplace. A 2024 study by team communication platform Slack revealed that 45 per cent of Singapore employees feel "uncomfortable" about admitting to managers that they use AI on the job. Reasons for the unease include fears of being is seen as "incompetent", "lazy" or "cheating". Work-life balance still key factor Another key finding from the study is the correlation between work-life balance and employee motivation. Among the list of factors listed, from job flexibility to manageable workload, strong work-life balance (41 per cent) emerged top as the key factor in keeping employees engaged and motivated. At the other end of the spectrum, the want for greater benefits and higher salary (45 per cent) has led to employees feeling less motivated and engaged. This could be down to misaligned expectations between employer and employee, according to the survey. [[nid:715879]] amierul@
New Paper
26-06-2025
- Business
- New Paper
Work-life balance most valued for Gen Z, millennials and Gen X: Poll
Getting their work-life balance right is the most highly valued employment factor for workers in Singapore, no matter what the age, noted a new survey. It even surpasses other value propositions such as attractive salary and benefits, with job security, career progression and equity also trailing behind. The annual survey conducted by recruitment agency Randstad polled around 170,000 people in places like Japan, Belgium, India and Greece, including 2,522 in Singapore. It found that just over 50 per cent of employees here rated "work-life balance" and "salary and benefits" positively when evaluating their current employers. This indicates clearly that there is room for improvement in these two factors: While both are top priorities for employees, they are "rated relatively low" when assessing bosses. "With salary packages and benefits now highly competitive, work-life balance is emerging as a crucial differentiator for both attracting and keeping top talent," said Randstad Singapore country director David Blasco. Respondents across generations have differing motivators at work. While work-life balance and attractive salary and benefits remain the top two priorities for Gen Z (aged 13 to 28) and millennials (29 to 44), Gen X (45 to 60) place slightly more emphasis on compensation. The survey also found that equity - a desire to work in a fair and inclusive environment - is one of the most important factors for employees, particularly Gen Z. But employers' equity ratings here slipped from 2024, with only 53 per cent agreeing that their particular qualities are appreciated in the workplace, a 4 per cent fall from 2024. A decline in equity scores also signals lack of fairness and transparency in the workplace in areas such as hiring practices and offering opportunities to deserving employees. Other findings noted that while Gen Z prioritised strong training and development opportunities, Gen X looked for a financially healthy company. Older generations also tend to be more critical of their employers, especially when it comes to their expectations of a "pleasant work atmosphere". Mr Blasco said: "In the rush to meet targets and deadlines, the employee experience is often overlooked. "It's the small moments, such as being comfortable sharing different viewpoints, having chances to develop new skills or simply enjoying with teammates that truly enhance engagement. "These moments not only foster a positive atmosphere but also reduce the likelihood of employees jumping ship to search for better workplaces." Keeping employees motivated and engaged Work-life balance is also the main factor affecting how engaged or disengaged employees feel, the survey noted. The lack of recognition or appreciation for their work was consistently ranked in the top three across all generations as factors that discouraged staff. The report highlighted that Gen Z are the most engaged, with 68 per cent reportedly feeling motivated in 2025, followed by millennials at 61 per cent and Gen X at 58 per cent. On the other hand, wanting higher salaries and better benefits is the leading factor to prompt Gen Z (57 per cent) and millennials (54 per cent) to leave their current jobs. The lack of flexibility is also a factor, with 23 per cent citing it as a reason to make them quit. A separate Randstad survey found that 31 per cent of workers in Singapore would quit if they lacked sufficient flexibility. "As flexible work options and alternative income sources become commonplace, prioritising work-life balance is what truly sets employers apart from their competitors in the market," said Mr Blasco. Even though 49 per cent of respondents felt engaged, companies may already be losing the other half of their workforce, given that less engaged staff (18 per cent) are 60 per cent more likely to consider quitting than their engaged counterparts. Impact of artificial intelligence The use of artificial intelligence (AI) in the workplace has steadily increased year on year, with more frequent users among Gen Z and Gen X. Notably, millennials are scaling back on AI at work, with only 36 per cent reporting frequent usage, a slight decline from 2024. The report also noted that Gen Z feel most threatened by the increased use of AI, with 44 per cent saying it "has a considerable impact on my job". Another 6 per cent feel they may lose their job because of AI. Mr Blasco noted: "Singaporeans are increasingly viewing AI as a work companion, considering it a supportive tool rather than a threat to their job security. "Companies that highlight their AI achievements as part of their employer branding will stand out in attracting tech-savvy and digital-first talent."
Business Times
25-06-2025
- Business
- Business Times
Singaporeans value work-life balance most in an ‘ideal employer': Randstad survey
[SINGAPORE] Work-life balance is the top priority for employees in considering an ideal employer, based on the latest edition of the Employer Brand Research Report released by Randstad Singapore on Wednesday (Jun 25). Good work-life balance remained the top priority for a third year, according to the recruitment agency's survey of 2,522 working-age adults in Singapore. This was followed by attractive salary and benefits, and then job security – also similar to past years. David Blasco, Randstad's country director for Singapore, said: 'With salary packages and benefits now highly competitive, work-life balance is emerging as a crucial differentiator for both attracting and keeping top talent.' The top two priorities were consistent across generations – Gen Z, millennials and Gen X respondents – though Gen Zs and millennials prioritised career progression over job security. Work-life balance is also the key motivator for employees to switch jobs. Among respondents who have changed or are planning to change jobs, 41 per cent seek to improve their work-life balance. A NEWSLETTER FOR YOU Friday, 3 pm Thrive Money, career and life hacks to help young adults stay ahead of the curve. Sign Up Sign Up This was followed by 36 per cent, who quit due to low pay and rising living costs; and 33 per cent, who want more career progression. Work-life balance key to employee motivation Having a strong work-life balance was also the top reason for respondents to feel motivated and engaged at work, cited by 41 per cent. This was followed by opportunities for growth, promotion and development, at 37 per cent; and a manageable workload, at 36 per cent. Meanwhile, the top reason for respondents feeling less motivated and engaged is the desire for higher salary or better benefits, highlighted by 45 per cent. This was followed by lack of recognition or appreciation for their work, at 41 per cent; and feeling undervalued and unsupported by their manager or colleagues, at 35 per cent. Blasco pointed out that 'it is the small moments, such as being comfortable sharing different viewpoints, having chances to develop new skills, or simply enjoying with teammates that truly enhance engagement'. These create a positive atmosphere at work and reduce the chances of employees switching jobs, he added. While work-life balance is a top-three motivator across all age groups, millennials prioritise it the most, with 44 per cent citing it as their primary motivation at work. Gen Z is most driven by career growth, with 37 per cent selecting it as their top motivator, and Gen X places the highest value on having a manageable workload.
