（2019年7月25日，/HRoot.com/）近日，據羅致恒富最新研究表明，超過一半的新加坡雇主認爲缺乏領導力是阻礙員工晉升的主要原因。
羅致恒富發現，39％的新加坡商業雇主在過去三年中拒絕向員工提供晉升機會。其中，缺乏領導技能（53％）被認爲是阻礙晉升的首要原因，而缺乏經驗（45％），缺乏軟技能（39％），缺乏職業技能（36％）和有更合格的其他內部員工（26％）或外部候選人（9％）等緊隨其後。
羅致恒富新加坡董事總經理Matthieu Imbert-Bouchard表示：“當候選人未能獲得晉升時，他們很可能會失去工作積極性，因此，企業采取措施確保沒有成功晉升的員工或候選人不會降低對工作的熱情和對自己專業能力的信心顯得尤爲重要。”
羅致恒富發現，企業領導者正在實施多項措施，以保持員工的積極性。超過一半（52％）的企業讓員工在不同的團隊中工作，而48％的企業則采取了員工之間相互影響的方式保持員工的積極性。其他常見措施包括爲員工提供獨特的工作項目（41％），分配任務（34％），要求他們在具有挑戰性的情況下投入工作（26％）並提供培訓機會（20％）。
Imbert-Bouchard表示：“員工在面對失望時必須保持適應力，以確保他們在未來獲得成功晉升的機會最大化。只有能夠反思反饋並發展其專業能力的積極員工才有可能實現其長期目標。與此同時，員工不斷評估是否可以在當前雇主之外找到更合適的高級別職位，這對員工是有益的。”
SINGAPORE – ACK OF LEADERSHIP SKILLS MAIN REASON WHY EMPLOYERS DENY A PROMOTION: ROBERT HALF
(Jul.25, 2019, /staffingindustry.com/)More than half of Singapore employers cite lack of leadership potential as the main reason for denying a promotion for an employee, according to research from Robert Half.
Robert Half found that 39% of Singapore’s business leaders have denied a promotion to an employee in the past three years. While lack of leadership skills was cited by 53% as the top reason for denying a promotion, this was closely followed by lack of experience (45%), lack of soft skills (39%), lack of technical skills (36%) and the availability of a more qualified internal (26%) or external candidate (9%).
Matthieu Imbert-Bouchard, Managing Director of Robert Half Singapore, commented, “When candidates fail to secure a promotion, it is likely they will get demotivated, making it all the more important for businesses to take measures to ensure unsuccessful candidates don’t experience a loss of enthusiasm and decreased confidence in their professional abilities.”
Robert Half found that business leaders are implementing several measures to keep employees motivated. More than half, or 52%, have let employees work within a different team while 48% have allowed them to shadow other employees. Other common measures include giving the employee a unique project to work on (41%), delegating responsibilities (34%), calling for their input in challenging situations (26%) and providing training opportunities (20%).
“Employees themselves must maintain resilience in the face of disappointment to ensure they have the best chance of success securing a promotion in future,” Imbert-Bouchard said. “Only the most motivated employees who can reflect on feedback and develop their professional capabilities will be likely to achieve their long-term goals. Meanwhile, it’s always beneficial for employees to continually assess whether more suitable higher-ranking roles can be found outside their current employer.”
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