​Supporting Mental Health in the Workplace​Employers can play a crucial role in the wellness of their workforce. Here’s how organizations can take action and be supportive. ​Organizations recognize there is a profound connection between an individual’s work life and their mental health. Happy and healthy employees are the backbone of a great organization. How employees feel directly impacts their contribution in the workplace. What’s important for employers to remember is that everybody struggles, and it’s not uncommon for challenges like mental health issues to spill over into the workplace.  Organizations that are able to support their employees can help foster a more productive environment, a more positive outlook for their employees. Tomas Chamorro Premuzic, ManpowerGroup Chief Talent Scientist, provides steps employers can take to create a culture that supports mental health.​Foster meaningful work Employees – especially Millennials – desire to do meaningful work that matches their values, interests, lifestyle and development. When that is lacking, it can lead to disengagement, burnout and depression. “One of the best ways to create a culture that supports mental health is to ensure people experience their jobs in a meaningful and purposeful way,” Premuzic says. “This can be achieved by giving employees autonomy and resources.” ​Have career conversations The impact of work extends to all areas of your employee’s lives. Perhaps the best way to create a culture that supports mental health is to ask employees what they need to be supported and make them aware of additional resources that are available, such as employee assistance programs. Schedule regular career conversations, maintain an open dialogue and truly listen. “It’s also important that managers do not check out from their employees,” Premuzic says. “People need guidance and direction from a leader so the worst thing you can do is disappear or be unapproachable.” ​Cultivate connections among colleagues Cultivating friendships inside your workplace helps workplace mental health as well as your employees’ careers. We spend much of our time at work, so it makes sense that socializing with colleagues can help make work more enjoyable. Encourage connecting beyond the usual project meetings and emails by creating social groups or outings beyond the confines of work. Encourage employees to take lunches or walks with each other during the workday. ​May is Mental Health Awareness Month, which provides a reminder that organizations should routine examine how they provide for employee well-being. But this is a topic that needs regular visitations. After this month is over, remember to make mental health a priority for your organization. 

​May is Mental Health Awareness Month, a time to recognize the importance of emotional well-being, especially during challenging transitions like job hunting. In Malaysia, mental health remains a sensitive topic, with many avoiding treatment due to stigma and limited awareness. Yet, taking care of your mind is just as crucial as polishing your resume.If you’re feeling overwhelmed, anxious, or defeated in your job search, you’re not alone. This journey can be tough, but with the right mindset and strategies, you can navigate it with resilience and even a smile.Dive in for tips to job search with positivity! ​Nurturing Your Wellbeing: Conquering the Job Search with a SmileIn the midst of a challenging job search, you may be dealing with feelings of being overwhelmed, anxious, or defeated; remember – you're not alone in this journey. Get ready for some advice that will uplift your spirits and help you navigate this path with reduced stress and newfound resilience.​Dance to a Routine BeatChaos thrives in uncertainty. Structure your days with a balanced routineMornings for job applicationsAfternoons for a mental breather (walk, hobby, or learning)Evenings for something you love (reading, art, or family time)A routine isn’t just about productivity—it’s about creating stability in an unpredictable process.​Cheers to Small WinsWhen rejections sting and calls go unanswered, remember to celebrate the small victories. Sent 20 applications? That’s discipline.Landed an interview? That’s achievement.Learned a new skill? That’s growth.Small wins keep motivation alive. Each step is a badge of honor. ​Network Like a ProNetworking isn't just about career moves; it's about making connections. Chat with old colleagues, dive into industry groups, or mingle on LinkedIn. It's not just about job opportunities; it's about forming friendships that light up your journey. You’ll find support, advice, and maybe even friendship along the way.​Dance Off StressPhysical activity is your strength against stress. No gym required – think park walks, living room dance-offs, or even gardening. Imagine capping a job-hunting day with a calming stretch. Your body gets a boost, and your mind gets a breather. Movement clears the mind and boosts confidence.​Find Zen in the ChaosMindfulness is your tranquil oasis in the job hunt storm. Spend moments in quiet meditation, focusing on your breath. Apps can guide newbies. Even during nerve-wracking waits, take calming breaths. It's not about escaping the process; it's about embracing it.​Your Race, Your PaceComparison is a joy thief. Your friend's quick job success doesn't diminish your journey. Embrace your unique path. Social media shows highlights, not struggles. Run your race at your pace, that's the way to go. Success isn’t a sprint; it’s a marathon with your own finish line.​Remember: You're the StarWhile your job search matters, remember that YOU are irreplaceable. Treat yourself kindly. Reach out when you need to, laugh when you can, and remember, you're not walking this winding road alone. We're here with you every step of the way. Your ideal opportunity is close, and so is a community of people who understand what you're going through. With strength and joy, we wish you success on your journey! 

How Malaysian Employers Can Thrive in a Changing Workforce​If you're a hiring manager or HR professional in Malaysia, you've likely noticed something: the workforce isn’t what it used to be. We're in an era of massive transformation—not just in how people work, but in what they expect from work. This is what we call the Expansive Workforce—a diverse, multigenerational, and increasingly complex talent pool with evolving expectations, needs, and challenges.Based on the 2025 Workforce Trends Report, here’s what the data tells us—and more importantly, what you can do about it.What’s Happening Globally?Let’s start with a few key insights:53% of Millennial managers report moderate to high daily stress.27% are considering leaving their jobs in the next six months.On average, women earn 20% less than men globally.48% of employers say they’re behind on pay equity initiatives.76% of employers are confident in Gen Z’s ability to perform—yet attrition among Gen Z remains high.1. Stress Is a Business Risk. Not Just a Personal Issue​Employee burnout is more than a wellness concern—it’s a productivity and retention challenge. In Malaysia, 2 out of 3 of employees report high stress levels, with lack of work-life balance being the biggest contributor to burnout. If you’re losing mid-level managers and high-potential Gen Zers, stress may be the hidden culprit.​What to do:Consider implementing regular pulse surveys to measure employee well-being.Encourage flexible work arrangements and mental health days.Train managers to recognize signs of burnout early.​2. Pay Equity Isn’t Optional Anymore​In Malaysia, the gender pay gap remains a concern. Women with the same experience, qualifications and job titles earned RM66 compared to a man’s RM100. Pay inequity contributes to attrition and damages your employer brand, especially with purpose-driven Gen Z workers.​What to do:Conduct a pay audit by role, gender, and level.Transparently communicate your pay philosophy and any upcoming equity initiatives.Review and update your compensation strategy annually.​3. Multigenerational Teams Need Tailored Approaches​With Baby Boomers, Gen X, Millennials, and Gen Z all coexisting in the workplace, “one-size-fits-all” leadership and development strategies don’t work. Gen Z wants purpose and learning; Millennials seek balance; Gen X wants career growth; Boomers value stability and respect.​What to do:Personalize performance development plans.Create cross-generational mentorship programs.Offer learning modules in different formats (videos, apps, workshops) to cater to different styles.4. Gen Z Is Capable, But You Still Need to Coach​Yes, 76% of employers say Gen Z is skilled—but many of them don’t have a career plan. Without guidance, even the most talented young workers may disengage or churn.What to do:Integrate career pathing into onboarding.Set project ownership early and let them lead small initiatives.Coach managers to provide frequent and constructive feedback.5. Employer Branding Is Now Internal Too​You may have built an attractive external employer brand, but what do your current employees think? Disengagement often stems from a disconnect between brand promises and day-to-day reality. In a competitive labor market, retaining your current team is just as important as attracting new talent.What to do:Align internal communication with your external EVP (Employee Value Proposition).Celebrate internal success stories that reflect your values.Conduct stay interviews to understand what makes your employees stay or leave.​How can a recruitment agency help you?​In today’s complex talent landscape, partnering with the right recruitment agency goes beyond filling vacancies, it’s about building a workforce strategy that reflects the realities of the Expansive Workforce. At Manpower Malaysia, we help organizations tackle the very challenges highlighted in this report, from addressing skills shortages and closing the gender pay gap to improving employee well-being and engagement.​We work with employers to develop tailored talent solutions that support multi-generational teams, enhance employer branding, and create meaningful career pathways for your people, especially for emerging talent like Gen Z. Our expertise in workforce consulting, talent mapping, and upskilling ensures you’re not just hiring for today’s needs, but building future-ready teams that will thrive in a changing world of work. Let us help you turn workforce challenges into opportunities for growth and transformation.Final Thoughts: From Insights to Action​The Expansive Workforce is not a future concept, it’s already here in your boardrooms, your Zoom calls, and your break rooms. The Malaysian economy is growing, digital transformation is accelerating, and new generations are redefining what work means. This is your moment to evolve your workforce strategy, not just to retain talent but to become the kind of employer people seek out.​At Manpower Malaysia, we help companies design workforce solutions that align with real-world trends and the needs of an expansive, dynamic workforce. Whether it’s staffing, upskilling, employer branding, or workforce strategy, we’re ready to help you future-proof your business.​Need help navigating your workforce transformation?​Let’s talk. Email us at [email protected]​​​​​​​​​​​​​

What If Green Skills Are the Key to Career Longevity?​​Let’s be honest, change isn’t just coming. It’s already here. The global job market is shifting fast, and the rules of success are evolving. Climate action, sustainability, ethical business practices, these are no longer just buzzwords used in boardrooms. They are rapidly becoming must-have priorities for companies across industries.The ManpowerGroup 2025 Workforce Trends Report reveals that 38% of CEOs globally have canceled or altered business plans due to political and environmental risk. Employers everywhere are being pushed to prove they’re not just profitable - but responsible.​And here’s where it gets exciting for you: candidates who understand ESG (Environmental, Social, and Governance) principles and bring green skills to the table are now standing out. So how can you ride this wave of change and turn ESG literacy into your career advantage? Let’s break it down. ​​What Are Green Skills, Really? ​Green skills aren’t just for environmental engineers or solar panel technicians. They’re relevant across all sectors, from marketing and finance to IT and operations. Green skills refer to the knowledge, abilities, and behaviors that support environmental sustainability and help organizations reduce their carbon footprint. ​Examples include: ​Energy-efficient practices in operations or logistics Sustainable sourcing or procurement awareness Knowledge of ESG reporting frameworks (e.g., GRI, SASB, SDGs) Designing eco-conscious marketing or branding campaigns Managing data on emissions, energy use, or waste Whether you’re in HR, sales, customer service, or IT, you can bring a sustainability mindset to your role. ​Why Employers Are Paying Attention ​Governments are enforcing stricter environmental regulations. Investors want ESG compliance. And consumers are more likely to support brands that care about their impact. In Malaysia, the National Energy Transition Roadmap and the MADANI Economy framework have set clear sustainability targets. From green manufacturing to sustainable finance, the job market is adapting fast. ​That’s why employers are now actively looking for candidates who can: Contribute to ESG initiatives within their teams Help the company meet sustainability KPIs Represent a brand aligned with responsible business ​Even if your role doesn’t directly involve ESG tasks, your awareness and contribution to the company’s goals matter. ​How to Talk About ESG in an Interview ​When preparing for your next interview, think beyond your technical skills. Consider how your work contributes to the bigger picture. ​Here’s how to bring ESG into the conversation naturally: ​1. Share a sustainability success story“In my last role, I helped reduce printing waste by switching my team to digital documentation, cutting paper use by 40%.” ​2. Mention training or certifications “I recently completed a short course on sustainable supply chains and learned about how ESG compliance improves long-term business resilience.” ​3. Express genuine interest in ESG culture“I’m passionate about working for a company that values transparency, social impact, and environmental responsibility.” ​4. Ask questions that reflect your values “How does your organization align employee roles with its ESG goals?” “Is there a platform for staff to contribute to sustainability projects?” ​Pro tip: You can use AI tools to research a company’s sustainability reports or CSR initiatives before the interview. Tools like ChatGPT or Gemini can summarize long reports and suggest interview talking points based on the company’s ESG focus. ​​How to Build Your ESG Literacy ​Even if you’re just getting started, there are quick wins you can explore: Take a free course: Platforms like Coursera, FutureLearn, or edX offer intro courses on ESG, sustainability in business, and climate change. Subscribe to green business newsletters: Stay in the loop with global and local trends. Volunteer for green projects: Whether in your current job or your community, practical involvement is a great conversation starter. Follow thought leaders on LinkedIn: Engage in discussions and share posts related to sustainability. ​Final Thoughts: Small Efforts, Big Impact ​In a world where change is the only constant, ESG awareness gives you a unique advantage - not just because it makes you a better candidate, but because it makes you a more responsible professional. You don’t need to be an ESG expert to contribute. You just need to be curious, informed, and ready to act. At ManpowerGroup Malaysia, we believe in the power of meaningful and sustainable employment. We help candidates like you prepare for careers that don’t just pay the bills, but also make a difference. ​How can a recruitment agency help you? ​In today’s evolving job market, having ESG awareness and green skills can set you apart, but finding the right role that aligns with your values and sustainability mindset isn’t always easy to do alone. That’s where a recruitment agency like ManpowerGroup Malaysia can help. ​We work closely with employers who are driving responsible business practices and investing in sustainability. Whether you’re looking to join a company with strong ESG commitments, upskill for green roles, or position yourself as a future-ready talent, we can guide you. From career advice and access to ESG-related roles to helping you build a personal brand that reflects your values, we’re here to connect you with opportunities that support both your career goals and your commitment to a better world. ​Looking to explore companies aligned with your values? Let’s find the right fit for you, reach out to us today. ​

​How Job Seekers Can Stay Relevant in a Rapidly Evolving Digital Market​Let’s be real. Things are changing fast. The job market you see today might look completely different in just a few years. With new technologies emerging almost daily and industries transforming at lightning speed, it’s becoming harder than ever to predict where things are headed. But here’s what we do know: being flexible and quick to adopt new digital tools is no longer optional. It’s essential. Whether you're launching your career or navigating your next move, staying relevant means staying adaptable. According to the ManpowerGroup 2025 Workforce Trends Report, only 27% of workers globally say they have a career plan, while 76% of IT employers report struggling to find skilled talent. That means even though there’s high demand, most people still feel unprepared. So, where does that leave you? Right at the heart of a massive opportunity, if you know how to ride the digital transformation wave. Here’s how.​ 1. Build a Career Plan - Even If It’s Just Version 1.0 ​We get it. You might not know exactly where you want to be in five years. That’s okay. But having no plan at all? That’s a red flag. ​Start by asking yourself: • What roles or industries interest me? • What skills do I already have? • What digital tools or technologies are in demand in those areas? ​Even a basic roadmap can help you make smarter decisions when choosing your next job, course, or certification. Tip: Use free AI tools like ChatGPT or Google Gemini to help you draft a career plan. Prompt: “Act as a career coach and suggest a 2-year career plan for someone with [your background] interested in [your desired role or industry].” ​ 2. Upskill with Purpose - Not Just for the Sake of It ​Everyone talks about upskilling. But where do you begin? Malaysia’s ICT sector is booming as ICT and e-commerce contributed 23.5% to Malaysia’s economy with a value of RM427.7 billion in 2023. And yet, many companies can’t find skilled workers for roles like data analysts, cybersecurity professionals, cloud engineers, and software developers. Here’s the secret: You don’t have to be a tech genius. Just start where you are. ​In-demand digital skills to explore: • Data analytics (start with Excel or Google Sheets → then move to Power BI or Tableau) • Digital marketing (Google Ads, SEO, content creation) • Cloud basics (AWS, Azure – free beginner courses available) • Basic programming (Python or JavaScript) • Project management tools (JIRA, Trello, Notion) ​Tip: Sites like Coursera, LinkedIn Learning, and Google Career Certificates offer affordable (or free) programs. Use ChatGPT to summarize hard-to-understand lessons or generate practice questions. ​ 3. Think Like a “Digital Employee” - Even If You’re Not in Tech ​Digital transformation isn’t just for IT people. It affects every role - from sales and marketing to finance and customer service. ​No matter your field, employers want people who are: • Comfortable with remote collaboration tools (Zoom, Teams, Slack) • Able to analyse data to support decisions • Willing to learn new systems quickly ​Tip: Mention specific tools you’ve used on your CV. For example: “Used Microsoft Teams and Power BI to streamline weekly reporting for regional finance team.” ​4. Build a Digital Presence That Works for You ​If recruiters can’t find you online, you might as well be invisible. ​Start with LinkedIn: • Update your headline to reflect your career goals: “Aspiring Data Analyst | Passionate about turning numbers into insights” • Showcase certifications or projects • Follow companies or leaders in your target industry • Comment meaningfully on posts to build visibility ​Tip: Use AI to help rewrite your LinkedIn summary. Prompt: “Improve this LinkedIn summary for a junior digital marketer looking for their next role…” ​5. Stay Curious, Stay Agile ​Digital transformation isn’t a one-time shift - it’s an ongoing journey. The most successful professionals are those who treat every job as a learning opportunity and aren’t afraid to pivot when the market shifts. Explore side gigs. Volunteer for projects that involve new tech. Join communities. Attend webinars. Follow trends in your industry. ​Tip: Subscribe to digital newsletters and listen to podcasts that can keep you informed on recent developments.​ How can a recruitment agency help you? ​In a fast-moving and digitally driven job market, navigating your career journey alone can feel overwhelming. That’s where a recruitment agency like Manpower Malaysia can make a real difference. We don’t just connect you to job openings we help you build a future-ready career by understanding your goals, strengths, and potential. ​Whether you’re looking to upskill, explore new industries, or build a career plan from scratch, we offer personalised guidance, access to learning resources, and connections to leading employers who value digital skills and adaptability. From identifying in-demand roles to supporting your development with career coaching and training opportunities, we’re here to help you stay competitive and confident in a changing world of work. ​Final Thoughts: Your Digital Future Starts Now ​Whether you’re just starting out or looking to make your next career move, now is the time to lean into the digital shift. You don’t need to have it all figured out - but you do need to take action. At Manpower Malaysia, we help candidates like you prepare for the future of work. From connecting you to top employers to offering upskilling opportunities, we’re here to support your career journey every step of the way. ​Want help planning your next move? Reach out to us or visit our website to explore career opportunities and learning resources.

​5 Things Employers can do Differently to Build a Great Work Culture​A strong work culture isn’t built overnight, and it certainly doesn’t thrive on badmintons sessions, or annual dinner only. Today’s employees crave purpose, trust, and connection. To create a culture where people feel inspired and empowered, employers must take a fresh approach. Here are five things to start doing differently: -​1. Lead with Authenticity, Not AuthorityGone are the days when leadership meant staying distant and directive. Today, great leaders show up with honesty and vulnerability. They admit mistakes, share their "why," and create space for real conversations. Authenticity builds trust and eventually trust builds culture.​2. Embed Purpose, Not Just ProfitWhile business goals matter, employees also want to feel that their work has meaning. When organizations connect individual roles to a larger mission, people become more engaged, motivated, and loyal.​3. Prioritize Psychological Safety Over PerfectionismFear-based cultures kill creativity. When employees are afraid to speak up or fail, innovation stalls. The best workplaces are ones where people feel safe to share bold ideas, challenge the status quo, and learn from failure.​4. Recognize People Frequently and PersonallyRecognition shouldn’t be reserved for annual reviews or milestone achievements. A simple, timely “thank you” or shoutout can go a long way. When appreciation is personal and consistent, it fuels a sense of belonging.​5. Design for Life, Not Just WorkThe best cultures respect people as whole humans. That means offering flexibility, supporting mental health, and helping employees grow both personally and professionally. Work should support life, not compete with it, don’t you think so?​Building a great work culture takes intention, not just tradition. It’s about creating an environment where people feel seen, heard, and valued, not just managed. When leaders focus on purpose, trust, and human connection, culture stops being a buzzword and starts becoming a true competitive advantage.​By Velmurugen Subramaniam​

What Malaysian Employers Must Know About Workforce Trends in 2025​If you’re leading a team, managing HR, or making hiring decisions in Malaysia, it’s no longer enough to just fill roles and hope for the best. The world of work is changing—fast—and your ability to adapt will define whether your organization thrives or falls behind.​ManpowerGroup’s latest2025 Global Workforce Trends report outlines four key forces shaping the global workforce: the Expansive Workforce, New Ways of Working, Digital Transformation, and Accelerating Global Change. But what does that mean for employers right here in Malaysia? Let’s dive into the trends, and more importantly, what you can do about them. 1. Your Workforce Is More Diverse—and More Demanding​Malaysia’s labor market is in flux. Gen Z is entering in droves, millennials are feeling the squeeze in middle management, and women continue to face pay gaps. According to the report, 47% of Gen Z globally say they might leave their current jobs in the next six months. Millennial managers are also reporting burnout, with 53% experiencing daily stress.In Malaysia, Gen Z and millennials could make up over 70% of the workforce. Globally, they’re expecting more from their employers in terms of flexibility, well-being, and purpose.​What you can do:Develop clear career paths and mentorship programs.Conduct regular well-being check-ins.Make employee listening a formal part of your culture.​2. Flexibility is Non-Negotiable, but Not One-Size-Fits-All​In Malaysia, the gig economy is growing—more than 17% of the country’s workforce are working in the gig economy, a rise of 25% from 2021 to 2023 (from 2.4M to 3.0M). But here’s the catch, our research globally shows: 72% of Gen Z workers till value in-person interactions at work, and 59% feel the same even or virtual socialization.​What you can do:Offer a hybrid workplace strategy with purpose-built collaboration spaces.Redesign your office to facilitate meaningful in-person engagement.Use workforce planning to decide which roles are fit for gig-style work.​3. You Need a Digital Workforce Strategy Yesterday​Digital transformation is not a buzzword—it’s a survival strategy. Our report finds that 76% of IT employers globally struggle to find skilled talent. Yet, only 27% of workers say they have a career plan.In Malaysia, ICT and e-commerce contributed 23.5% to Malaysia’s economy with a value of RM427.7 billion in 2023, but employers still face huge digital skills gaps.​What you can do:Invest in talent intelligence tools to identify skills adjacencies.Offer bite-sized learning opportunities that build career durability.Partner with upskilling providers to future-proof your workforce.​4. Geopolitical Risks and Sustainability Are No Longer Future Concerns​A staggering 38% of CEOs globally have cancelled business plans due to political risk. Closer to home, Malaysia’s exposure to regional supply chain disruptions and environmental risks means business continuity planning must include workforce considerations.At the same time, green jobs are rising. The report forecasts 30 million green jobs globally by 2030. Malaysia has already committed to green transformation as part of the MADANI Economy framework and energy transition roadmap, and thousands of job openings.​What you can do:Begin planning workforce transitions into green roles—upskill internally where possible.Leverage government programs that support sustainability-linked employment.Add green skill components into existing training programs. 5. You Have the Power—But You Still Need to Listen​Interestingly, 65% of employers globally believe the powerbalance has tipped in their favor. While that may be true short-term, ignoring employee sentiment is risky.​Only 48% of employees feel engaged at work, while 83% of leaders think their teams are engaged. That disconnect can lead to attrition, poor productivity, and brand reputation damage.​What you can do:Introduce employee experience platforms to track sentiment in real-time.Be transparent with internal communications and HR policies.Regularly update your EVP (Employee Value Proposition) to stay relevant.How can a recruitment agency help you?​In today’s fast-evolving world of work, navigating workforce challenges requires more than just hiring talent, it demands strategic partnership. A recruitment agency like Manpower Malaysia can help employers stay ahead of the curve by providing workforce solutions that align with the latest trends, from building diverse, multi-generational teams to enabling flexible work models and closing critical skills gaps.​Whether you need support in workforce planning, talent mapping, contract staffing, or upskilling programs, we help organizations design future-ready talent strategies. With deep local market knowledge and access to global workforce insights, we can help you find the right people, foster employee engagement, and build sustainable teams that thrive in a changing world like including preparing for the green economy, embracing digital transformation, and creating meaningful employee experiences.​Ready to shape the future of work with confidence? Let’s explore how we can help you achieve your workforce goals.​Final Thoughts​The future of work in Malaysia isn’t a question of if change will come, as it’s already here. There's a lot to navigate, from workforce composition to workspace design and digital skills gaps, but here’s the good news: you don’t have to do it alone.At ManpowerGroup Malaysia, we help businesses like yours to decode the trends, understand your talent gaps, and build future-ready teams. Whether you’re exploring contract staffing, talent intelligence, or upskilling strategies—we’ve got your back.​Ready to adapt with confidence? Let’s talk. Email us at [email protected] 

Embracing the Coachable Mindset: Navigating the Malaysian Career Landscape​In today's fast-paced and competitive job market, especially in Malaysia, having the right mindset gives you the ultimate edge. One trait that’s often overlooked but extremely valuable is being coachable. In a world where lifelong learning is becoming the norm, coachability is like your secret career superpower. It allows you to grow faster, connect better, and adapt more smoothly to change, which are all crucial in our dynamic local landscape.​So, What Does It Mean to Be Coachable?​Let’s break it down. Being coachable means you're open to learning, receptive to feedback, and eager to improve. It's about recognizing that no one knows everything and being willing to learn from others. In the Malaysian workplace, this mindset shows that you're not just another employee, but instead you're someone who’s invested in growing.​A coachable person is open to constructive criticism, takes ownership of their mistakes, and actively seeks guidance. This approach not only improves performance but also builds a solid reputation among peers and leaders. In Malaysia, where hierarchy and respect for authority still play a big role in many companies, showing a willingness to learn from your seniors can go a long way.​Why Being Coachable Matters More Than Ever in Malaysia​The Malaysian workforce is experiencing significant transformations, driven by technological advancements and shifting economic landscapes.- In this context, employees who exhibit coachability are better positioned to navigate changes, acquire new skills, and contribute meaningfully to their organizations. Employers increasingly value staff who are open to guidance and can integrate constructive feedback into their professional development.​Malaysia’s workforce is rapidly evolving. From IR 4.0 initiatives to hybrid workplaces and tech-driven industries, adaptability is no longer optional. According to the National Human Capital Conference & Exhibition (NHCCE) 2023 hosted by HRD Corp, organizations that prioritized employee development and coaching see stronger business performance. In this environment, coachability is a clear advantage.​HRD Corp has consistently encouraged companies to foster learning environments and support upskilling through structured training and informal feedback loops. Coachability plays right into that. When you’re open to learning, you naturally align with what progressive employers want.​The Benefits of Being Coachable​1. Faster Learning & GrowthCoachable individuals soak up knowledge like sponges. Instead of learning by trial and error, they learn from the experiences of others. Whether from a mentor, a manager, or a peer, every bit of feedback becomes a building block. Why reinvent the wheel when someone can show you a shortcut?​2. Stronger Relationships at WorkBeing open to feedback builds trust. When your colleagues see you responding positively to advice, it creates a healthy feedback culture. In Malaysia's diverse and team-oriented workplaces, this kind of attitude fosters stronger collaborations and smoother communication.​3. Adapting with EaseIndustries in Malaysia are being reshaped by automation and AI. According to a report by the Khazanah Research Institute, more than half of all current jobs in Malaysia are at high risk of being affected by automation in the next one to two decades. Coachable professionals are better prepared to adapt because they're already used to learning new things and adjusting how they work.​​​4. Leadership PotentialBeing coachable isn’t just for junior staff. Great leaders stay open to learning, too. In Malaysia, where leadership is often associated with experience, blending that with coachability creates a powerful balance. Leaders who listen, adapt, and grow build stronger, more loyal teams.​What Happens When You're Not Coachable?​On the flip side, not being coachable can stunt your growth. You might miss valuable feedback, repeat the same mistakes, and struggle to build trust with your team. Worse, it can cost you opportunities. A recent discussion on LinkedIn Malaysia highlighted that many employers have passed over candidates during promotions simply because they refused to accept feedback constructively.​For instance, in a feature on The Star, a senior recruiter shared how a candidate with excellent technical skills lost out on a job because of a reputation for being difficult to work with and unreceptive to input. The team felt the candidate wouldn’t thrive in a collaborative environment. That’s the real-world cost of not being coachable.​How to Be More CoachableEmbrace feedback, even if it's uncomfortable.Ask questions and actively seek input from mentors and peers.Reflect on what you’ve learned and how you can apply it.Be willing to adjust your behavior and mindset.Recognize that growth takes time and effort.​Conclusion​In Malaysia’s fast-moving job market, being coachable isn’t optional—it’s essential. It keeps you relevant, strengthens relationships, and fuels career growth at every stage. Whether you’re starting out or stepping up, a willingness to learn is your ticket to lasting success.​ So next time feedback comes your way, embrace it. That advice could unlock your next big break.

​Hey there! Thinking it's time to give your resume a little TLC? Let's dive into six straightforward ways to spruce it up and make it shine in the Malaysian job market.​1. Embrace the Digital ShiftIn today's tech-savvy world, having a digital-friendly resume is a game-changer. Platforms like JobStreet and LinkedIn are where many Malaysian employers scout for talent. By tailoring your resume for these platforms, you increase your visibility and chances of landing that interview. In a recent article, The Star highlighted the increasing importance of digital tools for job seekers in Malaysia, urging candidates to not only update their resumes but also ensure they’re optimizing their social media presence to meet the expectations of modern recruiters.​2. Sprinkle in Those KeywordsEver noticed how certain words or phrases seem to repeat in job ads—like “project management,” “data analysis,” or “client engagement”? That’s no coincidence. These keywords reflect what employers are actively looking for. Tools likeTagcrowd.com, Jobscan.co, and Careerist’s Resume Keyword Scanner can help you quickly identify the most common terms in a job description. Just paste the text into these tools, and they’ll highlight the recurring words. Once you spot the patterns, naturally incorporate those keywords into your resume, especially in your skills, work experience, and summary sections. This not only helps your resume pass Applicant Tracking Systems (ATS), which many Malaysian companies use, but also shows hiring managers that your experience and language are aligned with their needs. It's a small tweak that can make a big difference in getting noticed.​3. Trim the ExcessLess is more. Remove outdated experiences or skills that don't align with your current career goals and maybe swap out that old email address for something more professional. In today's competitive job market, especially for Gen Z and considering the impact of AI, a concise and targeted resume is crucial. Malaysian employers value relevance, so remove outdated experiences or skills not directly aligned with your career goals to highlight your most impactful qualifications. Furthermore, ensure your professional online presence starts with a suitable email address.​4. Add a Personal Touch with VideoConsider creating a short video introduction. It’s a fantastic way to showcase your personality and communication skills. Plus, it demonstrates your comfort with modern tech—a trait many employers value. A study highlighted by The Star revealed that bosses are looking for skills first, with communication and leadership being among the top in-demand skills. This shift indicates that showcasing your abilities through mediums like video resumes can be advantageous. ​Malaysian job seekers have begun to embrace this trend with notable success. For instance, Nur Hidayah Sazali created a one-and-a-half-minute video resume that led to three job interviews. She believed that her video resume allowed her to express her personality and stand out to potential employers. ​Similarly, Nadhirah Mohamad secured an interview for a radio traffic presenter position through her video resume. She noted that this approach helped employers gauge her soft skills and personality, aspects that traditional resumes might not effectively convey, as reported by The Star. ​5. Sync Up with LinkedInEnsure your LinkedIn profile mirrors your resume. Consistency is key, and many Malaysian recruiters will cross-reference the two. An updated LinkedIn profile can provide a more comprehensive view of your professional journey. Recruiters often cross-reference the two to verify consistency and gain a comprehensive understanding of your professional background. Discrepancies between your resume and LinkedIn profile can raise red flags for potential employers. While specific recent cases of candidates missing interviews due to mismatched information are not widely documented, the importance of aligning these documents is emphasized by recruitment experts.​6. Get Your Resume Out ThereOkay, so you've polished your resume. Great! But uploading it to just one job portal? That’s like putting up a “For Sale” sign and hiding it behind your house. Don't just stop at one platform. Upload your resume to various job portals like JobStreet, Indeed, Hiredly, and Manpower. The more places your resume resides, the higher the chances of it being seen by potential employers. In Malaysia’s competitive job market, visibility is everything. The more platforms your resume lives on, the more eyes you attract, especially from employers actively scouting talent.​By following these steps, you're not only updating a document, you're enhancing your professional brand in the Malaysian job market. Ready to take the next step in your career journey? Let's make it happen!​​​

​What if I told you that the rise of artificial intelligence (AI) is not a threat to your career, but one of the greatest opportunities you'll ever encounter to become truly indispensable?Yes, AI might be able to crunch numbers and analyze data faster than you can say “algorithm,” but it lacks the depth, creativity, and human touch that you can offer. You see, AI is not about replacing humans with machines. It's about unlocking the full potential of people by leveraging the power of technology.Imagine a world where AI takes care of the mundane, the repetitive, and the predictable, freeing you up to tackle the most complex, challenging problems of our time. It's about creating a future where your unique expertise is more valuable than ever before; a future where the specialist reigns supreme.​The Generalist's Dilemma​Let's face it: being a jack-of-all-trades isn't what it used to be. In the past, generalists were the go-to folks in the workplace. They could juggle multiple tasks, wear different hats, and adapt to any situation. But with AI getting smarter by the day, the role of the generalist is starting to look about as relevant as a rotary phone.Think of AI as that super-smart kid in your class who always had their hand up first (though, admittedly, at times AI is also your annoying friend at the bar, providing confident rather than competent explanations of things they don’t truly understand). This tech whiz can chew through data, spot patterns, and get stuff done faster than you. So, if you're a generalist, you might be feeling a bit like a dinosaur eyeing the big, scary meteor of AI heading straight for you.But it doesn't have to be all doom and gloom. Adapting is something we humans are good at. Remember when emails took over and we thought it was the end of face-to-face communication? We adapted.So, it's time for generalists to adapt again. Learn new skills, embrace tech like AI, and figure out how we can work alongside it instead of competing against it. After all, if we're the jack-of-all-trades, surely we can add 'AI collaborator' to our list of roles.​The Specialist's Superpower​Despite all the hype, there's something that AI still can't touch - our unique, specialized knowledge. Remember that time when your specific skills made a real difference? That's what I'm talking about.Now, don't get me wrong. AI is impressive. It can do a lot of stuff. But compared to the depth of human knowledge in specific fields? Not even close. It's like comparing a microwave dinner to a gourmet meal. The microwave is faster, and it gets the job done, but it doesn't come close to the depth of flavor, the perfect balance, and the artistry that a well-trained chef brings to the table.Would you trust AI, regardless of its sophistication, to perform a complex procedure like brain surgery? The answer, most likely, is a resounding no. Certain tasks, especially those that require a high degree of precision, expertise, judgment, and more importantly, creativity, remain the exclusive domain of people. They require the human touch and the ability to adapt to the unexpected and make critical decisions on the fly, traits that machines and AI, despite their advancements, are yet to master.And that’s a specialist’s superpower.​Becoming a “Human in the Loop”​So, how do you ensure your relevance in the age of AI? The answer lies in becoming what I like to call a “human in the loop.” Basically, you want to be the person who can use AI tools to your advantage, but also bring your own special sauce to the table.For example, let's say you're a seasoned financial analyst. You could harness the power of AI algorithms to analyze vast amounts of market data, identify trends, and predict potential risks and opportunities. However, it's your deep understanding of the financial markets, economic principles, and the ability to interpret the results in context that will enable you to provide valuable insights and make strategic recommendations to mitigate potential losses.Or let's say you’re a skilled data analyst in the healthcare industry. You could utilize AI algorithms to process vast amounts of patient data and identify potential risk factors. However, it's your deep understanding of the healthcare system and the ability to interpret the results that will enable you to make meaningful recommendations to improve patient outcomes.By combining your specialized expertise with AI tools, you become a superhero of productivity. You're not just working harder; you're working smarter. And that is how you stay ahead of the curve.Embrace the AI Revolution​In a world where technology is advancing at an unprecedented pace, it's natural to feel overwhelmed and uncertain about your place in the workforce. But you’re not just a cog in the machine and AI does not signify the end of human expertise – it's the onset of a new era where specialists have the power to shape the future of work.Leverage your unique skills, stay adaptable, be curious, proactive, and never stop learning. The world needs your specialized expertise now more than ever, and with the right mindset and tools, you can achieve incredible things. Because in the end, it's not about beating the machines – it's about leveraging their power to become the best version of yourself. You possess the creativity, empathy, and strategic thinking that machines can't replicate – and that's what will set you apart.This blog was written by Dr. Tomas Chamorro-Premuzic, Chief Innovation Officer at ManpowerGroup.

​Bridging Purpose and Productivity: What Malaysian Employers Must Know About Gen Z Talent​As an employer in Malaysia, you're likely navigating an evolving workforce where traditional talent acquisition and retention strategies no longer guarantee success. With a rapidly shifting job market, two key factors are reshaping how businesses attract and engage talent: the rising influence of Generation Z and the workforce's pursuit of purpose-driven careers.​ManpowerGroup’s Global Gen Z Report and Malaysia Workforce Survey 2024 both reveal powerful insights to take note of. From the motivations of young professionals to their expectations of employers, one thing is clear—businesses that fail to align with these trends risk losing access to a large portion of the emerging workforce.​So, how do you attract, train, and retain Gen Z talent while meeting their needs for purpose, flexibility, and career growth? Let’s dive in.​1. Purpose is a Non-Negotiable Factor for Gen Z in Malaysia​According to the Malaysia Workforce Survey 2024, a staggering 98% of Malaysian workers are looking for meaning in their careers. This number surpasses the regional average and signals a shift in how talent evaluates job opportunities.For Gen Z:86% say having a sense of purpose is key to workplace satisfaction.90% consider a company's social and environmental responsibility when choosing an employer.45% are open to side gigs to expand their professional development.What This Means for YouIf you want to attract and retain Gen Z employees, your employer brand must highlight more than just a paycheck. Gen Z wants to work for companies that:Align with their values.Offer opportunities for continuous learning.Take concrete actions toward sustainability and social impact.Foster a workplace culture where they feel valued and engaged.Key Action: Develop strong Employer Branding Campaigns that showcase your commitment to sustainability, employee well-being, and career growth opportunities.​2. The Gen Z Talent Retention Challenge: They Are Ready to Leave​The Global Gen Z Report reveals an alarming statistic: 47% of Gen Z workers plan to voluntarily leave their current jobs within the next six months. Additionally, 34% believe they will be forced to leave due to job market uncertainty or lack of alignment with their needs.One major concern? Gen Z workers feel disengaged. Compared to previous generations, they experience:Lower workplace engagement.Higher daily stress levels (52% report experiencing high stress).Limited mentorship and career coaching opportunities.What This Means for YouGen Z employees are looking for career security, but not necessarily in traditional ways. They value stability but also want autonomy and flexibility. If they don’t see a clear growth path, they will seek alternative opportunities.​Key Action: Implement Personalized Career Development Plans, including:On-the-job learning experiences (42% of Gen Z prefers this method).Cross-functional training and job rotation programs.Regular mentorship and career coaching sessions.​3. The Skill Mismatch: Employers vs. Gen Z​Despite Gen Z’s enthusiasm to learn, 40% of global employers believe that recent graduates are unprepared for the workforce, with 94% admitting to avoiding hiring fresh grads at times.Why?70% of leaders cite "poor work ethic" as the main reason graduates struggle.Employers feel Gen Z lacks fundamental business and workplace skills.At the same time, Gen Zers are multi-skilled and adaptable, but they need structured guidance to thrive in corporate environments.​What This Means for YouInstead of dismissing Gen Z as "unprepared," employers should focus on training and integration. Businesses that proactively invest in developing Gen Z talent will gain a competitive advantage.​Key Action: Introduce Structured Training and Upskilling Programs, such as:Soft skills boot camps (communication, collaboration, problem-solving).Digital upskilling in areas such as AI, automation, and project-based work.Workplace mentorship programs that support career development.​4. Rethinking Hiring Strategies: The Future is Personalization​Traditional recruitment methods do not work for Gen Z. This generation expects a tailored approach that recognizes their individual skills and career aspirations.Rather than hiring in bulk or for rigid job descriptions, companies must focus on personalized recruitment experiences that:Highlight growth opportunities within the company.Allow for flexible career paths (including project-based work).Provide meaningful onboarding experiences.What This Means for YouIf your hiring process still relies on outdated models, you are likely losing top young talent to competitors who embrace agility and personalization.​Key Action: Revamp your recruitment to align with Gen Z’s expectations:Move beyond traditional job ads—use engaging employer branding, real employee testimonials, and social media outreach.Adopt AI-powered talent assessments to match candidates with roles based on skills, not just experience.Create a clear value proposition that explains why working with your company benefits their long-term career.​Final Thoughts: How ManpowerGroup Can Help​At ManpowerGroup Malaysia, we understand that hiring Gen Z talent isn’t just about filling vacancies—it’s about creating future-ready workforces.​Through our Workforce Solutions, we help businesses:​Develop purpose-driven hiring strategies that resonate with the next generation.Implement training and upskilling programs that reduce turnover and increase productivity.Provide workforce analytics and insights to ensure companies stay ahead of talent trends.​The workplace is changing fast. The companies that adapt now will be the ones attracting and retaining the best talent of the future.​Let’s build your future-ready workforce together. Want to learn more about hiring and managing Gen Z talent effectively? Download ManpowerGroup’s latest Gen Z workforce report today.Ready to align your talent strategy with the next generation of workers? Contact us today.​By Mohammad Kashif 

​Gen Z Guide: How to Build a Strong Relationship with Your Manager Early in Your Career​Starting your first job—or even just a new role—can feel overwhelming. You want to prove yourself, learn quickly, and make an impact. But one of the most important factors for success is something many don’t focus on enough: building a great relationship with your manager. ​According to ManpowerGroup’s Gen Z Report, young professionals often feel disconnected at work: 43% of Gen Z believe leaders need to be more effective at addressing their needs. 52% experience high levels of workplace stress daily. Only 39% have a mentor or coach to help them navigate their careers. This shows that many Gen Z workers struggle to connect with leadership and get the support they need. But here’s the good news: you can take action to bridge the gap and build a strong professional relationship with your manager—starting from day one. ​1. Be Proactive in Understanding Expectations ​One common challenge for Gen Z workers is unclear expectations. You might feel like your manager isn’t giving enough direction—but have you actively sought clarity? ​How to Improve This: Ask questions early—don’t wait until your first performance review to understand what success looks like. Request a one-on-one meeting in your first week to discuss goals, priorities, and how your performance will be measured. Use AI tools like ChatGPT to help structure your questions: "What are the top five things I should clarify with my manager in my first 30 days?" Why This Works: Managers appreciate employees who take ownership of their roles rather than waiting for guidance. ​2. Show Initiative—But Don’t Overstep ​​Gen Z is known for being tech-savvy, innovative, and eager to contribute. But sometimes, enthusiasm can be misinterpreted as overconfidence or impatience. ​How to Improve This: Instead of suggesting big changes too early, first observe, learn, and ask for feedback on your ideas. Offer to help on projects outside your job scope—this builds trust and showcases your potential. Use AI to upskill quickly in areas where you feel less confident (e.g., LinkedIn Learning, Coursera). Why This Works: Managers value employees who are problem-solvers—but also those who take time to understand company processes before trying to disrupt them. ​3. Communicate the Way Your Manager Prefers ​A big reason why manager-employee relationships fail is misaligned communication styles. ​​How to Improve This: Observe how your manager communicates—Do they prefer emails, quick chats, or structured reports? Ask them directly: "How would you prefer me to update you on my progress—weekly reports, emails, or quick check-ins?" Adapt to their style rather than expecting them to adapt to yours. Why This Works: Your manager is more likely to appreciate and engage with you if you make communication easy for them. ​4. Seek Feedback Regularly ​One major finding from the Gen Z Report is that young professionals crave more guidance and feedback—yet many don’t ask for it directly. ​How to Improve This: Request a monthly check-in to discuss your progress, challenges, and growth opportunities. Don’t just ask generic questions like, “How am I doing?” Instead, try: "What’s one thing I could improve this month to be more effective in my role?" If feedback is vague, use AI to reframe it into actionable steps: "ChatGPT, how can I turn this feedback—‘You need to be more strategic’—into clear action items?" Why This Works: Managers appreciate employees who take ownership of their development. ​5. Manage Up—Help Your Manager Succeed ​Many Gen Z workers don’t realize that their managers are under pressure too. If you can make their job easier, they’ll trust and value you more. ​How to Improve This: Be solution-oriented—If you bring a problem to your manager, always have a proposed solution. Stay ahead by anticipating what your manager needs before they ask. Track your accomplishments and report progress proactively—this shows accountability. Why This Works: When you help your manager succeed, they’re more likely to support your career growth in return. ​6. Set Boundaries While Remaining Flexible ​While Gen Z prioritizes work-life balance, 70% still value job stability and structure. That means it’s important to set clear boundaries—but in a professional way. ​​How to Improve This: If your manager expects you to be available 24/7, have an open discussion about work-life balance. Phrase it positively: "I want to make sure I’m at my most productive during work hours. Can we align on expectations for after-hours communication?" Use AI tools like Motion or Sunsama to manage time effectively and boost productivity. ​Why This Works: Managers respect employees who prioritize efficiency and set clear, reasonable boundaries. ​​Final Thoughts: Build Trust Early for Long-Term Growth ​A strong relationship with your manager is a career accelerator. By being proactive, adaptable, and consistently delivering value, you position yourself for mentorship, promotions, and greater opportunities. ​Looking for a career move where leadership values your growth? Let ManpowerGroup connect you with top employers who prioritize talent development! ​Browse hundreds of opportunities and apply in just a few clicks. Start here: https://manpower.com.my/jobs​By Mohammad Kashif​​Related articlesGen Z Guide: How to Plan Your Career Growth & Keep Learning for Long-Term Success​​

​Gen Z Guide: How to Plan Your Career Growth & Keep Learning for Long-Term Success​​​The world of work is evolving faster than ever, and as a Gen Z professional, your career path won’t be linear like it was for previous generations. Instead, continuous learning, adaptability, and strategic career planning will define how far and fast you grow.​​​Our Gen Z Report found that:​​59% of Gen Z workers haven’t received any skills training in the past six months.​​Only 39% say they have a mentor or coach for career guidance.​​34% feel they don’t have enough opportunities to achieve their career goals in their current company.​​​This means many Gen Z professionals feel stuck, uncertain, or unsupported when it comes to career growth. But you don’t have to wait for your company to invest in you. You can take charge of your own career development and continuous learning.​​​Here’s how you can proactively plan your career and build skills that future-proof your success.​​​1. Take Ownership. No One Else Will Do It for You​​​Many employees expect their company to create a career development plan for them, but the reality is that you need to take charge of your own growth.​​​How to Take Action:​​Assess where you are today—List your current skills, strengths, and areas for improvement.​​Identify your career goal—Do you want to be a manager? A specialist? A business owner?​​​​Use AI to research career paths:"What are the typical career paths for a [job role] in [industry]?​​Break your goal into small milestones: Plan what skills and experiences you need at each career stage.​​​Why This Works: When you have clarity on where you want to go, you can proactively seek opportunities instead of waiting for promotions.​​​2. Keep Learning—Your Degree Is Just the Starting Point​​​Traditional education isn’t enough anymore—employers now prioritize skills over degrees. That means you need to keep upskilling, reskilling, and learning new things throughout your career.​​​How to Take Action:​​Use LinkedIn Learning, Coursera, or Udemy to take short courses on industry-relevant skills.​​Follow thought leaders on LinkedIn and join listen to industry podcasts to stay updated.​​Use AI tools to summarize books, research new skills, and stay ahead.​​Set a monthly goal. Learn at least one new skill every quarter.​​​Why This Works: The most successful professionals are always learning. You stay competitive and open yourself to better opportunities.​​​3. Find a Mentor. Learn from Those Who’ve Been There​​​​​One of the biggest challenges Gen Z faces is a lack of mentorship. Only 39% report having a mentor or coach. Without guidance, you risk making slow progress or career mistakes.​​​How to Take Action:​​Identify people you admire. They could be senior colleagues, industry experts, or professionals on LinkedIn.​​Ask for advice. Send a simple message like:"Hi [Name], I really admire your career journey in [industry]. I'd love to hear your advice on how to grow in this field. Would you be open to a short virtual chat?"​​Join mentorship platforms like ADPList, LinkedIn Mentorship, or company-led programs.​​​Why This Works: Successful people love helping others—and the right mentor can open doors you didn’t even know existed.​​​4. Build a Personal Brand. Make Opportunities Come to You​​​Many hiring managers check LinkedIn before making hiring decisions. Having a strong online presence can attract recruiters, partnerships, and career opportunities without you even applying.​​​How to Take Action:​​Optimize your LinkedIn profile. Consider using AI tools like to improve your headline and bio.​​Share insights about your field. Post about projects you’re working on, key industry trends, or lessons learned.​​Engage with posts from thought leaders relevant in your sector. This increases visibility among industry players.​​​​​Why This Works: The more you showcase your expertise and insights, the more opportunities will come your way naturally.​​​5. Gain Experience Even Outside of Your Job​​​Many Gen Z workers say they don’t have enough opportunities to advance. If that’s the case, create your own experience instead of waiting for permission.​​​How to Take Action:​​Look for side projects, freelance gigs, or volunteer opportunities to build skills.​​Take contract-based or short-term roles—many companies are shifting to project-based hiring.​​Use platforms like Upwork or Fiverrto get real-world experience and build a portfolio.​​​Why This Works: Real-world experience makes you stand out—and companies value hands-on learning over theoretical knowledge.​​​6. Stay Adaptable: The Future of Work is Changing Fast​​​By 2030, the workforce will shift to more project-based work, and companies will need multiskilled professionals. Flexibility and adaptability will be key career strengths.​​​How to Take Action:​​Be open to hybrid roles—many future jobs will require a mix of technical and soft skills.​​Learn about AI, automation, and digital transformation—these will shape future career paths.​​​​Use AI to research industry trends. Ask:"What are the most in-demand skills for [industry] in 2025?"​​​Why This Works: The more flexible and multiskilled you are, the more valuable you become to employers.​​​Final Thoughts: Take Control of Your Future​​​Your career growth isn’t just about promotions—it’s about constantly learning, adapting, and making strategic moves.​​Looking for an employer who values career development? Let ManpowerGroup connect you with companies that invest in talent and upskilling! By Mohammad Kashif​​

​ManpowerGroup ContactMohammad KashifHead of Marketing & Project SolutionsManpowerGroup [email protected]​APAC Hiring Intentions Strengthen as Employers Express Optimism for Q2 2025​The Net Employment Outlook for Q2 2025 in Asia Pacific is 30%, up 3 points from both Q1 2025 and Q2 2024.Employers in India (+43%), China (+32%) and Singapore (+27%) report the strongest outlooks in the region, while Hong Kong shows the most cautious outlook (+11%).The Information Technology sector continues to lead hiring intentions (+42%), followed by Financials & Real Estate (+34%) and Industrials and Materials (+31%).Larger organizations demonstrate the strongest hiring intentions, with companies of 5,000+ employees reporting the strongest outlook (+38%).​MALAYSIA (11 MARCH, 2025) – The latest ManpowerGroup Employment Outlook Survey reveals a strengthened hiring outlook across the Asia Pacific (APAC) region for Q2 2025, with a Net Employment Outlook (NEO) of 30%. This represents an increase of 3 points compared to both the previous quarter and Q2 2024.​The Survey, which gathered data from over 10,078 employers across seven APAC countries and territories, indicates a growing confidence in the region's labor market as businesses look to expand and invest in talent.​“The latest uptick in hiring intentions across APAC is a promising sign for the market. When compared to the previous quarter, the increased hiring intentions employers are reporting this quarter reflect the region’s adaptability and persistent focus on growth,” said François Lançon, Regional President, Asia Pacific & Middle East.​Besides employment Outlooks, the APAC report also shed light on the main reasons for staffing increases. 42% of employers in APAC report company expansion as the top reason for staffing increases, followed by new ventures requiring new roles (33%), and tech advancements needing more expertise (31%).​“Companies across APAC are proactively shaping their workforce for long-term growth and innovation. The focus on technology and expansion reflects a strategic pivot to future-proof businesses, ensuring competitiveness in a rapidly evolving global landscape. Initiatives like China's AI investment fund, Hong Kong’s investment in an AI Research and Development Institute, and Singapore’s New Enterprise Compute Initiative are fueling demand for skilled talent, particularly in tech and AI. These efforts underscore the region’s drive toward technological leadership, even amid economic challenges, solidifying APAC’s position as a hub of resilience and opportunity,” Mr. Lançon said.​Used internationally as a bellwether of labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire.​HIRING INTENTIONS BY REGION​Asia Pacific (APAC):The region reports the strongest regional Outlook with 30%, showing a 3 points increase from both the previous quarter and year-over-year.India leads global hiring confidence with an Outlook of 43%The region leads in creating new roles due to tech advancements, with Taiwan (39%) and India (38%) as frontrunnersThe Americas:With an Outlook of 29%, hiring intentions are unchanged since the previous quarter but up 3 points when compared to the same period last year.Employers in the U.S.A. (34%), Mexico (33%), Canada (32%), and Costa Rica (32%) reported the strongest hiring intentions across the regions for Q2However, Argentina reports the lowest global Outlook at 0%, reflecting continued economic challengesEurope and the Middle East:Hiring expectations remain the lowest regionally (20%) but have strengthened by one point since Q1 2025 and four points year-over-year.The UK (31%), the Netherlands (27%), and Norway (27%) report the strongest hiring intentions in the regionThe strongest Outlook globally for the Energy and Utilities industry vertical was reported by employers in Switzerland (59%), Healthcare and Life Sciences in Austria (55%), and Transport, Logistics, and Automotive in the Netherlands (53%)​To view the complete results for the Q2 2025 ManpowerGroup Employment Outlook Survey, including regional and country data, visit: www.manpowergroup.com.sg/meos-apac. The next survey will be released in June 2025 and will report hiring expectations for the third quarter of the year.​# # #​About the SurveyThe ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key labor market indicator. The Net Employment Outlook (NEO) is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.​Survey MethodologyThe methodology used to collect the data for the Employment Outlook has been digitized in 41 markets for the Q2 2025 report. Survey responses were collected in January 2025. The question asked and the respondent profile remains unchanged. Size of organization and sector are standardized across all countries and territories to allow international comparisons.​About ManpowerGroupManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower,Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th time – all confirming our position as the brand of choice for in-demand talent.For more information, visit www.manpowergroup.com, or follow us on LinkedIn,X,Facebook, and Instagram.​Forward-Looking StatementsThis press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, and industries, economic uncertainty, and workforce trends. Actual events or results may differ materially from those contained in the forward-looking statements, due to risks, uncertainties, and assumptions. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.​

Hiring Gen Z? Here’s How to Optimize Their Productivity from Day One​Gen Z is entering the workforce in record numbers, and they’re bringing a new set of expectations, skills, and challenges. As an employer, you may have already noticed that traditional hiring and management strategies don’t always work with this generation.​Some are highly ambitious, multiskilled, and eager to learn—but they also demand purpose, flexibility, and personal growth. Others feel disconnected from their employers, leading to low engagement and high turnover. In fact, 47% of Gen Z workers are planning to leave their jobs within the next six months.​So, what does this mean for you? If you want to unlock their full potential, you need to rethink how you recruit, onboard, and engage Gen Z employees. Here’s how to do it.​1. Make the Hiring Process Personalized and Transparent​Gen Z has grown up in a world of instant access to information. They expect clarity and authenticity in every interaction—including hiring.​What you can do:Personalize the hiring experience—treat candidates as individuals, not just another resume in the pile.Be upfront about career growth, responsibilities, and company culture. They value transparency and won’t stick around if they feel misled.Show them a clear path forward—they need to understand how they’ll contribute and grow within your company.​2. Provide Ongoing Learning & Upskilling Opportunities​This is a multiskilled generation, and they’re constantly looking for ways to improve. 42% of Gen Z say that on-the-job training is the best way to grow their careers.​What you can do:Offer bite-sized digital learning, mentorship programs, and cross-functional experiences.Create "learning while working" opportunities, such as job shadowing, skills rotations, or collaborative projects.Recognize and reward learning efforts. If they feel their development is valued, they’ll be more engaged.​3. Create a Culture That Supports Mental Well-Being​Gen Z is the most stressed generation in the workforce. 52% report experiencing high levels of workplace stress daily, compared to just 33% of Baby Boomers. If you want them to be productive, you need to make well-being a priority.​​What you can do:Foster a culture of support—check in regularly, encourage breaks, and promote work-life balance.Provide mental health resources, flexible work arrangements, and employee wellness programs.Reduce unnecessary stressors like unclear job expectations or a lack of feedback.​4. Give Them a Voice (and a Seat at the Table)​43% of Gen Z workers believe that leaders need to do more to address their needs. Unlike previous generations, they don’t just want to be managed—they want to be heard.​​What you can do:Encourage open feedback loops through town halls, surveys, and small-group discussions.Let them own projects and make real contributions—not just execute orders.Involve them in innovation initiatives where they can share ideas and fresh perspectives.​5. Rethink Stability: Blend Job Security with Flexibility​Gen Z is expected to drive the rise of the contract workforce by 2030, yet 70% still value job security. They want flexibility without sacrificing stability—a tricky balance for employers.​What you can do:Offer hybrid work models—let them take on different projects while ensuring stability.Rethink rigid job descriptions—give them room to explore new responsibilities and pivot when needed.Ensure fair, structured career paths so they don’t feel like they’re in a "gig economy trap."​Final Thoughts: Build a Workplace Where Gen Z Can Thrive​Hiring Gen Z isn’t about making drastic changes—it’s about adapting to a workforce that thinks differently. When you personalize their hiring experience, invest in their growth, and support their well-being, you don’t just optimize their productivity—you create a workplace where they actually want to stay.​Want to learn more about hiring and managing Gen Z talent effectively? Download ManpowerGroup’s latest Gen Z workforce report today.If you are looking for Workforce Solutions, visit here.By Mohammad Kashif​

​How to Train, Upskill, and Coach Gen Z for Success in the Workplace​Gen Z is entering the workforce faster than ever, bringing new expectations, skills, and work styles with them. They are digitally fluent, ambitious, and eager to learn, yet many employers struggle to engage and develop them effectively.​In fact, 40% of leaders believe recent graduates are unprepared for the workforce, and 94% admit they sometimes avoid hiring them. But here’s the thing—Gen Z isn’t lacking potential; they just need the right kind of training, upskilling, and coaching to thrive.​So, how can you help Gen Z succeed in your organization? Here’s what you need to know.​1. Forget One-Size-Fits-All Training—Personalization is Key​Gen Z grew up in a world of customized content, from Netflix recommendations to personalized social media feeds. They expect the same from workplace training.​What you can do:Tailor learning paths to their individual interests and career goals.Move beyond generic onboarding and offer role-specific, interactive learning experiences.Provide self-paced digital learning, so they can learn at their own speed while balancing work responsibilities.​2. Mix It Up: Use Multi-Dimensional Upskilling​Gen Z isn’t interested in long, lecture-style training sessions. They learn best through hands-on experience, mentorship, and dynamic content.​What you can do:Job shadowing & cross-functional rotations: Let them explore different roles and develop diverse skill sets.Reciprocal mentoring: Pair them with senior employees—they learn from experienced colleagues, and older generations benefit from their tech skills and fresh ideas.Bite-sized, digital learning modules: Short, engaging video lessons from trusted internal & external sources work best.​3. Show Them a Clear Career Trajectory​A major reason Gen Z struggles with engagement is that they don’t see a clear path forward. They need to know where they’re going and how their work contributes to the bigger picture.​What you can do:Give them ownership over projects—allowing them to see the impact of their work.Set clear performance metrics that align with their strengths and growth areas.Create structured promotion paths so they can visualize their career development.​4. Invest in On-the-Job Training​Forget formal classroom settings—42% of Gen Z workers say on-the-job training is the best way for them to learn.​What you can do:Assign real-world challenges early on—learning by doing beats theory every time.Offer mentorship programs where experienced team members can coach GenZers through hands-on projects.Use project-based learning to develop skills while delivering value to your organization.​5. Create a Culture of Continuous Feedback & Coaching​Gen Z craves constant feedback—but not in the traditional annual review format. They thrive on real-time coaching and constructive input.​What you can do:Replace annual reviews with frequent check-ins (monthly or even weekly).Give immediate, actionable feedback to reinforce good habits and correct issues early.Use a two-way feedback system, where Gen Z employees can also share their thoughts on leadership and work culture.​6. Support Their Well-Being & Work-Life Balance​52% of Gen Z employees experience high daily workplace stress, more than any other generation. If they’re burnt out, their productivity and engagement will drop fast.​What you can do:​Offer flexible work arrangements to help them maintain balance.Encourage mental health support, wellness programs, and stress management training.Foster a supportive company culture where employees feel valued, heard, and motivated.​The Bottom Line: Set Gen Z Up for Long-Term Success​Training and upskilling Gen Z isn’t about forcing them into outdated learning models—it’s about adapting to their needs and strengths.​Personalize their learning experiencesUse hands-on, interactive, and digital trainingShow them a clear career path and give them ownershipProvide continuous coaching and real-time feedbackSupport their well-being for sustainable productivity​When you invest in Gen Z’s success, they invest in your company’s future. Want to learn more? Download ManpowerGroup’s latest Gen Z workforce report for deeper insights and action steps.By Mohammad Kashif

Interview Prep: 6 Common interview questions from a recruiter​​​Understanding your interviewer's role and what they're looking for is key to a successful interview. When facing a recruiter, be prepared for questions about soft skills, motivations, salary, and preferences.​An interviewer profile you may encounter during your job search is the recruiter, especially when working with a recruitment agency, such as Manpower, to land your next job. ​Recruiters typically work on multiple open positions at once and are responsible for the primary screening of candidates. To help the recruiter match you to the best available job, be prepared to answer questions that give the recruiter a general understanding of your background and preferences. ​​These questions often revolve around soft skills, reason for leaving, salary expectations, availability, and preferences regarding employment type and industry. By gaining a better understanding of you, recruiters can better match you with suitable job opportunities.Here’s a guide on 6 questions you may encounter and how to answer them. ​1. What prompted you to start looking for a new job?​This question is designed to understand your motivations for seeking a new job. For this question, it’s good to ensure that your response addresses these areas if they’re relevant to you:​Personal growth: Are you looking for new challenges or opportunities to advance your career?Company culture: Are you dissatisfied with the company culture, work environment, or management?Job role: Are you seeking a different role or responsibilities within your field?Compensation and benefits: Are you looking for higher pay, better benefits, or more flexible work arrangements?Location: Are you relocating, looking for a job closer to home, or prefer flexible work arrangements?For example, if personal growth is your main motivation for seeking a new job, you can answer along the lines of: "I've been in my current role for [number] years, and while I've learned a lot, I'm seeking new challenges and opportunities to further develop my skills in [specific area]. I believe a new position at [company name] would allow me to take on more responsibilities and contribute to the team in a more meaningful way."2. Would you be open to both contract and permanent positions?For this question, it’s good to state your preference for contract or permanent roles or if you’re flexible with both. To help substantiate your response, consider the following areas:  ​Career goals: Does your career path lean towards contract work or permanent employment?Personal preferences: Are there personal reasons why you prefer one type of employment over the other (e.g., work-life balance, job security)?For example, if you prefer permanent roles, you can answer: "While I'm open to considering contract opportunities, I generally prefer permanent positions. I value the long-term stability and commitment that comes with a permanent role. It allows me to build deeper relationships with my colleagues, contribute to the company's long-term goals, and invest in my professional development within the organization."​3. Are there specific industries or companies you’re interested in?​This question is designed to gauge your industry preferences and company knowledge. Recruiters, especially those from recruitment agencies, want to understand if you have any industries or companies that you're interested in working for.​For this question, it’s good to state your preference while addressing the following areas in your response:Industry knowledge: Do you have a specific industry in mind that aligns with your interests and career goals?Company research: Have you researched any companies in your desired industry?Career goals: How do your industry and company preferences align with your long-term career aspirations?A template you can use for your response is: "I'm particularly interested in the [industry] sector. I've been following industry trends and developments closely, and I'm drawn to the innovative work being done in this field. Some companies that I admire in this industry include [company names], known for [positive quality or achievement]. If you’re interviewing with an in-house recruiter, mentioning the company you’re interviewing for and its achievements would help make a positive impression on the interviewer and show that you've done your research.After mentioning the company name and its achievements, you can include “I'm impressed by the commitment to [company value or initiative] and believe that my skills and experience would be a valuable asset to the team."​4. Why do you think you're suitable for the role?​This question is designed to assess your self-awareness, confidence, and how well you understand the job requirements. For this question, aim to address the following areas in your response: ​Skills and experience: Highlight your relevant skills and experience that align with the job requirements.​Qualifications: Emphasize your education, certifications, or other qualifications that make you a strong candidate.Cultural fit: Demonstrate how your values and work style align with the company culture.Motivation: Explain why you are passionate about the role and how you can contribute to the team's success.Here’s an example of how you can answer: "I believe I'm a strong candidate for this role due to my [relevant skill 1], [relevant skill 2], and [relevant skill 3]. I have a proven track record of [accomplishment] in my previous roles, which I believe would be an asset to this team. Additionally, my [positive quality] and [positive quality] align well with the company's culture, and I'm motivated to contribute to the team's goals."​5. What is your current notice period, and what are your salary expectations for this position?This question aims to gather essential information about your availability and compensation requirements. By providing accurate details, you can help recruiters efficiently assess your suitability for the role and find a position that aligns with your expectations.​A template answer you can use for this is: "My current notice period is [number] weeks. Regarding salary expectations, based on my research and experience, I believe a salary range of [salary range] would be fair and competitive for this role. However, I'm open to discussing other compensation packages that align with the value I can bring to the company.”​Before you come up with your salary expectations, be sure to do the following:​Research the Market: Understand industry standards and how company size and location affect salaries.Know Your Worth: Assess your qualifications and quantify your accomplishments.Give a Range: Provide a salary range, be flexible, and focus on value.Highlight Value: Emphasize benefits and contributions beyond salary.Prepare to Negotiate: Learn effective strategies and believe in your worth6. If teamwork were a recipe, what would be your secret ingredient for resolving conflicts?​This question is designed to assess your interpersonal skills, conflict resolution abilities, and teamwork approach. To provide a comprehensive answer, address the following areas:​Conflict resolution strategies: - Describe the specific techniques or approaches you use to address conflicts.​Communication skills: Emphasize your ability to communicate effectively and listen to others' perspectives.Teamwork: Demonstrate your commitment to collaboration and finding mutually beneficial solutions.Problem-solving: Highlight your ability to identify the root causes of conflicts and develop effective solutions.For instance, you can answer: "If teamwork were a recipe, my secret ingredient for resolving conflicts would be empathy. Understanding and respecting the perspectives of others is crucial for building trust and finding common ground. By putting myself in others' shoes and actively listening to their concerns, I can create a safe and supportive environment where everyone feels valued and heard. This fosters open communication and collaboration, making it easier to overcome challenges and find mutually beneficial solutions."To elaborate on your response, provide examples of how you have handled conflicts in the past and highlight your ability to maintain a positive and collaborative atmosphere, even in challenging situations.​Ready to level up your career? Our expert recruiters are here to guide you every step of the way. Contact usand take the first step towards achieving your career aspirations.Other related articlesHow to Answer 7 Common Interview Questions15 Interview Questions to Ask Hiring Managers

Plan Your Career Growth While You're Employed – Here's How to Talk to Your Manager​​Don’t wait till you’re unemployed. Invest in career coaching while still employed to clarify your path, set goals, build skills, and position you for success, be it a promotion or transition.​Whether you’re considering a change in your career path or simply want to ensure you’re on the right track, career coaching and proactive planning can be your guide to a successful and fulfilling professional journey.​Career development conversations with a career coach or your manager can help you identify your strengths, values, and career goals, giving you greater clarity on the next steps to take. It can also aid in the development of realistic goals and a roadmap to achieve them, whether seeking a promotion, a career change, or skill development.​Greater clarity and proactive career management can give you the self-assurance needed to pursue your career aspirations, increase job fulfillment and overall well-being.​Many of us have the misconception that career planning and coaching are solely for the unemployed or those who are dissatisfied with their current role. However, these conversations can be helpful regardless of current employment status.The Best Time for Career PlanningIn fact, the best time for career planning is while you’re still employed, here's why.Financial stability:Having a job allows you to explore your options without immediate financial pressure.Leveraging on existing connections:It also allows you to leverage existing professional connections which you may no longer have access to after leaving your current role. These connections may help bring up opportunities you wouldn’t otherwise find.Immediate application of acquired skills:Planning the next step of your career while still in a job will also allow you to immediately use new skills in a professional setting.More leverage during negotiations for internal opportunities:With your manager’s support, such career conversations may open opportunities within your current company. In this case, being a valuable employee can also potentially mean more leverage when negotiating for a promotion or a change in direction.​Tips for bringing up career conversations with your manager​How should you bring such conversations up to your manager? Here are some tips you may find helpful:​Be prepared: To facilitate a productive discussion with your manager, before bringing up the conversation, take some time to think about your career goals and areas of interest as well as how they align with your company values. If you realize that switching paths may be the best option, try to anticipate questions about your reasons for wanting to switch paths.Schedule a dedicated meeting: Communicate your interest in professional development to your manager by scheduling a dedicated meeting. This will help display your seriousness towards taking the next step in your career and show that you value their guidance and time. Be sure to prepare your supervisor on the purpose of the meeting when bringing it up to ensure they are not caught by surprise.Focus on growth within the company: Show enthusiasm for your future with the company while demonstrating a desire to learn and grow by first exploring internal opportunities or skill development programs aligned with your aspirations. This can be in the form of internal job shadowing or mentorship. While doing so, remember to present potential ideas for how your career development can benefit the company.Maintain a positive and collaborative approach: During the conversation, be open to suggestions and collaborate on a growth plan that works for both you and your manager. Keep an open mind and be willing to explore options beyond your initial expectations. In the event your plan is rejected, express your understanding of their concerns and try to understand why. You can also ask for time to refine your plan based on your feedback and schedule a follow-up meeting to show your commitment and initiative.​In conclusion, taking charge of your career doesn't require a burning platform or a looming sense of dissatisfaction. Taking charge of your career, even while employed, can help you gain greater clarity on your goals and your future trajectory, build valuable skills, and position yourself for a promotion or a smooth transition to a new path. With a proactive approach and the right support, you can navigate career changes with confidence and unlock your full potential.​​Ready to take the first step towards a fulfilling career? Explore more resources or let our recruiters help you get a great job and succeed on the job.

​The Rise of the 4-Day Workweek: Pros, Cons, and Implementation​In recent years, the concept of a 4-day workweek has gained significant traction as companies and employees alike seek better work-life balance, increased productivity, and improved well-being. With successful trials in countries like Iceland, New Zealand, and the UK, this model is no longer just a trend, it’s a potential game-changer for the future of work. But is it right for your organization? Let’s explore the pros, cons, and how to implement it effectively.​The Pros of a 4-Day Workweek​1. Increased ProductivityContrary to what some might think, working fewer days often leads to higher productivity. Employees tend to focus better, prioritize tasks, and eliminate distractions when they have a shorter workweek.​2. Enhanced Employee Well-beingAn extra day off allows employees to recharge, spend time with loved ones, or pursue personal interests. This can lead to reduced burnout, higher job satisfaction, and improved mental health.​3. Talent Attraction and RetentionOffering a 4-day workweek can set your company apart in a competitive job market. It’s a compelling perk that can help attract top talent and keep your current team engaged and loyal.​4. Environmental BenefitsFewer commuting days mean a smaller carbon footprint, aligning with sustainability goals and contributing to a greener future.​The Cons of a 4-Day Workweek​1. Not Universally Applicable Some industries, such as healthcare, retail, or customer service, may find it challenging to adopt a 4-day workweek due to the need for continuous operations.​2. Risk of OverworkWithout proper planning, employees might feel pressured to cram five days’ worth of work into four, leading to stress and fatigue.​3. Customer ImpactBusinesses that rely on constant customer interaction may face difficulties maintaining service levels with reduced operating hours.​4. Transition Challenges Shifting to a shorter workweek requires careful planning and adjustment. It may take time for teams to adapt to new workflows and expectations.​How to Implement a 4-Day Workweek​1. Start with a Pilot ProgramTest the model with a small team or department to evaluate its impact on productivity, employee satisfaction, and business outcomes. Use the pilot to identify potential challenges and refine your approach.​2. Set Clear ExpectationsDefine what a 4-day workweek means for your organization. Will employees work longer hours on their four days, or will workloads be adjusted to fit the new schedule? Clear communication is key to ensuring everyone is on the same page.​3. Leverage TechnologyUse tools like project management software, automation, and collaboration platforms to streamline workflows and maintain efficiency. Technology can help bridge the gap created by fewer working days.​4. Monitor and AdjustRegularly gather feedback from employees and track key metrics such as productivity, customer satisfaction, and employee well-being. Be prepared to make adjustments based on the results.​5. Communicate with StakeholdersInform customers, clients, and partners about any changes to your operating hours and how it may impact them. Transparency helps maintain trust and manage expectations.​Is a 4-Day Workweek Right for Your Business?​The 4-day workweek isn’t a one-size-fits-all solution, but for many organizations, the benefits are hard to ignore. By improving employee morale, boosting productivity, and positioning your company as a forward-thinking employer, this model could be a powerful tool for staying competitive in today’s evolving workplace.If you’re considering making the shift, start small, plan carefully, and keep an open mind. The future of work is all about flexibility, and the 4-day workweek might just be the change your business needs to thrive.​By Azmirul Hanif

​Cultivating a Healthy Workplace CultureMany organizations emphasize the importance of developing a strong workplace culture. This has led to the rebranding of Human Resources (HR) departments into "People & Culture" departments, reflecting a shift towards prioritizing employee well-being and engagement. This change arises from a growing concern that the "human" element in the workplace has been diminishing for various reasons.​Creating a positive workplace culture does not necessarily require extravagant investments in snacks, activities, or monetary rewards. Instead, small yet meaningful practices can make a significant impact. Below are five essential practices that organizations can implement to enhance workplace culture effectively:​1. Greetings and Small TalkA simple greeting can set the tone for a positive work environment. Whether it’s saying “Good morning” or “Have a great day,” acknowledging colleagues at all levels—from maintenance staff to the CEO—creates an inclusive and friendly atmosphere. Engaging in small talk, such as asking “How are you today?” or discussing light, positive topics, fosters connections and strengthens team morale.​2. Collective Decision-MakingWhen making decisions, whether for business strategies or casual gatherings, involving employees in discussions promotes transparency and inclusivity. Face-to-face meetings allow individuals to voice their opinions, contribute to outcomes, and feel valued. This approach helps prevent bias and ensures fair participation in decision-making.​3. Respect for AllRespect should be a fundamental value in every workplace. It transcends designation, position, seniority, race, religion, or any other personal attributes. Everyone deserves to be treated with dignity, and fostering a culture of mutual respect helps create a harmonious and productive work environment.​4. Managing Emotions ProfessionallyEmotions play a significant role in workplace interactions. While it is natural to experience feelings such as anger, frustration, or jealousy, it is crucial to manage and express them constructively. Encouraging emotional intelligence and self-awareness helps prevent conflicts and promotes a culture of understanding and collaboration.​5. Fairness in Recognition and DevelopmentA fair workplace culture acknowledges contributions and provides opportunities for growth. Organizations should celebrate high achievers, support those who perform well, and coach employees who need improvement. However, those who resist positive change should be managed accordingly. While equal treatment is vital, recognizing and rewarding those who add value fosters motivation and drives excellence.​Final ThoughtsA healthy workplace culture is not built overnight, nor does it require excessive spending. It thrives on simple, genuine interactions and fair practices that make employees feel valued and engaged. Organizations that prioritize respect, inclusivity, and fairness will naturally cultivate an environment where employees feel motivated and committed to their work.​By Velmurugen Subramaniam