What Do SEA Workers Think About Job-Hopping?

Employers and employees worldwide are familiar with the concept of job-hopping. Still, not everyone agrees that switching from one company to another in a short period is a good idea.

According to a recent poll of Southeast Asian employees conducted by Milieu Insight, most of them only call it job-hopping if an employee stays in a position for less than a year. Is job-hopping a good thing?

For interviewees in Singapore, Thailand, and Vietnam, impressions of job-hoppers are mostly negative. In Malaysia and Vietnam, they are viewed poorly, whereas in the Philippines, they are viewed positively or slightly positive.

 

Job-hopping: a matter of perception?

The poll shows that the main issue about job-hoppers is that they are constantly hunting for better opportunities. Respondents were also concerned that these employers might not know what they want or are disloyal to the organisation that they are working for.

However, on a more positive note, respondents stated that job-hoppers could carry a lot of experiences with them after switching between firms. They are also seen as flexible individuals that can swiftly adjust to new situations, learn quickly in a new setting, and are resilient to workplace changes.

Several respondents stated that, rather than being unsure, job-hoppers clearly understand what they want or don't want in the organisation. Respondents say that even though they have been with the company for less than a year, they are likely to change jobs if a better chance arises elsewhere.

According to Milieu Insight's analysis, being labelled a "job-hopper" may not have the same impact on one's career prospects as it once did. Employee loyalty means more than the employee's length of service with a company.

The study included 6,000 respondents from Southeast Asia, with 1,000 each from Malaysia, Singapore, Thailand, Indonesia, the Philippines, and Vietnam.

 

How organisations can keep their best employees

Employers have found it challenging to keep talent as the pandemic continues, as employees start to understand what they want in a company and prioritise that while seeking for a new boss to work for.

Feon Ang, LinkedIn's managing director for APAC, said that employees are looking for opportunities that best match their needs: more freedom, higher income, or deeper fulfilment.

According to LinkedIn, flexibility is becoming a "non-negotiable" for employees due to the health crisis, and Ang believes that leaders should start putting people first when it comes to employee engagement, growth opportunities, and career progression.

Ang provided HR with numerous practical suggestions for adapting to shifting employee needs:

1. Create a trusting environment. HR leaders must build a two-way communication system that promotes transparency and authenticity.

2. Allow for a comfortable home office setup. HR might provide incentives to help employees adjust to the changing workplace, which is increasingly moving toward hybrid and remote work arrangements.

3. Monitor and improve employee satisfaction regularly. Through anonymous surveys, learn how employees feel and think about workplace changes and how to support them effectively.

 

Source: Human Resources Director