New findings show rising intent to leave in Singapore
Performance reviews are emerging as "important management moments," as new research reveals growing intent to resign among professionals in Singapore who are unhappy with their compensation.
Findings from the latest global research from Robert Walters, which included close to 200 respondents in Singapore, revealed that 79% of employees are either actively looking for a new job or now open to new opportunities.
This marks a shift from the Robert Walters Salary Survey 2026, where only 26% of Singapore-based professionals said they had no intention of changing or looking for jobs for at least a year, when surveyed in late 2025.
The rise in job-seeking intent comes as just 42% of professionals received a pay increase for 2026, of which only 15% saw it as an inflationary increase, according to the Robert Walters research.
The report suggests that performance reviews may offer employers a way to better connect with their staff.
"Performance reviews are becoming increasingly important management moments, particularly as organisations look to balance worker needs while continuing to manage budgets," said Andrew Powell, chief commercial officer at Robert Walters.
Robert Walters argues that performance reviews can help employers address what employees most want to understand: how their skills are valued, where they can progress, and whether the business is investing in their long-term development.
"Performance reviews are a two-way conversation and an important opportunity for professionals to understand how their individual goals align with the organisation's priorities," said Kirsty Poltock, country manager for Robert Walters Singapore.
"Even if salary increases are modest, employees can use these discussions to identify the skills, experiences and responsibilities that will position them for future progression."
Reviews currently missing the mark
Despite this potential, the research suggests many current performance reviews are falling short. Only 10% of employees said they felt more positive about their roles after their latest review, while 27% said the process left them feeling less positive instead.
The findings point to a gap between what employees need from these conversations and what they are currently getting.
"Most professionals understand the economic pressures businesses are operating under and recognise that significant salary increases may not always be realistic," he said.
"But it can be challenging for organisations to keep employees motivated when they aren't having regular open conversations around progression, future earning potential or how compensation decisions are made."
