- Six within ten Malaysians state they are satisfied with their own jobs
- One thrid are likely to ask for a raise, 28% likely ask for promotions
Amidst discussion on the impact of The Great Resignation in Malaysia, PwC’s Labor force Hopes and Concerns Survey 2022 discovers that overall, somewhat over half of Malaysians (59%) are satisfied with their job.
However , employers should not be hasty in dismissing this phenomenon as 17% of those surveyed have got said they will probably seek new work in the next 12 months, the audit and talking to firm cautioned in the statement.
PwC said the survey indicates that will Malaysians also appear less inclined to trust that they are easily replaceable by technology, along with only 32% associated with local respondents concerned about their role getting replaced in the next 3 years, down from 57% in the 2021 survey.
An overall total of 2, 086 Malaysians were polled on their views close to technology, jobs plus skills to uncover insights about what they will think about work nowadays, PwC noted.
It said that when considering the aspects that influence The truly amazing Resignation, the survey indicated that monetary compensation tops record with 69% of Malaysian respondents plus 71% of worldwide respondents rating this particular as the most important factor within their decision to stay or even leave their tasks – unsurprising, using the economic realities off the cost of living these days.
Coming in a close 2nd is job fulfillment, rated by 66% of Malaysian participants and 69% internationally, which tells us that finding meaning at work matters to workers, it said.
The particular survey highlighted that will Malaysians also think there is a scarcity within skills, with 32% saying the country lacks people with the skills to accomplish their kind of function, and nearly fifty percent (48%) strongly or even moderately agree that will their job demands specialist training.
It said the recognition of the value to employers and the impact which they make has influenced confidence in asking for what they are worth in the next 12 months, 32% of Malaysian respondents are incredibly or very likely to ask their employers for a raise, whilst 28% will likely request a promotion. 
Nurul A’in Abdul Latif (pic) , deputy executive chair, PwC Malaysia said, “When it comes to pay and progression, are employers ready to have this discussion amidst today’s economic backdrop? And are these people doing enough to ensure that the skills gap continues to narrow?
“Although employees is very much less worried about getting replaced by technologies, this doesn’t suggest they don’t view the need to upskill. Whilst Malaysian respondents are usually seeing efforts created by their employers to upskill workers, these people seem concerned about not really getting relevant instruction related to technical or digital skills.
“It’s this training relevance that must be addressed, because you wouldn’t want your time and efforts to go to waste, inch Nurul said.
The research furthermore highlighted Malaysians look like strongly in favour of hybrid work models with 63% (globally plus locally) saying they might like some mixture of remote and in-person work.
It mentioned Malaysians are also positive about their organisations’ work arrangement programs, as 60% are expecting their employers to adopt such an approach.
Only 18% of Malaysian participants saying they would rather work remotely full-time, and only 27% expect their employer to consider full-time in-person operating, it added.
However , the ‘new normal’ means of work may impact employees’ sense associated with community and reference to colleagues and the business culture, the survey noted.
Additionally , the research signifies that Gen Unces (ages 18-25) workers, in particular, are less satisfied with their job compared to other age ranges.
It said many of them would have joined the workforce during the pandemic, which may be a contributing aspect to the sense of disconnect.
Organisations will have to find ways to re-engage them, and ensure that will steps are taken to create a cohesive and inclusive culture that employees can participate in, PwC noted.
Nurul, who may be also PwC Malaysia’s ‘New World. New Skills’ programme coordinator said with many organisations incorporating hybrid work models, leaders have to be aware of tendencies for example proximity bias.
“A mindset change may be required so ‘face-time’ is not equated along with greater commitment or even performance.
“There’s also the challenge of ensuring that hybrid working is able to assist in peer-to-peer learning, provided 49% of Malaysian respondents worry about the lack of opportunities in working with or learning from colleagues with advanced specialized or digital abilities, ” said Nurul.
The particular survey also mentioned that employees are usually holding organisations to raised standards of transparency, likely as a result of the increasing volume of conversation around environmental, interpersonal and governance (ESG) issues.
It stated Malaysian respondents price transparency in the organisation’s impact on the economic climate (65%) as a top ESG consideration, accompanied by the organisation’s report on protecting employee health and safety (64%).
Considering the role played by workers in helping organisations meet their own ESG obligations, the survey shows that only 31% of Malaysian respondents say their corporation provides support plus resources to help them minimise the environmental impact of their job.
Nurul said, “For some, this means communicating their commitment to talent. For others, this might indicate a transformation of their people’s agenda to think about how they recognise employees and create a secure and inclusive workplace.
“Leaders who are able to sync upward what matters for their people with the organisation’s purpose stand a better chance at winning the war upon talent, ” she said.