Every Leader Needs To Know These Factors In Retaining Millennials

18 February, 2020
By Bryon in Human Resource

The entry of Millennials into the workplace today is rapidly changing the way things are being done in the workplace. These group of individuals, defined as those born between 1979 to 2000, make up the largest generation in the Singapore workforce today.

According to a report compiled by software fim Condeco, which surveyed 500 business leaders in six countries, it found that workplaces have changed to fit the needs to millennials


While it might not be accurate to generalise broad characteristics to all Millennials, individuals within this generation are broadly known to be tech-savvy, decisive, open to new opportunities and welcome frequent feedback. Hence, it would come as no surprise to find that a traditional work management style would cause friction with Millennials.

Top leaders today have to recognise that in order to groom and retain the next generation of leaders, it is necessary for them to change their work management style. Here are some factors that every leader needs to know in order to retain Millennial talent.

Rethink feedback

According to a global survey conducted in 2014 by SuccessFactors in partnership with Oxford Economics, it found that Millennials want feedback 50% more often than employees in other generations. This does not mean arranging formal performance review sessions every alternate weeks. Instead, what Millennials are looking for is constructive and instant feedback. It could be something as simple as spending five minutes after a meeting to tell the Millennial what he or she has done well and what can be improved on. Millennials value this informal and real-time feedback which will then allow them to work on improvement immediately.

Prioritise learning and development

Millennials are hungry for knowledge and constantly seek opportunities to hone their leadership skills. Based on a survey of 1,500 Millennials conducted by software firm, Qualtrics and venture capital firm, Accel Partners, it found that the number one factor that Millennials consider when starting a new job is “sufficient training”. The key thing to note here is that Millennials consider lateral moves equally important as vertical moves. Millennials value growth in career and personal development instead of simply climbing up the corporate ladder quickly.

Flexible work culture

Aside from regular feedback and development opportunities, Millennials also value a flexible work culture. In short, Millennials value work-life balance and rather than allowing work to take over their lives, Millennials make sure that work fits into their lifestyle. As such, Millennials do not sit well with a strict 9 to 5 working hour. Instead, a flexible working culture provide Millennials with the space for them to focus on their personal development which could potentially improve their productivity within the workplace as well.

As more Millennials enter the workforce, it is imperative for top leaders to understand the changing work mindset that these future generation of leaders have. Besides focusing on Millennial talent retention, top leaders also need to know how to groom these future leaders in order to maximise these future talents.

Should Your Employees Check In With Work While On Holiday

11 February, 2020
By Bryon in Human Resource

When your employees take personal time off, the organisation still runs as usual. Products and services need to be sold, clients’ queries need to be handled and administrative tasks needs to be taken care of. However, when employees go on a vacation, does this mean that they should still check in with work to ensure that business still runs as usual?


“Should” is the operative word

According to a survey conducted by Accountemps, it found that more than half (54%) of the employees surveyed typically check in with the office at least once or twice a week while they are on vacation. This seems to suggest that employees are unable to let go of work even while they are on their personal time-off.  The word “should” seems to suggest that employees are expected to check in with work even while on holiday. However, this should be a personal choice instead of an expectation. After all, employees are allowed to make their own decision as   to when they want to take some personal time off to relax and unwind. Likewise, it should be their own personal choice if they want to check in with work while on holiday or on their personal time off.

Nonetheless, some employees might find it extremely difficult to disconnect from work even while on holiday. Here are some ways to unplug from work while on vacation or how best to handle when work may seep in.

Refrain from sharing too much about your vacation

Sure, you are excited for your upcoming vacation and want to share it with your colleagues, supervisor - but maybe you should not. The more your co-workers or supervisors know about your vacation, the more he or she may feel that you are “reachable” whenever any office matters crop up.

Set up strategic out-of-office replies

Your out-of-office reply is a great way to let your co-workers or clients know that you are away and unable to attend to their email requests immediately. Vacation time is meant for you to disconnect from work and recharge. Hence, ensure that you do not break your own code and reply emails even when you have your out-of-office set up. At the same time, check in with your colleagues whether you can put their email as an alternative contact when you are away.

Sort work emails into important versus not important

Perhaps you are a workaholic who simply cannot unplug from work. Or perhaps there are some urgent work matters that require your immediate attention. If there is an absolute need to check your emails, learn how to prioritise the important ones over the not-so-important ones. That way, it provides you with a peace of mind and reduces your workload when you return from your vacation.

While it might be a good idea to implement a policy to ensure that employees truly unplug from work, this might create a divide between employees and management. At the same time, expectations have to match the message that the organisation is trying to drive. Instead of implementing a strict policy, employees and managers should come to an agreement on how to manage work situations and expectations when the employee is on vacation and vice versa.

Five Workplace Skills Vital For The Workplace Of Tomorrow

04 February, 2020
By G-Team in Human Resource
As workplaces become more modern and technology taking over administrative jobs or completing eradicating humans at work, it makes one wonder - what will the workplace of tomorrow look like? For some, they believe that robots or artificial intelligence (AI) will completely take over all our jobs today. For others, they believe that AI will enhance our work processes, allowing humans to focus on more strategic initiatives and come up with new innovations.

Regardless of the outcome, the constant worry that plagues employees today is ensuring competency in the future workplace. At the rate that technology is advancing, what are the vital skills that employees need in order to stay relevant in the workplace of tomorrow.
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Do's and Don'ts of buying HR Software

28 January, 2020
By G-Team in Human Resource
In the world of digitalisation today, HR technology is rampant amongst organisations. After all, there is a plethora of benefits that comes with HR software - streamline HR processes, abolishment of administrative HR tasks and automatic HR payroll calculation.

However, with the numerous HR software vendors, each with their own unique value proposition, this makes is relatively difficult for organisations to pick the “best” one. Truth is, there is no one single “best” HR software. In fact, the “best” HR software is one that fits into the organisation’s overall HR strategy and is able to integrate seamless into the existing HR processes.

More often than not, HR professionals struggle to find a suitable HR vendor. It could be due to factors such as poor communication between the software vendor and HR professionals or a lack of understanding of the HR software. Here are some factors that

Here are some considerations that HR professionals should take into account when choosing a HR software.
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