Robert Walters research on professionals in Singapore has found pressure is growing on employers to balance workforce engagement, progression expectations and cost control.
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| Source: Robert Walters Salary Survey Singapore 2026 landing page. Key salary and compensation insights for Singapore. |
Only 10% of professionals say they feel more positive about their roles after their latest performance review, according to new research from global talent solutions partner Robert Walters. The process also left more than one in four (27%) professionals feeling less positive about their roles instead.
The findings are part of a global mid-year survey of professionals, which included close to 200 respondents from Singapore. Conducted in April 2026, they show that businesses are facing growing pressure to maintain workforce confidence and engagement heading into the second half of the year.
Andrew Powell, Chief Commercial Officer at Robert Walters said: “Performance reviews are becoming increasingly important management moments, particularly as organisations look to balance worker needs while continuing to manage budgets. Employees want to know how their skills are valued, where they can progress and whether the business is investing in their long-term development.”
Among the respondents, 42% of professionals shared that they received a pay increase for 202. One in three of these respondents (15%) saw it as an inflationary increase.
When asked if their current salary situation is influencing their likelihood of looking for a new job, 79% of the respondents shared that they are either actively looking for a new role or now open to new opportunities. This is an increase compared to the findings of the Robert Walters Salary Survey 2026, where 26% of professionals in Singapore said in late 2025 that they did not have the intention to change or look for jobs for at least the next year or more.
“Most professionals understand the economic pressures businesses are operating under and recognise that significant salary increases may not always be realistic,” Powell said.
“But it can be challenging for organisations to keep employees motivated when they aren’t having regular open conversations around progression, future earning potential or how compensation decisions are made.”
Kirsty Poltock, Country Manager for Robert Walters Singapore said: “Performance reviews are a two-way conversation and an important opportunity for professionals to understand how their individual goals align with the organisation's priorities. Even if salary increases are modest, employees can use these discussions to identify the skills, experiences and responsibilities that will position them for future progression.
"Over the coming months, professionals who continue to build in-demand capabilities, embrace new technologies including the partnership of AI integration, and demonstrate adaptability will be better placed to seize opportunities as hiring activity picks up.”
The findings suggest that performance and salary reviews are carrying greater significance in today’s market. “We are seeing many organisations take a more strategic and measured approach to compensation management. Market data can play an important role in helping to understand where they are competitive, where progression gaps might exist and how salary expectations are evolving,” commented Powell.
“As the world of work continues to evolve, professionals are placing greater emphasis on long-term career value and future opportunities. Organisations that understand how workforce expectations are shifting will be better positioned to build engagement, develop critical skills and remain competitive over the longer term.”
Other highlights from the survey for Singapore include:
Talent snapshot
- Beyond compensation and benefits, talent value having flexible work arrangements, job security and stability, and inspiring colleagues and culture from an employer
- An expectation gap exists: 27% of employers are likely to give new hires a pay rise of above 10%. However 83% of talent looking to move jobs expect more than a 10% pay rise, with 23% of them likely to request a more than 20% increase in salary
Employer snapshot
- 37% of employers plan to increase their headcount, with most of them looking to increase it by 5-10%
- 69% of employers are looking to give a salary increment of at least 3% in 2026 for current employees, and 56% are likely to give a salary increment of at least 6% to new hires
- Lack of candidates with the right skills/experience, gap in salary and benefit expectations, and talent staying put, are among the challenges faced by companies in attracting talent
Soft skills: 65% of employers value Interpersonal, communication and collaboration skills, and 59% value problem-solving and critical thinking among their employees
Contract hiring: 55% of companies will start or continue to hire contractors in 2026 74% of companies hiring contractors do so for project or short-term needs. Other reasons include headcount limitations, and a “wait to try” attitude.
AI-driven workplace
- 78% of the businesses expect up to half of their workforce to need reskilling due to AI advancements Employers are looking for talent with skillsets in critical thinking and fact-checking, data analysis, and are highly adaptable. Top concerns by professionals over AI adoption at the workplace include having their jobs displaced due to automation, bias or unfair treatment due to algorithms, and the lack of relevant training.
In Australia, the research found that professionals remain mobile, with career development, fair pay, and strong leadership driving decisions. Salary movement through 2026 is expected to be moderate and targeted rather than broad-based, with increases focused on in-demand roles as employers balance cost control with retention, Robert Walters said. At the same time, AI is reshaping roles and accelerating demand for specialised expertise, while workforce expectations continue to evolve - flexibility, wellbeing, and purpose now sit alongside salary as key drivers of engagement, the company added.
When it comes to Indonesia, the hiring landscape in 2026 will continue to be shaped by disciplined growth, operational efficiency, and heightened risk awareness. As a result, employers are becoming more selective, prioritising roles that deliver clear business impact and support long-term capability building, particularly across digital maturity, governance, and workforce sustainability.
This is reinforcing demand for talent who can translate digital and AI capabilities into tangible productivity gains, especially within finance, supply chain, risk, and operations. In parallel, regulatory and environmental, sustainability and governance (ESG) considerations are increasingly embedded in core business decision-making, sustaining demand for compliance, risk, and ESG-aligned professionals.
From a talent perspective, professionals remain cautious and value-driven. Stability, leadership quality, and meaningful development opportunities are taking precedence over short-term compensation gains. To compete effectively, employers will need to articulate a credible employee value proposition, underpinned by clear career pathways and targeted, market-aligned remuneration.
Malaysia’s hiring landscape will be shaped by its focus on digitalisation, green growth, and energy transition. Key sectors such as data centres, renewable energy, electric vehicles, cybersecurity, AI, and financial technology will see strong demand for adaptable talent with data literacy and digital fluency. Contract hiring will remain prevalent following the 2025 Gig Worker Bill, while AI-driven tools will streamline recruitment processes and enhance workforce planning. Talent attraction and retention will be challenging due to limited hybrid-skilled candidates and rising expectations for flexibility, work-life balance, and purpose-driven workplaces. Employers must offer competitive salaries, career growth opportunities, and flexible arrangements while effectively managing diverse workforce models, Robert Walters advised.
Thailand’s hiring market in 2026 is likely to continue navigating cautious business sentiment. Employers are expected to maintain careful hiring approaches, prioritising C-suite leaders who can steer organisations through ongoing challenges. Demand for B2B sales & marketing roles will remain high as companies focus on expanding market share and driving revenue growth. Skills-based hiring will gain traction, with reskilling initiatives becoming central to workforce strategies. Salary increases for job movers with in-demand skills are projected at significant levels, while existing employees may see modest adjustments.
Attracting and retaining talent will remain challenging due to supply-demand imbalances, prompting employers to adopt human-centric leadership approaches and invest in continuous learning and development to foster loyalty and resilience within their teams, Robert Walters added.
As for Vietnam, Robert Walters said the hiring market is thriving as the country's economy makes a strong recovery. While the hiring market is gaining momentum, both employers and employees remain cautious and risk-averse. Hiring timelines are expected to be prolonged, and companies are increasingly relying on hiring based on potential rather than experience.
To attract and retain talent, employers in Vietnam are advised to offer competitive compensation and benefits packages, employee appreciation programmes, and growth opportunities. Creating a positive and inclusive company culture that emphasises work-life balance and teamwork is also crucial in building a strong employer brand.
Explore
Tap on insights into pay levels and hiring trends with the Robert Walters Salary Survey 2026 for:
- Australia at www.robertwalters.com.au/our-services/salary-survey.html
- Indonesia at https://www.robertwalters.co.id/our-services/salary-survey.html
- Malaysia at https://www.robertwalters.com.my/our-services/salary-survey.html,
- New Zealand at https://www.robertwalters.co.nz/our-services/salary-survey.html,
- Philippines at https://www.robertwalters.com.ph/our-services/salary-survey.html,
- Singapore at https://www.robertwalters.com.sg/our-services/salary-survey.html,
- Thailand at https://www.robertwalters.co.th/our-services/salary-survey.html, and for
- Vietnam at https://www.robertwalters.com.vn/our-services/salary-survey.html
The Japanese edition (in Japanese) is available at https://www.robertwalters.co.jp/our-services/salary-survey.html while the Korean edition (in Korean) is at https://www.robertwalters.co.kr/our-services/salary-survey.html
