Home Industry 55% of Malaysians Are Sticking with Their Employer

55% of Malaysians Are Sticking with Their Employer

by Shah Farouq
Randstad Malaysia Infographics

Fifty-five per cent of local respondents said that their experience with their current employer during the pandemic motivated them to continue working for their firm in the long run. This percentage is the highest in the region, with Mainland China, Hong Kong SAR and Singapore trailing at 33, 34 and 37 percent respectively.

Randstad -a human resources solutions agency -today released the results of the H1 2021 Workmonitor survey in Malaysia. The annual survey highlights the greatest concerns and challenges candidates are currently facing in the employment market.

Mr Fahad Naeem, Head of Operations at Randstad Malaysia said, “As the nation pulls together to keep the outbreak under control, the safety and well-being of employees have been weighing on everyone’s minds. During this period of time, we have seen many firms implement strict workplace protocols and policies, as well as programmes to engage and upskill their workers. These initiatives have given employees more reasons to stick by their employer through good and bad times.”

55% said that their experience with their current employer during the pandemic motivated them to continue working for their firm in the long run

“During this challenging time, employers should be present and show genuine concern for their employees’ welfare. Take the time to reach out to your employees not just for work, but also try to understand how they are dealing with the pandemic and provide necessary support to ensure their mental and physical well-being.”

Of the local respondents who were working from home during the pandemic, 37 percent said that it was difficult to maintain work-life balance. Although the survey has revealed that 43 percent of employers have initiated HR policies on working hours, 39 percent of respondents still hoped their employers would implement more of such policies to support their professional development and job stability.

Mr Naeem adds, “The resurgence of new COVID-19 cases in the past months has proved that minimising commute and physical interactions are critical in keeping people safe. Instead of waiting for cases to dip below a certain threshold to return to work, employers should implement long-term HR policies to adjust to the new way of work. This would include developing a highly-integrated work-life balanced environment as well as new engagement opportunities and initiatives to help their employees ease into the new normal. To improve their employer brand reputation and perception, organisations can consider offering work-from-home allowances or online training programmes to upskill their employees.”

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