Five questions HR should ask at mid-year reviews
Mid-year reviews provide an important checkpoint for organisational alignment and workforce health. In Southeast Asia’s fast-moving business environment, six months can significantly alter market conditions, workforce needs, and performance expectations. HR teams, therefore, benefit from structured reflection during this period. Rather than focusing solely on target achievement, mid-year reviews offer insight into engagement, capability gaps, […]
Five signals employees feel they truly belong
Belonging is increasingly recognised as a core driver of engagement and retention across Southeast Asia. In multicultural environments such as Singapore and Malaysia, belonging influences how employees collaborate, contribute ideas, and commit long-term. While diversity can be measured numerically, belonging is experienced emotionally and behaviourally. Organisations often assume that inclusive policies automatically translate into belonging. […]
Five mistakes companies make when approaching DEI
Diversity, equity, and inclusion (DEI) have become strategic priorities across Southeast Asia, particularly as organisations expand regionally and operate in multicultural environments. However, despite strong public commitments, many companies struggle to translate intent into meaningful progress. DEI efforts often stall due to structural gaps, inconsistent leadership support, or a lack of measurable accountability. In markets […]
The First Word: Leadership lessons from the frontline of Special Education
I was 19 when I first stepped into special education. At that age, I did not think about leadership in a serious way. I thought leadership belonged to people much older than me, people with years of experience, big job titles, and lots of confidence. I certainly did not expect to learn about it in […]
Five reasons career stagnation drives attrition
Career stagnation remains a significant driver of voluntary turnover across Southeast Asia. In competitive labour markets, employees increasingly prioritise growth opportunities alongside compensation. When progression pathways appear unclear or inaccessible, disengagement often follows. In Singapore’s knowledge economy and Indonesia’s expanding corporate sector, mid-career professionals frequently seek advancement to maintain relevance. Without visible development opportunities, organisations […]
Five skills HR teams must future-proof now
The HR function across Southeast Asia is evolving rapidly as digital transformation, workforce mobility, and regulatory complexity reshape organisational priorities. Traditional administrative capabilities remain important, but they are no longer sufficient for long-term impact. In markets such as Singapore and Thailand, HR leaders are expected to contribute strategically to workforce planning and transformation. Meanwhile, in […]
The First Word: Why empathy and listening are critical leadership skills
Empathy and listening are often labelled as “soft skills” and considered optional. In fact, they are now essential leadership capabilities. Traditionally, leadership focused on decisiveness and authority, while listening was viewed as passive. Today, with distributed teams and higher expectations, employees seek understanding and direction. This shift highlights a gap: leaders often manage performance without […]
Five alternatives to traditional performance ratings
Traditional performance ratings have long been embedded in organisational systems, yet many HR leaders across Southeast Asia are questioning their effectiveness. Annual or biannual rating cycles often create anxiety, encourage short-term behaviour, and fail to capture the complexity of modern roles. In fast-moving sectors such as technology, manufacturing, and financial services, static ratings struggle to […]
The First Word: Why leadership must respect “purposeful presence” in the workforce?
Singapore’s corporate sector is currently navigating a shift in workplace dynamics that carries implications for long-term gender parity goals. While women held 25.5% of board seats in top SGX-listed firms as of mid-2025, the trajectory toward the national target of 30% by 2030 is meeting a formidable structural resistance. An emerging “ambition gap”, where 80% […]
Five data points HR should track for gender progress
Data plays a critical role in advancing gender equality. Without measurement, progress remains anecdotal and difficult to sustain. Across Southeast Asia, regulatory expectations and investor scrutiny are increasing, placing greater emphasis on transparent reporting. HR professionals must move beyond high-level diversity percentages to track meaningful indicators that reveal structural gaps. In regional organisations operating across […]
