• 33% of local respondents work overtime in Singapore because their bosses and colleagues send emails and text messages at night and on weekends
  • 29% of employees defined work-life balance as having enough personal time to “do the things I like with the people I care about”
  • 35% of people like not having to commute to the office during hybrid and remote work

7 in 10 respondents in Singapore said that an overwhelming workload is the reason why they have a poor work-life balance. This is followed by working excessive overtime and with an unreasonable boss or unsupportive colleagues.

factors that lead to poor work-life balance
factors that lead to poor work-life balance

Randstad, the world’s leading human resources solutions agency, released the Reimagine Work White Paper in Singapore. This white paper aims to help businesses gain insights into changing talent expectations to engage with today’s talent in a meaningful way.

With all the digital transformation and tech innovations, the world of work as we know it has changed drastically over the past couple of years. While we recognise that people interpret work-life balance differently, we want to uncover data and find similarities on work-life balance benefits that can help HR practitioners develop more holistic and impactful workforce strategies in the future.

work-life balance is all about time

In Singapore, 63% of respondents said that ‘unnecessary and excessive overtime’ had resulted in a poor work-life balance.

When asked what they dislike about hybrid work, 33% of survey respondents said that they tend to work overtime because their bosses and colleagues send emails and text messages at night and on weekends.

employees working overtime due to texts and emails at night and on weekends
employees working overtime due to texts and emails at night and on weekends

Most people struggle to define personal time beyond after-work hours, as they are constantly glued to their phones whenever they receive a work-related notification. 

Even when employees work from home, they may not be able to mentally detach themselves from work because they are worried about meeting deadlines, or feel pressured to respond to queries or requests after traditional working hours.

To attain better organisational culture and a healthier work-life balance, companies should develop policies to limit work-related interactions beyond the employee’s contracted hours.

commuting is taking up precious time

Despite Singapore being a small city, 35% of respondents said that they like hybrid work because they do not have to commute to the office. More than half of respondents (52%) also said that being able to work remotely will be the best benefit that their employers can offer to help achieve a good work-life balance.

Going back and forth between home and the office can be time consuming for those who would rather spend the time running errands or catching up with their family. Furthermore, it makes no difference where or when people work when they are equipped with digital platforms, tools and knowledge to perform their job.

Enabling employees with flexible remote working options allows them to have a healthy work environment as they are able to complete their work and spend personal time.

As we shift our mindset on work flexibility, we’ll also look at outcome and productivity from a different perspective that motivates people to realise their true potential.

work-life balance is all about people

Despite the hype about big offices in prime real estate with ample meeting rooms for greater collaboration, 38% of respondents ranked “friendly bosses and co-workers whom I enjoy working with” as the most important factor in terms of a pleasant work environment and workplace culture.

Many employers asked their workers to return to the office to retain the organisational culture or to foster collaboration for employee engagement

However, this survey reminds us that we need to take a step back and focus on creating meaningful connections to cultivate a better job culture. When employees enjoy working with one another, they will look forward to coming to an office environment for a chance to catch up with their co-workers, resulting in integrated synergy throughout the organisation.

Job seekers in Singapore often look for ideal employers who care about their well-being and stress levels. Employers should consider providing flexible working options like working remotely if they want to meet employee expectations and adjust to workforce trends.

download the full white paper - reimagine work: managing changes in talent expectations

Randstad’s ‘reimaging work: managing changes in talent expectations’ white paper gathers insights from three surveys  - randstad employer brand research, randstad workmonitor and talent expectations survey - to understand what type of work-life support job seekers and employees expect from their employers.

The Talent Expectations Survey is an independent survey commissioned by Randstad that reveals insights on the latest talent trends around work-life balance, work arrangements and work environments through surveying more than 1,200 respondents across Hong Kong SAR, Malaysia and Singapore with a minimum sample size of 300 per market. This survey was conducted between July and September 2022.

download talent expectations white paper 2022
download talent expectations white paper 2022

Reach out to our specialised consultants for the latest talent trends or want to know more about the latest industry and job market insights. Through market mapping and conversations with our clients and candidates, we can inform you of the latest trends that you can turn into actionable strategies to attract and retain talent.

Alternatively, if you are a job seeker seeking for a better work-life balance and career development, explore your options with Randstad, and apply for a job that fits your skills and expectations.

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