More Than Half Of Singapore Companies Struggling To Address ‘Inner Resignation’


The recruitment firm Robert Half recently found that 57% of businesses in Singapore suffer from employees who are mentally absent from their work.  While they may show up physically, the company found that they were suffering from ‘inner resignation.’

A Troubling Phenomena

Inner resignation is nothing new.  A common enough phenomena experienced in white collar jobs around the world, the recent findings by Robert Half are surprising due to the sheer number of people who are supposedly checked out from work.  The recruitment firm found that the biggest problem was with mid and large sized companies where more than 68% of companies were seeing issues, as opposed to small companies where it was only a part of 32% of small organizations.  100 Chief Financial Offers were surveyed to create these results.  The overall study was a part of a larger international workplace survey that covered a wide range of topics, including worker productivity.

What Is Inner Resignation?

Inner resignation is defined as being physically present for work, but not bringing one’s full mental ability to the tasks at hand.  It often means that the employee has less of an interest as to what happens with the company, and feels personally less invested in how the company is doing.  Inner resignation often means less productivity and sloppier work.

How Companies Can Spot Inner Resignation

More often than not, companies fail to identify inner resignation in their employees.  Specifically, the issue is with employees who work alone with little oversight.  A group of Financial Leaders interviewed suggested that employers be more aware of the signs of inner resignation to then intercede and set the employee on the right track.  A drop in productivity is often listed as the biggest sign on inner resignation.  In addition, there is the lack of interest for things like bonuses, and advancement.

Ways To Reduce Inner Resignation

There are several different strategies utilized by companies to reduce inner resignation among their employees.  Some companies suggest putting the blame directly on the employees, requiring that they take more responsibility with their job and work to become personally more engaged.  Other companies attempt to meet their employees halfway, providing resources like promoting employee appreciation as well as creating a space where open communication can exist.  Having things like performance reviews that go in both directions up and down the ladder can help workers express the pros and cons of their current work situation, hopefully addressing what is causing the inner resignation.  Finally, some companies are spending more resources in ensuring that there is a proper job fit between their employees and the positions that need to be filled.

If one thing is clear, it is that Singapore risks a loss of productivity if these issues are not resolved.  In addition, there are larger implications, like Singaporean life satisfaction and overall commitment to their work and company that may suffer if inner resignation is allowed to go unaddressed.  Either way, studies like these act as an important first step, generating awareness of an issue that few companies may have considered otherwise.

About the Author:

Morris Edwards is a content writer at, he writes different articles related to Singapore Company Setup and Business Registration and topics about Economy and Business Services in Singapore.