High Turnover Is More Than Just Compensation—The Belonging Factor
In Singapore’s tight job market, competitive pay is essential—but not enough to retain talent. A recent study found that 62% of employees in Singapore would quit if they didn’t feel a sense of belonging at work, rising to 67% among Gen Z. This article explains why belonging matters, and how employers can build it into retention strategies.
Gen Z and the Belonging Imperative
Younger workers place immense value on culture, connection, and community. For many Gen Z professionals, feeling included at work is as important as salary—and often more so. When they don’t feel aligned culturally or emotionally, resignation becomes an option, regardless of pay.
Employers must recognise this shift: engagement now depends on emotional connection as much as financial reward.
Belonging = Retention
Even small changes can improve retention. Actions such as:
- Buddy‑systems for onboarding
- Scheduled check‑ins with managers
- Group initiatives driven by diversity and inclusion
These shifts significantly reduce turnover by creating emotional safety and community. According to the Randstad study, 21% of employees have left a job due to a lack of friendships at work, and 43–45% would accept a lower salary if that provided stronger social bonds .
Manager Influence
Culture starts with leadership. Line managers shape inclusion in day‑to‑day interactions. Trust, transparency, and recognition from leadership build belonging more effectively than policy alone. Training and coaching managers to lead inclusively is critical.
Companies should adopt belonging metrics into performance reviews and leadership KPIs—turning it from a soft value into a measurable outcome.
Exit Interview Patterns
Exit interviews often reveal emotional disconnect: phrases like “didn’t feel listened to”, “not part of the team”, or “isolated” appear often. Spotting patterns across teams or functions can highlight underlying cultural issues—often unrelated to pay or promotion.
This feedback should influence retention strategies. Addressing emotional disconnect can prevent many departures before they happen.
What's Next?
Retention in Singapore depends on more than compensation—it requires belonging. In a market where some employees consider leaving due to lack of connection, organisations must make culture central to retention strategy .
Employers can enhance belonging by:
- Building culture-led onboarding and buddy systems
- Prioritising inclusive manager behaviour
- Using exit feedback to uncover emotional triggers
📍 Treat “belonging” like a core KPI - it’s your best retention tool. Book an introductory call today to learn more.
