Resignation in Singapore: Why Your Employees Keep Leaving
Resignation is becoming an increasingly common challenge for businesses in Singapore. In today’s talent-driven economy, losing key employees can have long-term impacts on performance, morale, and growth. But why are so many people quitting? And what can employers do about it?
1. When Resignation Signals a Lack of Vision
One major reason for resignation is the absence of a clear career path. Employees often leave when they can’t see how their work contributes to long-term success or growth. To retain talent, every company role should be supported with short-, mid-, and long-term development plans.
Without these, even high-performing employees may feel stagnant—and start looking elsewhere for opportunities that offer purpose and progress.
2. The Cost of Stagnation: Why Zero Turnover Isn’t Always Good
While high turnover is a concern, zero turnover can also indicate trouble. The catfish effect reminds us that bringing in new talent injects energy and encourages innovation. Without it, companies risk falling into complacency.
A well-known case is Mr. Honda from Japan, who replaced an ineffective sales manager with a younger, energetic leader. This new hire transformed the culture, re-motivated staff, and helped improve performance—demonstrating how the right changes can prevent future resignations.
3. Engagement Matters More Than Skill
When hiring, many companies focus solely on technical skills. But employee engagement—defined by commitment and contribution—is often a stronger predictor of success and loyalty.
- Contribution: Are employees eager to grow, and are they being recognised?
- Commitment: Do they share the company’s values and vision?
Low engagement leads directly to resignation. Without emotional investment in their role or the company, even talented staff are likely to leave.
4. Plan Ahead to Prevent Resignation
To fight resignation effectively, companies need a robust talent strategy. At Tomorrow’s Team, we help businesses build customised performance systems and talent pipelines to ensure each employee sees a future in your organisation.
With expert consulting and structured evaluation tools, we help businesses reduce resignation rates and retain valuable talent in Singapore’s competitive market.
Conclusion: Tackle Resignation Before It Spreads
Resignation isn’t just about people leaving—it’s about missed opportunities and broken alignment. By planning roles strategically, fostering engagement, and injecting fresh energy when needed, companies can build a strong, future-ready workforce in Singapore.
Ready to reduce resignation and retain top talent?
Reach out to us →
