Unlock what really motivates the
Singapore worker with TeamSight+

It’s frustrating, isn’t it? You invest in top talent and nurture their potential, only to watch them walk out the door when they’re starting to make a real impact.

Losing a valued employee disrupts productivity, incurs costs, and impacts morale. A Gallup study shows engaged teams experience 18% – 43% lower turnover. But what drives some employees to leave, and what makes others stay? Without knowing what matters to your team, investing in perks or salary alone may not be effective. At TalentKraft, we’ve partnered with startups, SMEs, and other organisations to uncover what keeps employees engaged. Through conducting employee engagement surveys using our proprietary TeamSight+ methodology, we’ve found that while salary matters, there are often other overlooked motivators which are crucial for retention and engagement.

So what are the top motivators to retain Singapore workers?

1.Competitive basic salary

Let’s be real— base salary is important, and rightly so! With everything getting pricier in Singapore, employees need to know they’re getting fair pay for their work. According to a study cited by Human Resources Director*, 59% of employees claimed low salary was the main driver for why they quit. If they feel undervalued, it won’t take long for them to start checking out other offers.

Action steps: Use data-driven salary benchmarking tools to regularly benchmark your salaries to ensure they are competitive. Make sure pay is fair across roles to avoid any unintentional gaps.

*Human Resources Director. 7 grave consequences of underpaying employees. 2022.

2. Work-life balance

7 out of 10 Singaporeans say they have poor work-life balance, with 41% indicating they intend to leave their jobs for a better work-life balance*. These days, people expect a life outside of work. Whether it’s family time, hobbies, or just recharging, balance is key. Companies that respect this have an edge when it comes to keeping people happy and committed.

Action steps: Encourage leaders to respect personal time and regularly assess workloads. Identifying productivity improvements – e.g., through process redesign or automation – can also help.

*The Straits Times. Struggling with work-life balance? Ask what you are working for.

3. Friendly work environment

Having friendly colleagues can significantly impact retention. Employees want that “Kampung Spirit”—a friendly, supportive environment that bring people closer, not just a group of people stuck in the same office. A Gallup research* indicates that employees who have a “best friend” at work are more likely to be engaged in their jobs.

Action steps: To create a supportive, connected workplace, start by building trust and inclusivity through team activities and open-door policies. Encourage cross-team projects to help people bond beyond their usual circles, and set up inviting social spaces for casual chats.

*Gallup. The Increasing Importance of a Best Friend at Work. 2024.

4. Flexible work arrangements

Post-COVID, flexible work arrangements are expected. 85% of polled Singaporeans¹ wanting flexible work arrangements, compared to the global average of 66%. Companies embracing flexibility, be it flexible work scope, flexible hours, or flexible work locations, have a better chance of keeping top talent. These small adjustments have an impact on retention with more than 50% of GenZ and Millennials likely to quit their jobs if their preference for flexible work arrangements is not met.²

Action steps: To keep top talent in today’s flexible work world, start with a clear flexible work policy and focus on results rather than hours worked. Give teams the digital tools they need to work flexibly, and train managers to lead flexible teams effectively.

¹Straits Times. How flexible are workplaces in Singapore? Employers and employees differ in views. 2024.
²EY. Work reimagined survey. 2024

5. Recognising performance/meritocracy

People want to feel seen and appreciated. In Singapore’s meritocratic environment, employees look for regular recognition of their hard work, whether it is promotions, bonuses, or just a simple “Well done!.” A recent Deloitte* study found that employees who are regularly recognised are 56% less likely to look elsewhere for other job opportunities.

Action steps: Implement a structured performance management and recognition program that celebrates individual and team achievements. Add in peer-to-peer recognition for a supportive vibe, and train managers to give timely, meaningful feedback.

*Deloitte. Enhancing workforce resilience through recognition. 2023.

6. Respect for our people

Employees want to feel respected and appreciated as people, not just workers. When companies take time to listen to feedback, support their well-being, and create an inclusive culture, they earn trust and loyalty.

Action steps: To create a workplace where employees feel respected, set up regular feedback channels, such as engagement or pulse surveys and town halls so that everyone’s voice can be heard. Prioritise well-being initiatives to support physical and mental health, and build an inclusive culture free of harassment.

7. Creative and High-Energy Environment

It is no coincidence that a fun and creative workplace keeps employees engaged, with 79%* believing it would make them more productive. Employees, especially younger ones, value a work environment that allows them to express their ideas and allows for purposeful experimentation.

Action steps: Ideas to build a creative, high-energy workplace include: encouraging idea-sharing through innovation programs, setting up dynamic spaces that spark collaboration, and throwing in regular team activities to keep things fresh.

**Forbes. The Most Important Ingredient For Employee Engagement – And It’s Not What You Think. 2024.*

8. Support for Self-improvement

Employees are ambitious and want to keep improving their skills and advancing in their careers. Companies with strong learning cultures see higher rates of retention of up to 57% compared to companies that have smaller levels of commitment. 7 in 10 people also say it improves their sense of connection with the organisation, and 8 in 10 say learning adds purpose to their work.

Action steps: Start by creating structured learning programs and mentorship opportunities to keep your team engaged and growing. Design clear career paths and personalised development plans to help employees see a future with your company. Plus, Give your team access to external courses and certifications to broaden their horizons.

**Linkedin. Workplace learning report. 2024.*

Addressing these motivations isn’t just about retention, it’s about creating an environment where employees can thrive. Companies that focus on what truly matters to their teams see boosts in engagement, morale, and performance, building a resilient workforce that is strongly motivated to stay and contribute to the organisation’s success.

So, what now? You might be thinking, “Why not just apply these recommendations to my organisation?” As tempting as it sounds, our data shows that what works for one organisation doesn’t always fit another.

From years of working across industries, we know that simply copying another approach rarely meets your team’s unique needs. The more important question you should ask is…

"How do I find out what I need to do to prioritise what is important to my employees?"

Unlock your teams' motivations with TeamSight+

TeamSight+ is a powerful employee insight tool that has helped numerous organisations discover what truly motivates their teams. It combines information on satisfaction and motivation to help companies understand how to keep employees happy, engaged, and committed.

Don’t leave engagement to guesswork—leverage valuable feedback to build a culture of trust and invest in action that truly drives retention.

How TeamSight+ benefits your organisation

1. Identify what matters to your team

TeamSight+’s most powerful feature is its 32 motivators which allows your team to rank and prioritise what factors are most important to them

2. Measure their current satisfaction

TeamSight+’s survey is meticulously crafted to address a wide range of topics pertaining to satisfaction at individual, team, supervisor, and organisational levels, ensuring no critical area is overlooked

3. Invest in what matters most

Combining insights from both satisfaction and motivation, TeamSight+ provides prioritised, actionable insights so that you can generate maximum impact

Trusted by organisations

What our clients say

“TalentKraft provided fast, effective and engaging service through their TeamSight survey and analysis, which pointed us to the areas we needed to improve on to keep our employees motivated and happy.”

"TalentKraft provided a great foundation for us to work on the various aspects of talent in our team. We were able to better understand the key motivators of our team members and applied many of these insights to build an attractive employer brand…"

We have been working with TalentKraft since 2021 on various HR initiatives for CPAS including employee engagement survey...The insights and outputs from the surveys have been very helpful in guiding us on the various initiatives we can embark on to improve our human capital capabilities throughout the years.

The team demonstrated great professionalism and HR expertise throughout the project. Besides helping us on the revamp of various HR policies… they also trained our team on areas such as conduct performance reviews. Through this project, they have helped us improved our capabilities.

“...TalentKraft team demonstrated not just strong analytical capabilities, but also good stakeholder management as they worked closely with our management team and our interviewers to agree on changes to the process…”

"SGTech has had the pleasure of working with TalentKraft Co-Founders, Eugene Goh and Ang Zanyu, on a range of projects and initiatives. For example, they worked with us to produce the Generative AI Job Skills Insights (in collaboration with Skillsfuture Singapore) in late 2023, which has garnered positive feedback from industry readers…"

What clients love about TeamSight+

Powerful feedback in just 15 minutes

Effective surveys doesn’t need to be complicated. TeamSight+ is designed to be completed with only 15 minutes of your employees’ time, requiring minimal disruption while yielding valuable feedback.

Data analysis done by experts

TeamSight+ saves your team time and resources by providing professional analysis of survey data, and delivering thorough, unbiased insights, without the hassle of in-house analysis.

Safe channel for honest feedback

With a track record of a 90% completion rate from all our client organisations, TeamSight+ empowers your employees to share feedback with 100% confidentiality, building trust, and creating a safe space for everyone to voice up.

Track changes over time

TeamSight+ allows your organisation to measure improvements year-on-year, tracking the impact of initiatives across all levels. This enables data-driven refinements to enhance employee satisfaction and retention.

It's time to invest in what works for your team.

Uncover the insights you need now to keep your team happy and committed. Invest in what truly makes them stay!

FAQS

What is TeamSight+, and how does it work?

TeamSight is an employee engagement tool designed to uncover what truly drives your team. It uses a comprehensive set of questions to gather feedback confidentially, which is then analysed by experts to provide actionable insights. This helps organisations prioritise initiatives that have the most impact on engagement and retention.

How is TeamSight+ different from other employee engagement surveys?

While most other surveys measure satisfaction, TeamSight also uses a proprietary set of 32 motivators to understand what matters most to the team. The final output is not just data, but insights that offer clear, prioritised actions tailored to your organisation’s unmet needs.

Is the feedback truly confidential?

Yes, 100% confidential. TeamSight ensures complete anonymity for respondents, encouraging honest feedback without fear of repercussions. This builds trust and leads to more accurate responses.

How frequently should we conduct TeamSight surveys?

We recommend conducting the survey annually for comprehensive year-on-year analysis. However, some organisations choose to do it bi-annually for more frequent check-ins and adjustments.

Who should use TeamSight+?

TeamSight is ideal for organisations of all sizes, including startups, SMEs, and large corporations. Whether you’re focused on reducing turnover, improving employee satisfaction, or simply understanding what drives your team, TeamSight provides the insights you need to take action.

How soon can we see results after conducting the survey?

You can expect to receive a detailed analysis report within two weeks after survey completion. This report includes actionable recommendations tailored to your organisation, allowing you to make immediate improvements.

Aren’t engagement surveys just a waste of time if employees don’t believe anything will change?

That’s a valid concern. With TeamSight, we focus on turning feedback into actionable insights. Our process includes recommendations for quick wins, helping you demonstrate immediate impact and build trust that employees’ voices are heard and acted upon. Our team can also support the implementation of key initiatives to ensure impact is delivered.

What if the survey reveals issues we’re not prepared to address?

While identifying challenges can be daunting, it’s always better to find out sooner rather than later! TeamSight not only identifies potential issues but also provides prioritised recommendations to address them effectively, helping you take tangible steps toward improvement.

Won’t regular surveys lead to survey fatigue among employees?

TeamSight is optimised for efficiency—it takes just 15 minutes to complete. Additionally, we recommend using the survey strategically (annually or bi-annually) to avoid over-surveying while still keeping a pulse on employee sentiment.

Why focus on engagement surveys when we already track performance metrics?

While performance metrics show what your employees achieve, engagement surveys reveal the why behind their actions. Understanding what drives your team helps you create an environment that boosts motivation, productivity, and loyalty, which performance metrics alone can’t capture.

What if our organisation doesn’t have the resources to implement all the recommendations?

Not every improvement needs to be resource-intensive. TeamSight’s prioritised insights help you focus on high-impact changes first, ensuring you get the best results with the resources you have. Our team can also support the implementation of key initiatives to ensure impact is delivered.

Have more questions about TeamSight+?

Reach out for a consultation today!

Unlock what really motivates theSingapore worker with TeamSight+