Job security is a serious concern for Singaporeans today. We have too many positions being outsourced, eliminated (for the sake of a more profiteering short term role) and worst, given to foreigners who are willing to do the same work or more for less wages. But with the manpower crunch and a volatile job market, what is surprising is that the employers are still living in the yesteryear of Singapore where they like to say “No Staff is indispensable”. As much as it may be true for some workforce, employers are forgetting that in a competitive CBD country like ours, many companies are staying afloat not by mere price points or brilliant products, but by relationships that the employees have built with their clients and with interested stakeholders (including internal colleagues).
We spend longer hours in the office than at home with our family so much so that we treat our colleagues like family. So why can’t we treasure and work on our employees like they are family? Besides the annual appraisals, bosses don’t even bother to speak with you on a personal basis; they don’t even want to know you at all. To them you are just a number on their pay role and when you resign, they spend more time and money getting HR to advertise rather than to sit down and have a chat with you.
So why does the boss like to say “No Staff is indispensable”? I guess the answer lies in the way Singapore was ruled or built where no one is held at “ransom”. Companies are afraid to pay more or retain a staff that is leaving, so as not to set a precedent for retentions (aka begging staff to stay) and making counter offers. Well, if you had taken care of your staff in the first place, why would they give you the letter? Are employers assuming that staff will give letters just to “ransom” an increment? Companies rather hire a new young executive or a less skilled person, pay him/her less and ask him to do the job. The poor chap comes in and is lost, tries his best, gets scrutinized and counselled that he couldn’t do the job of the previous employee. I have seen that so many times in my organization’s I have worked with that I am wondering if the employer even has a conscience or understands how businesses work. The answer is simple: Try the same with your spouse or kids and they will leave you!
Companies need to start realizing that filling up a position with a “warm” body is only the beginning of a vicious cycle of hiring and replacing which never ends. I work in a large organisation, renowned to Singapore and the world, and they are in the same rut. Our revenue and ratings have been falling and customers have not been getting consistent service.
One can say that we have GeBiz and Procurement procedures for sourcing products and we don’t need relationship building. Many companies are striving to adhere to the latest financial scandals in the industry; let me just say from a buyer point of view that the procedures have left us with tons of paperwork and worst of all, poor quality products. What does one expect when you pay peanuts to the lowest bidder? Perhaps that’s why we have many services breaking down in Singapore? But premium brands or services were not built by just a procurement manual or audit control but by greatly motivated employees.
On a closing note, let me share with you on my neighborhood wanton noodle shop, business has been declining ever since the son took over the business, fired the old staff that the father hired decades ago and replaced them with cheap china workers who have been literally throwing the noodles in the bowl and selling without a single smile or care. Thank god the other uncle across the street is still serving with his “indispensable” staff that has served him well for 3 decades. Yes, relationships are vital in business growth today and social networks such as FB is a testament that relationships are the key for prosperity and longevity.
Take care of the staff and they will take care of the company!
Barry Allen
TRS Contributor