Waiting for performance reviews may hinder career growth in real estate: report

Professionals who regularly assess their achievements and develop critical soft skills are better positioned for career growth and job security.

Real estate professionals in Singapore’s acquisitions and disposals sector must proactively manage their career progress rather than waiting for annual performance reviews.

According to the latest SG Salary Report 2025 by Macdonald & Company, professionals who regularly assess their achievements, seek out networking opportunities, and develop critical soft skills are better positioned for career growth and job security.

With 61% of respondents considering a job move in 2025, career mobility in the sector remains high.

The report emphasised relationships with managers and company culture are key factors in job satisfaction, yet many professionals are waiting for structured reviews rather than taking the initiative in shaping their careers.

Hiring managers increasingly favour candidates who display critical thinking, problem-solving, and adaptability, further reinforcing the need for employees to invest in continuous skill development.

The report also highlighted shifting workplace expectations, with 68% of professionals having some level of work flexibility. However, only 16% enjoy complete autonomy, while 52% are required to be in the office three to four days a week.

On the employer side, 36% of hiring managers plan to increase headcount this year, yet employee dissatisfaction with benefits remains a challenge.

Over half of respondents feel indifferent or unsatisfied with their employment packages, particularly junior employees who have limited access to bonuses and perks.

With the cost of living remaining a top concern, companies are being urged to review compensation strategies and non-monetary incentives to attract and retain top talent.

Industry experts recommend that professionals benchmark their salaries, engage in continuous professional development, and consider joining real estate bodies such as ULI or RICS for networking and industry recognition.

Employers, on the other hand, are advised to strengthen company culture, refine hiring strategies, and offer competitive benefits to maintain workforce stability.