Young workers cite team issues, low pay as top concerns

68% of employed youths are actively or passively open to new roles.

Young workers in Singapore cite team dynamics, limited career advancement, and inadequate pay and benefits as key sources of dissatisfaction at work, according to a study by the Singapore University of Social Sciences (SUSS).

These concerns vary by education level and life stage. For example, those aged 26–35 with post-secondary or professional qualifications report that work–life balance is a bigger issue than upward mobility.

Younger postgraduates (18–30) are more focused on the lack of learning and growth opportunities, whilst older postgraduates (31–35) are concerned with finding purpose and impact in their roles.

Job mobility remains high, with 68% of employed youths actively or passively open to new roles. The 18–25 age group has the highest share actively seeking (around 35%), whilst those aged 31–35 are more settled, with 30% not considering a move.

Top employment priorities across all age groups include financial gain and job stability, with flexible work arrangements also ranking highly—especially among younger and older cohorts.

Youths aged 26–30 tend to prioritise work–life balance over flexibility. Education also shapes preferences: secondary-educated youths favour flexibility; older postgraduates emphasise salary, stability, and advancement; younger postgraduates lean toward meaningful work.

Performance motivators mirror these patterns. Flexible work and financial incentives are top drivers across the board. Younger youths value autonomy, while older cohorts are more driven by career progression.

Amongst secondary-educated respondents, supervisor recognition and support are especially important.

On soft skills, the study finds a disconnect between what youths prioritise and what employers expect. Employers place the most value on problem-solving, followed by critical thinking and communication.

Youths consistently rate communication and critical thinking highly, but younger respondents (18–25) also highlighted attention to detail and emotional intelligence. Postgraduates, across age groups, tend to under-emphasise problem-solving relative to employers.

Both sides agree that on-the-job experience and peer learning are key to developing soft skills. However, employers place greater importance on structured mentoring and coaching, whilst many youths, particularly older and more educated ones, prefer external courses.

Those with secondary education lean toward in-house training, whilst those with professional qualifications prefer self-directed learning.