The shake-up from the Great Resignation has shown that many workers are shifting to jobs that offer better perks: be it greater flexibility, work-life balance or even pay. But there has also been a growing narrative that more employees are now quitting based on how well corporate values align with their own - the younger generations are also increasingly seeking jobs that give them a sense of higher purpose and ones that establish a positive work culture.
In our latest ‘’Values at Work’’ study, we wanted to find out where employees’ stand on their values at the workplace, their sentiments and whether they have had their values compromised - Have they ever had their conscience wounded or their innate sense of justice violated at work? The pandemic and resulting upheaval of the workplace have shone a spotlight on organisational experiences we’ve too long written off as mere annoyances or ineffective management.
The study was conducted in May 2022 with N=1000 employed respondents each in Singapore, Thailand, Malaysia and the Philippines (N=4,000 overall).
Majority find values of a company important to them – However, more than a third are willing to compromise their values for a job
95% of respondents in Southeast Asia indicated that the values of the company they work for are important to them. While close to half (49%) say that they will not work in a job where the nature of it requires them to go against their values, 41% indicated that they are willing to do so as long as it’s not illegal.
1 in 10 feel that it’s okay for a company to lie or manipulate the truth, if it's not illegal
While more than two-thirds (73%) agree that integrity is valued in their company, (35% strongly agree and 38% somewhat agree), 13% agree that it’s okay for a company to lie or manipulate the truth, if it’s legal.
Our study also showed that more than 1 in 10 have lied to a colleague (15%), gone against personal values to meet work KPIs (14%) and have helped their company cover up a wrongdoing/mistake (13%).
Are companies in Southeast Asia doing a good job at upholding positive values?
Psychologists have consistently found that the extent to which a worker’s values are compatible with their employer’s plays a crucial role in determining employee job satisfaction and company profitability. Our study showed that only 44% of respondents say that their companies are doing a good job at upholding positive values, skewing towards those in the Philippines (57%) and Thailand (47%).
Some companies, particularly larger ones, have the resources to consistently communicate their values, and having a strong brand makes it easier to attract people who are a good fit for the company. However, smaller companies may have to do things to stand out, and one of the most effective strategies is emphasising the positive social impact of their work.
Employee pressure can bring tangible change and employers ought to work to fulfil these demands through philanthropy and corporate social responsibility. This sets out ethical positions more explicitly, offering “a moral compass’’ – And this is increasingly important in attracting younger talent.
Are companies obliged to do good?
61% agreed that companies have the obligation to do go for society, especially among Filipinos and Thais (73% and 68% respectively). Corporate Social Responsibility (CSR) plays a crucial role in a company's brand perception; attractiveness to customers, employees, and investors. There is also increasing pressure to dress up CSR as a business discipline and demand that every initiative deliver business results. Our study found that more than half (59%) believe that CSR policies are ‘necessary for a company to create positive impact’, and on the other hand, over a quarter (29%) expressed doubts about CSR, agreeing that it is ‘mostly just about branding/public relations’.
Over time, consumers, the media, and especially employees can tell when corporate responsibility efforts are genuine or purely for PR. Closing any gaps between the way businesses portray CSR is integral for employees to bring initiatives to fruition – celebrating milestones, explain misses, and changes in plans will build trust with consumers and stakeholders.
‘’We’re creating a workplace culture of employee empowerment and engagement, and I believe companies must first re-examine their cultures to ensure they are attracting and retaining the type of talent that will drive business success. Leaders should reflect on the extent to which they’re listening to employees, driving cultural values themselves, and recognising employee performance — all of which are critical to empowering a diverse workforce,’’ say Derek Tan, HR Manager at Milieu Insight
At a time when companies are making headlines for culture failures or scandals, employers ought to evaluate whether their own organisational culture is empowering employees to live by shared values – or to compromise them.
Methodology
Based on Milieu Insight surveys conducted in May 2022 with N=1000 employed respondents each in Singapore, Thailand, Malaysia and the Philippines (N=4,000 overall).
Does it pay to be the good guy? Southeast Asians weigh in on work values
The shake-up from the Great Resignation has shown that many workers are shifting to jobs that offer better perks: be it greater flexibility, work-life balance or even pay. But there has also been a growing narrative that more employees are now quitting based on how well corporate values align with their own - the younger generations are also increasingly seeking jobs that give them a sense of higher purpose and ones that establish a positive work culture.
In our latest ‘’Values at Work’’ study, we wanted to find out where employees’ stand on their values at the workplace, their sentiments and whether they have had their values compromised - Have they ever had their conscience wounded or their innate sense of justice violated at work? The pandemic and resulting upheaval of the workplace have shone a spotlight on organisational experiences we’ve too long written off as mere annoyances or ineffective management.
The study was conducted in May 2022 with N=1000 employed respondents each in Singapore, Thailand, Malaysia and the Philippines (N=4,000 overall).
Majority find values of a company important to them – However, more than a third are willing to compromise their values for a job
95% of respondents in Southeast Asia indicated that the values of the company they work for are important to them. While close to half (49%) say that they will not work in a job where the nature of it requires them to go against their values, 41% indicated that they are willing to do so as long as it’s not illegal.
1 in 10 feel that it’s okay for a company to lie or manipulate the truth, if it's not illegal
While more than two-thirds (73%) agree that integrity is valued in their company, (35% strongly agree and 38% somewhat agree), 13% agree that it’s okay for a company to lie or manipulate the truth, if it’s legal.
Our study also showed that more than 1 in 10 have lied to a colleague (15%), gone against personal values to meet work KPIs (14%) and have helped their company cover up a wrongdoing/mistake (13%).
Are companies in Southeast Asia doing a good job at upholding positive values?
Psychologists have consistently found that the extent to which a worker’s values are compatible with their employer’s plays a crucial role in determining employee job satisfaction and company profitability. Our study showed that only 44% of respondents say that their companies are doing a good job at upholding positive values, skewing towards those in the Philippines (57%) and Thailand (47%).
Some companies, particularly larger ones, have the resources to consistently communicate their values, and having a strong brand makes it easier to attract people who are a good fit for the company. However, smaller companies may have to do things to stand out, and one of the most effective strategies is emphasising the positive social impact of their work.
Employee pressure can bring tangible change and employers ought to work to fulfil these demands through philanthropy and corporate social responsibility. This sets out ethical positions more explicitly, offering “a moral compass’’ – And this is increasingly important in attracting younger talent.
Are companies obliged to do good?
61% agreed that companies have the obligation to do go for society, especially among Filipinos and Thais (73% and 68% respectively). Corporate Social Responsibility (CSR) plays a crucial role in a company's brand perception; attractiveness to customers, employees, and investors. There is also increasing pressure to dress up CSR as a business discipline and demand that every initiative deliver business results. Our study found that more than half (59%) believe that CSR policies are ‘necessary for a company to create positive impact’, and on the other hand, over a quarter (29%) expressed doubts about CSR, agreeing that it is ‘mostly just about branding/public relations’.
Over time, consumers, the media, and especially employees can tell when corporate responsibility efforts are genuine or purely for PR. Closing any gaps between the way businesses portray CSR is integral for employees to bring initiatives to fruition – celebrating milestones, explain misses, and changes in plans will build trust with consumers and stakeholders.
‘’We’re creating a workplace culture of employee empowerment and engagement, and I believe companies must first re-examine their cultures to ensure they are attracting and retaining the type of talent that will drive business success. Leaders should reflect on the extent to which they’re listening to employees, driving cultural values themselves, and recognising employee performance — all of which are critical to empowering a diverse workforce,’’ say Derek Tan, HR Manager at Milieu Insight
At a time when companies are making headlines for culture failures or scandals, employers ought to evaluate whether their own organisational culture is empowering employees to live by shared values – or to compromise them.
Methodology
Based on Milieu Insight surveys conducted in May 2022 with N=1000 employed respondents each in Singapore, Thailand, Malaysia and the Philippines (N=4,000 overall).
