THE ongoing COVID-19 pandemic and the Malaysian movement control order (MCO) has created multiple challenges for both businesses and jobseekers.
However, small medium enterprise (SME) employees are adamant on wanting their employers to do more in supporting their career progression or risk them jumping ship.
This is according to the Employment Hero’s 2021 Employment & Recruitment Trends for Malaysia SMEs report, based on an analysis of over 500 Malaysian respondents employed by SMEs (200 employees).
Conducted in November, the survey aimed to better understand what employees are looking for and the different employment factors that will impact how SMEs in Malaysia hire and retain talent in 2021.
The report found that 58% of respondents identified career growth as a top consideration when contemplating moving jobs in 2021 while a large 87% said they expect better support in this area moving forward, as this is a key motivator for talent.
Other top motivators include work-life balance while a large 87% said they expect better support in this area moving forward, as this is a key motivator for talent.
“COVID-19 has changed the way both talent and employers approach the working world, and it’s clear certain priorities have shifted,” said the CEO and Co-founder of Employment Hero Ben Thompson.
Based on the report, 69% of Gen Z and millennials (25 to 34 years old) identified flexible working arrangements as very important.
Meanwhile, Gen X (35 to 44 years old) and baby boomers who may typically be change resistant, indicated flexible work arrangement support as one of their top priorities (28% and 23% respectively) with 62% of baby boomers also placing home-based office support as a priority for 2021.
Besides that, there is also increased awareness among Gen Z and millennials of the psychological toll that the pandemic has taken on the workforce with 51% of them indicating they would like mental health support in 2021.
“Greater adoption of digital tools is one important way to better support employees at home, but moving into 2021 – where remote or blended working will ultimately continue – SMEs must revisit what proactive incentives and programmes they have in place that benefit the overall well-being of their workforce,” Ben pointed out. – Dec 3, 2020