Gen Z expectations reshape Singapore retention strategies

Employers are reassessing flexibility, internal mobility, and AI controls as younger workers seek more autonomy.

Singapore employers are adjusting workforce policies as Gen Z expectations around flexibility, career development, and technology use become more prominent.

Rumi Mohd, Director of Technology and Sales & Marketing at Randstad Singapore, said the biggest disconnect is how employers and younger workers define autonomy.

More than 90% of employers agree that autonomy supports retention, yet 88% believe workers expect too much of it. Meanwhile, 51% of Gen Z respondents said return-to-office policies are tightening.

Mohd said employees may feel trusted to work independently but still see restrictions on where and when they work.

Retention is also being affected by the rise of side hustles. Randstad found 77% of young workers are earning or seeking additional income, while 32% want a full-time role supplemented by extra work.

Mohd said employers that cannot fully close compensation gaps may need to offer greater flexibility and broader career options. More than 40% of respondents said they do not want a linear career path, increasing the value of cross-functional projects, upskilling and internal mobility.

AI use is creating a separate governance challenge. Mohd said employers should provide approved enterprise AI tools with zero-data-retention clauses, single sign-on and built-in compliance parameters, while setting clear rules on what employees can input.

Training and manager oversight are also important. Randstad found 74% of talent report strong relationships with their managers. Mohd said middle managers can use those relationships to guide safer AI use, conduct regular check-ins and share practices that improve productivity.

For employers, the broader issue is aligning workplace policies with younger workers’ expectations without weakening security or operational control.