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G Magazine Vol 3

Jocelyn goodjob on November 28, 2025

G Magazine

G MAGAZINE

Volume 3 • Latest Issue

The Architect of Change

‘Architect of Change’ is your new blueprint for mastering the human side of transformation. We move beyond top-down mandates to explore what building genuine, emotional buy-in truly looks like.

6
Articles
43
Pages
2
Interviews

About This Issue

Publication Date November 2025
Volume 3
Format Digital PDF FlipBook
Language English and Japanese

Featured in This Issue

  • Exclusive CEO Interview
    Industry insights and future trends
  • Innovation Spotlight
    Revolutionary strategies practiced in industries
  • Data-driven Infographics
    Japan and Singapore Strategic Comparative Analysis

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The Singapore Business Leader’s Roadmap 2026: Compensation, Trust, and the Future of Talent Retention

Rose Rose on October 30, 2025

  • What is the average salary increase for 2026? An increased average of 4% is projected for Singapore’s dynamic job market in 2026.
  • What is a great way for organisations to retain talent? Though competitive pay is crucial, trust is the real currency for talent retention, as a lack of transparency drives this sentiment.
  • Which industries are implementing FWA? 91% of industries in Singapore, such as electronic engineering, finance, information communication, transport, and retail, have implemented at least one form of FWA.

With 80% of employers having lost candidates due to uncompetitive salary and benefits, organisations are under intense pressure to evaluate and enhance their compensation strategies. While larger companies champion activities like salary benchmarking, this figure signals a crucial disconnect.

In response, over 56% of employers intend to increase salary offers for hard-to-fill roles this year, indicating a growing need to adapt compensation strategies to attract talent. Employee satisfaction and benefits benchmarking are crucial to enhancing these strategies to align with employee needs and foster a competitive work environment.

Singapore’s 2026 dynamic job market projects an average salary increase of 4% but the discussion is shifting beyond incremental raises. Today’s workforce desires greater trust, flexibility, and well-being. Leaders should leverage this phenomenon to differentiate their brand and nurture a sustainable workplace culture.

How Does Mental Well-Being Impact Singapore’s GDP and Talent Retention?

Mental health and burnout are not just HR matters but significant economic risk factors.

A landmark study by Duke-NUS Medical School and the Institute of Mental Health (IMH) found that the growing mental health crisis, specifically anxiety and depression, could cost Singapore’s GDP nearly S$16 billion due to productivity loss. The data is stark: affected individuals missed an extra 17.7 days of work annually and found 40% less productive while at work.

The latest data also reveals that 61% of employees are experiencing burnout. While it’s true that Singapore organisations face challenges in designing employee benefits, primarily due to budgetary constraints affecting 62%, the cost of burnout and turnover far outweighs the investment in proactive well-being measures.

Organisation should rethink their approach to rest and recovery, transforming leave from a passive benefit into an active tool to enhance engagement, loyalty, and productivity.

Though flexible benefits and mental health coverage are not widely adopted, there’s a noticeable improvement due to growing awareness of mental well-being: 58% of organisations focus on these aspects, which reflects an increased recognition of personalised benefit choices and the importance of mental wellness in the workplace.

Beyond common benefits such as medical insurance, dental coverage, and health screenings, the next generation is focused on holistic, personalised care. Leaders must drive a proactive cultural change to address the root causes of these issues. Some practical exercises you should consider are:

  • Psychological safety: High-performing teams are created in an environment where members feel safe speaking up, taking risks, and admitting mistakes without fear of punishment.
  • Redesigning Workload: Redesigning jobs helps with stress management and burnout prevention. Organisations can leverage technology like artificial intelligence and productivity tools such as monday.com, Trello, Notion, and more to reduce time on repetitive tasks.
  • Leadership-In-Action: When senior leaders (CEOs and managers) openly commit to and prioritise their own well-being, it destigmatises mental health discussions for the rest of the organisation.

Why Trust, Flexibility, and Well-being Retain Talent?

Sixty-two per cent of Singapore organisations face challenges in designing employee benefits, primarily due to budgetary constraints; 39% has trouble keeping up with up with evolving expectations.

Younger generations like Gen Z and Millennials increasingly view pay transparency as a baseline expectation, not a perk. A 2024 report shared that 71% of employees in Singapore are comfortable with industry-wide salary disclosure, and 72% find salary talks challenging during the hiring stage, highlighting the need for employers to be proactive.

While competitive pay is crucial, trust is the real currency that retains talent. A lack of transparency drives this sentiment, and the ambiguity can be costly; replacing an employee could cost 50% to 200% of their salary. Developing a transparent compensation strategy is an essential investment in financial stability and talent retention.

Leaders should consider clearly communicating the rationale behind compensation decisions, including how pay is linked to performance, market data, and internal equity. Employees who feel respected and fairly paid are less likely to raise grievances, reducing corporate risk and reputational damage.

A decision like this requires a cultural shift. While some studies have suggested full transparency could potentially cause initial resentment if existing pay gaps are exposed, leaders could see this as a necessary investment. Addressing these gaps is critical for sustainable growth, retention, and employee trust in the 2026 talent landscape.

Why Flexibility and Job Security Are a Critical Talent Strategy for Singapore’s Workforce?

As the Tripartite Guidelines on MOM Flexible Work Arrangement guidelines 2024 become foundational, the best practice isn’t just to offer flexibility, but to train managers on output-based measurement. GJC helps your organisation apply these guidelines through our downloadable FWA templates and resource kit.

Data shows that 95% of employees now prioritise work-life balance over a higher salary, particularly among emerging talent, with 88% of Gen Z preferring a hybrid work model.

However, this desire for flexibility must be balanced with a more foundational need. As a recent Channel News Asia commentary highlights, the desire for flexibility does not outweigh the more pressing need for job security and clear career progression for many young workers. This suggests that FWA is a critical component, but not the entire package.

Therefore, FWA is no longer an optional perk but a foundational component of a comprehensive employer value proposition. Employers can seize this opportunity by framing FWA as part of a stable, supportive, and growth-oriented career, not just a standalone benefit. By successfully integrating flexibility and security, they can improve their employer brand, recruit top talent from a wider geographical area, enhance employee satisfaction, and magnify business continuity in the face of crises. Currently, 91% of industries in Singapore, such as electronic engineering, finance, information communication, transport, and retail, have implemented at least one form of FWA.

Businesses that fail to provide meaningful flexibility, while also failing to address core career and job security needs, risk falling behind. Employers should adopt strategic approaches, where:

  • Flexibility is normalised: It should be viewed as a mutual benefit, not a favour.
  • Work-flow is output-based: Managers and direct reports should be trained to measure performance by results, not ‘time-in-seat.’
  • Productive workforce: Leaders can set clear goals and expectations to ensure they develop and excel in their roles despite the working arrangement. Set up performance evaluations to instil individual accountability to work towards the objectives laid out.
  • Transparent career development: Ensure growth pathways are clear and accessible to all, regardless of work arrangement. Consider mentorship, training, and significant projects to prevent an ‘out of sight, out of mind’ bias.
  • Investment in employees’ skills: Proactively upskill and reskill the workforce to demonstrate long-term commitment to ensure their skills remain relevant while strengthening their career resilience.

It’s worth noting that Singapore’s ageing population stands at 20.7%, which translates to increased caregiving needs; 260,000 individuals of economic age remain outside due to this phenomenon.

Success is far beyond meeting salary expectations. It requires a strategic investment in your organisation’s well-being, fostering trust through transparency, and integrating flexibility into your culture.

Download GJC’s full 2025 Compensation & Benefits Guide today to uncover the actionable strategies and benchmark data you need to attract, retain, and inspire top talent in the year ahead: https://form.jotform.com/252951037107453

For business queries or finding the right fit, find out more here: https://www.goodjobcreations.com.sg/services-for-employers/

Your number one DEI Guide For Successful Employer Branding

Jocelyn goodjob on July 31, 2025

Written By: Destiny Goh

  • Why is Diversity, Equity and Inclusion (DEI) a business imperative in Singapore? DEI gives Singaporean companies a competitive edge and strong employer brand in a crowded market when they value individuals’ differences, backgrounds, and experiences.
  • How can DEI contribute to a company’s employer branding and hiring efforts? Implementing diverse interview panels and reviewing job descriptions for bias broadens the applicant pool and strengthens the company’s value proposition.
  • Why do DEI initiatives often fail? DEI is treated as a superficial, one-time compliance exercise. There is a lack of genuine leadership commitment and structural changes.
  • What are some strategies to promote a diverse and inclusive workplace? Companies can create inclusive language guides and audit job descriptions to remove biased language

Singapore is a vibrant Asian global business centre, sustained by a rich tapestry of competitive talent. In June 2025,  the national business registry of Singapore, ACRA, recorded a whopping 613,204 local and foreign companies.

In this robust market, organisational culture success hinges on Diversity, Equity, and Inclusion (DEI) as a driver of sustainable growth. Beyond compliance, DEI empowers C-suite leaders, HR professionals, and SME owners to unlock innovation, cultivate successful employer branding, and bolster their company’s ability to adapt and thrive.

GJC recognises that implementing effective DEI can be complex With our deep understanding of the Singaporean talent landscape and specialised expertise in diverse communities, GJC helps businesses not just articulate DEI goals, but actively implement them through inclusive recruitment strategies and talent acquisition, helping companies build truly inclusive organisations from the ground up.

Beyond the Trend: Why DEI is a Business Imperative in Singapore

The journey of DEI, while seemingly a contemporary phenomenon, goes back to the civil rights movements of the mid-20th century.

Developing from affirmative action initiatives to remedying historical injustices, DEI has broadened its scope to encompass a holistic approach to workplace equality and a sense of belonging.

In today’s modern marketplace, it’s about valuing differences in thought, background, and experience to create an environment where everyone feels respected, heard, and empowered to maximise their impact. This gives Singaporean companies implementing DEI a competitive edge and strong employer brand in a crowded market. Despite its clear business benefits, common myths persist.

Some may dismiss DEI as just another piece of Western propaganda ill-suited for the Asian context. This perspective fundamentally misunderstands DEI’s universal principles of fairness and maximising human potential. Others claim it’s too resource-intensive, demanding significant time, effort and a hefty budget.

While comprehensive DEI strategies can be robust, many high-impact initiatives are remarkably low-cost, relying more on intentionality and cultural shifts than financial outlays. The real cost, we argue, lies in not embracing DEI – a cost borne in missed opportunities, stifled innovation, and employee turnover. Hewlett-Packard (HP) Singapore demonstrates the power of comprehensive diversity and inclusion strategies. Their success stems from diverse hiring practices, including varied interview panels, unconscious bias training for nearly 1,000 employees, alongside a commitment to strengthening women in leadership. This cultivated an inclusive team environment where employees felt diversity was valued and felt a sense of belonging; engagement rates increased by 75%. HP’s proactive DEI approach significantly boosted its employer branding value proposition.

The Perils of Superficial DEI in A Diverse Organisation

While many organisations strive for DEI, some stumble due to a superficial approach without solid structures to support the implementation or continuation of DEI initiatives. Just because a company is compliant does not mean its initiatives are connected to the organisations’ growth strategy. Superficial DEI fail due to several reasons:

  • Lack of leadership buy-in: Despite publicly endorsing DEI, senior leadership does not actively champion or integrate any initiatives into their core business strategy.
  • Treating it as a checkbox exercise: DEI is viewed as a compliance exercise rather than a continuous journey of organisational culture transformation. Once training completes, the topic fades, and no action is implemented.
  • Absence of structural changes: Beyond training, there are no systemic changes to the recruitment process, performance management, or promotion pathways to address potential biases.
  • Ignoring employee feedback: Employees, particularly those from minority groups, may feel their concerns are not genuinely heard or acted upon. Informal feedback channels are absent, and formal grievance mechanisms are perceived as ineffective.

DEI is not a sprint, but a marathon, requiring sustained commitment and systemic change, not just isolated interventions.

Where Do I Start: Building A Diverse and Inclusive Organisation

Building an inclusive organisation begins with an honest internal analysis.

Leaders must assess their business context and understand their employees’ needs and concerns. This requires active listening, anonymous surveys, and open-floor dialogue. They should create a safe space where everyone feels genuinely safe speaking up.

Before scaling a new challenge, every leader should ask themselves: ‘From a business to personal, why does DEI matter to me personally? Where do we plan to go with this?’

The answer should not be a corporate cliche, but a genuine reflection of how DEI aligns with their organisation’s values, strategic goals, and long-term vision for success.

The Journey to DEI Maturity: Strategies to Promote Diversity and Inclusion

Harvard Business Review offers a strategic framework for leaders who are ready to embark on this transformative journey or are about to embark on it.

Journey to DEI maturity
  1. Passive: Minimal awareness with no structured initiatives in place.
  2. Reactive: DEI efforts are improvised and often used in response to issues or complaints.
  3. Proactive: Intentional efforts, such as training programs and diversity hiring goals, begin.
  4. Integrated: DEI is rooted in core business strategy, metrics, and leadership accountability.
  5. Sustainable: DEI is a self-regulated aspect of the organisational culture that continuously evolves and adapts.
Most Singaporean organisations are likely in the Reactive or Proactive stages. The goal is progressively moving towards Integrated and Sustained DEI, an intrinsic part of business.

Four Low-Cost, High-Impact DEI Initiatives to Start Today

In Singapore’s dynamic and competitive landscape, DEI is no longer optional but a fundamental pillar of resilient and high-performing organisations. It is not about idealism but pragmatism – unlocking innovation, attracting and retaining top talent, and ultimately, driving sustainable growth.

The good news is that starting your DEI journey, or enhancing existing initiatives, doesn’t require a radical overhaul or exorbitant budgets.

  1. Start an inclusive language guide: Develop a simple internal guide promoting inclusive language in all communications, from emails to meeting discussions. This will foster a respectful environment and cost nothing but time and thought.
  2. Create informal feedback channels: Establish anonymous suggestion boxes or regular ‘coffee chats’ where employees feel safe sharing feedback on their sense of belonging and any challenges they face. This provides invaluable insights for little to no cost.
  3. Champion one diverse holiday celebration: Choose one culturally diverse holiday relevant to your workforce (e.g., Deepavali, Hari Raya Aidilfitri, Christmas, Chinese New Year) and organise a simple, inclusive celebration. This can be as informal as a potluck or sharing session, fostering connection and appreciation for different backgrounds.
  4. Review your job descriptions for bias: Conduct a quick audit of your current job descriptions for potentially biased language (e.g., gender-specific terms, and overly aggressive adjectives). You can align your reviews with TAFEP’s Guidelines on Fair Employment Practices. This ensures the broadening of your applicant pool and adhering to the best established practices expected of all Singapore-based employers.
4 low cost, high impact DEI initiatives for Singapore employers

Ready to turn DEI into a key part of your employer brand strategy? Book a free consultation with a GJC expert today to assess your needs and discover impactful opportunities.

Grit vs Talent: What’s The Difference And Why Does It Matter?

gjc on December 20, 2024

At times, exceptional performances at the workplace leave some wondering whether it’s a matter of talent or grit. The article series on Grit will unravel how high achievers succeed and why they stay successful, with part one helping you understand what true passion and perseverance can do for you.

Many will recognize talent from a mile away. When we see someone perform a task almost effortlessly, we often conclude that they’re extremely talented. But what most of us fail to see is the arduous hours spent in toiling, preparation, and practice that’s invested behind the scenes.

Academic Psychologist Angela Duckworth, who wrote Grit: The Power of Passion and Perseverance, has done extensive research on thousands of individuals ranging from military cadets to salespeople to students at a public school and spellers at a Spelling Bee contest. 

Duckworth’s research has pulled back the curtains and unravelled what made high achievers so successful and also staying successful. After fine-tuning the results of her research, she concluded that a combination of passion and perseverance is what makes these people stand out from the rest; in other words,they have grit.

What is Grit?

Grit, in simpler terms, means perseverance and effort—to demonstrate an unusual ability that combines exceptional zeal and a capacity for hard work that strives beyond excellence. It’s a ‘never-give-up’ attitude.

More often than not, our passion for certain interests dwindles mainly due to a lack of commitment and perseverance. If we are looking for a certain outcome or success yet only put in meagre effort, chances are, we might also miss out on the improvement that slowly trickles in. And what’s worse, is that our impatience causes us to walk away just as quickly as we started.

Why does grit matter in what we do?

When we start something, the end goal is always to get the job done. But as for high achievers, they don’t just want good; they want to produce the best work. What separates excellent work from mediocre ones is this: High achievers tend to think they are not good enough; they are satisfied being unsatisfied—a huge contrast to being complacent.

However, some would argue, the ones who are naturally talented are just as capable of producing equally excellent results. So, what are the factors that set the gritty and the talented apart?

William James, a Harvard psychologist, declared “human individual lives usually far within his limits; he possesses powers of various sorts which he habitually fails to use. He energizes below his maximum, and he behaves below his optimum.”

What James was trying to say, is that we humans are only making use of only a small part of our possible mental and physical resources. Hence, merely having talent without investing an ounce of effort, discipline, and perseverance will only remain stagnant—it will never reach its fullest potential. It’s almost as if there’s a gap between potential and actualization.

Therefore, talent alone is no guarantee of success.

Journalist and author, Malcolm Gladwell suggested that talent promotes narcissism in some—a behaviour that encourages short-term performance but discourages long-term learning and growth. We risk leaving everything else that matters in the shadows by placing talent on a pedestal. By doing so, we inevitably send a message to the other factors—including grit—are less significant that it ought to be. 

Nietzsche, a German philosopher, once wrote “Our vanity, our self-love, promotes the cult of genius. For if we think of genius as something magical, we are not obliged to compare and find ourselves lacking…To call someone ‘divine‘ means: ‘here there is no need to compete.’” 

Grit behaves the opposite, it challenges why must we emphasize plenty on talent and fixate such extreme limits on what we might do, rather than the actual effort put in that will decide where we would end up in the long run.

The ‘natural bias‘ is this: There’s a prejudice hidden against high achievers because they worked so hard for it but we would rather be inclined to those who we think arrived at their destination merely by being naturally talented.

By now, you would have understood thatgrit is not something built but practiced—it’s a high level of consistent effort and discipline. It’s about acknowledging your weaknesses and finding ways to improve. It’s not to yield to setbacks no matter the temptation but to press on despite unfavourable circumstances and challenges that come your way and to take rejection as merely a stepping stone to extraordinary achievements.

Grit, or talent, there’s no one better than the other, but rather, it intertwines with one another because what it does, is produce skill. To develop a skill is to spend hours upon hours beating your craft to create something refined.

One thing to take note of about skill is this—it isn’t the same thing as an achievement. To further illustrate this, in the absence of talent, your effort is barely anything more than your unmet potential. In the absence of effort, your skills are nothing more than what you could have achieved but didn’t.

The takeaway is this: A skill is produced when talent and effort intertwine, and at the same time, effort makes a skill valuable.

It’s no secret that there are no shortcuts to excellence. After all, Rome wasn’t built in a day.

Grit pivots ‘This is all you can do’ mentality to ‘Who knows what you can do?’

Written by Destiny Goh
Marketing Communications Executive

Photo by David Köhler on Unsplash

3 Strategies to Embrace Flaws for Personal and Professional Growth

gjc on December 13, 2023

Most of us struggle to accept our flaws. However, embracing them would aid our personal and professional growth.

Meet Rebecca, a Consultant at Good Job Creations specialising in the Construction and Engineering portfolio. In this short interview, Rebecca shares 3 strategies to embrace flaws. They consist of self-awareness, setting realistic goals, and keeping tabs on progress, which helped her identify areas needing improvement that eventually became her greatest strengths.

Take these 3 strategies, implement and embrace our flaws in your life.

Next week, we will be releasing Rebecca’s entire #VoicesOf… podcast, where we discuss how a consultant defines the best fit and the right person for a role, an insight on job hopping, a deep dive into self-development, and the importance of checking in with your mental health.