https://www.michaelpage.com.hk/ en https://www.michaelpage.com.hk/advice/career-advice/salary-and-negotiation/what-do-if-you-don%E2%80%99t-get-pay-rise-you-want Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes. The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move. In this guide, you’ll learn how to: Assess your expectations and performance before taking next steps Build a strong, data-backed case for your next salary discussion Negotiate non-monetary rewards when a pay rise isn’t possible Get clarity on why your request was declined Adapt your approach to your career stage Decide on your next move with a clear plan Step 1: Reflect on your expectations and performance Before taking any next steps, it’s crucial to assess the situation objectively. Staying professional in the moment Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up. Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed. Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured. Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow. Script to use: Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary? Evaluate your performance Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase. Research market benchmarks Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate. If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data. Step 2: Build a data-informed case for the future A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line. Track your impact Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company. Prepare documentation Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based. Proactively schedule a follow-up Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress. Script to use: Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period. Step 3: Explore non-monetary compensation Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay. If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops. Know your alternatives Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase. Be clear on what you value Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career. Bring up the conversation professionally Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business. Script to use: I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role. Step 4: Understand the reason behind the rejection But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback. If it’s a budget constraint Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase. While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait. If it’s a performance issue Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward. Securing a firm commitment Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap. Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like. Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned. Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development. Script to use: Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again. Seek outside perspective Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued. Step 5: Tailor your strategy based on seniority The way you handle a rejected rise may vary depending on your career stage. Early-career employees Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills. Mid-career professionals You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels. Senior leaders At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package. Step 6: Plan your next move Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options. Re-evaluate fit If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career. Begin exploring new opportunities Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals. Exit professionally If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained. Script to use: This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks. Related: How to gracefully resign from your job Know your worth, but stay strategic Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence. When the time is right, be ready to have that conversation again – or to take the next big step elsewhere. Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels. Explore salary insights To get a comprehensive view of salaries and market benchmarks across various industries and roles in Hong Kong, download the full 2025 Salary Guide, which features the average salary of roles in Hong Kong's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards. Read more:Salary negotiation tips and strategies for new job offersHow to write a cover letter - tips from a recruitment agencyTop 12 benefits of networking: Why networking is important Tue, 19 Aug 2025 09:00:00 +0800 Michael Page 966066 https://www.michaelpage.com.hk/advice/career-advice/productivity-and-performance/how-to-be-more-confident-at-work-asia-female-leaders Confidence can take a dip when you work in a toxic environment, fail a test, fall out with a loved one or experience a setback at work. Everyone experiences low confidence levels in various degrees.How confident you feel comes from life experiences related to culture, trauma, childhood bullying, parenting style, race, gender and sexual orientation – even the most highly driven individuals can experience the classic symptoms of impostor syndrome.Understand women's confidence levels globallyThe Women's Confidence report, published in March 2021, found that globally, women's sense of confidence is moderate. Commissioned by an American cosmetics company, IT Cosmetics, and conducted by consulting firm Eranos, this global women's confidence report was conducted over three years in 11 countries with 11,176 women between ages 18 to 69.The study found that women in Mexico are the most self-confident, followed by those in China, the USA, Russia, Germany, Australia, United Kingdom, France, Hong Kong, South Korea and Japan.Researchers for this report also worked with academic experts, and successful and confident women to provide a well-rounded perspective on a woman's confidence. According to this white paper, confidence stems from 14 different interior and exterior sources, such as intuition, resilience, routine, spirituality and support system. How you draw from them is directly related to your personality, the time of day and your current life stage.Start your job searchA brief overview of experiences that influence a woman's level of confidence from this report28% of Australian women, or almost one in three women, affirm that they have special skills as women in a professional context, which gives them an advantage over men. This echoes the idea that womanhood gives them an edge over their male counterparts.81% of Chinese women believe that their condition can be improved by banding together – an exceptionally high ratio compared to other countries. Chinese women are more than aware of the key role they play in society and family, as opposed to men. In a country where protests are not common practice, women are very conscious of the cause that binds them together.62% of Hong Kong women say that they would hesitate to break the rules even if they deemed them unwarranted. Respecting the rules is still a strong cultural standard, and contesting them openly is not welcomed.34% of Japanese women, or more than 1 out of 3 Japanese women, think that all bad things happen for a reason, and we have to accept that, even if it is hard. The ability to accept fate is valued in Japan. On top of that, almost one out of three Japanese women say they feel stress or anxiety very often.63% of South Korean women seek inspiration and strength from their predecessor’s experiences. In work, family, individual and social situations, in general, Korean women draw great lessons from those with more remarkable experience than them.Related: 5 ways to improve equity in the workplaceA lack of confidence can slow down career advancement for women. In 2019, research carried out by My Confidence Matters and the University of Glasgow found that 79% of women lack confidence (compared to 62% of men) when it comes to their careers and speaking up at work.On top of that, LinkedIn’s Gender Insights Report found that women feel that they need to meet 100% of the job description criteria before applying for a job. In comparison, men would often apply for a job after meeting about 60% of the job description.This confidence deficit can lead to many minor issues that will build up to have a significant impact on women’s careers. Creating a psychologically safe workplace can drive meaningful behavioural shifts, according to the Grant Thornton Women in Business 2024: Strategies for Success Report.“Following female leadership calls and conferences, I’ve seen women become more empowered and determined. Hearing from each other gives them greater permission to be their authentic selves,” shares Ngozi Ogwo, CEO at Grant Thornton Nigeria.For instance, when women do not speak up at appraisals, they miss the chance of getting promotions and negotiating for a higher salary. Also, when you feel confident, you are more likely to act on criticisms with a positive and motivated mindset than to dwell on negativity.Related: What women in Hong Kong really think about workplace gender equityAdvice from Asia's female leaders: Ways to build confidenceTo build confidence, it is firstly essential to identify the cause of the lack of confidence. (Here is a quick confidence quiz you can take.) And from there, work on how you can become your biggest cheerleader. Ahead, 11 female leaders share their tips for building confidence.“In the face of new world norms, to gain confidence, leaders today have to possess a strong conviction, trust our instincts to take calculated risks, develop a lifelong sense of curiosity, excel in navigating through ambiguity to form meaningful learnings and reframe mindsets to see failures as opportunities.” – Alison Ee, Director, Head of Customer & Marketing, Omni Grocery Business at FairPrice Group.“A good start is to model leadership – by taking a page from the many leaders, we see around us. No one is born a perfect leader. We all build a unique stack of different skills, such as communication, strategy, and people management, that help us become better managers throughout our careers. Having said that, modelling will only take you so far. After some years of experience, it’s just as important to transition to trusting yourself, your instincts, and that stack of skills you’ve now developed fully.” – Angelia Teo, Founder at Futura.“What’s worked for me is taking risks and stepping out from my comfort zone, which sounds unusual coming from a Chief Risk Officer, but it’s really about taking calculated risks. Also, speaking at conferences and publishing thought leadership articles help build my confidence too. I enjoyed that connection with people, and that also helps me build confidence. Another way to build confidence is to have a sense of passion and purpose in whatever you do.” – Anita Menon, Chief Risk Officer at Prudential BSN Takaful Berhad.Related: Diversity, Equity and Inclusion in the workplace: An employers’ guide“I was not born with confidence. I had to work on it and build it up over time. I think having the humility to know that I am not perfect is one thing. The second thing is to know that, sometimes, things fail no matter how hard I try. It is about the ability to learn from your mistakes and rebound from failures. Also, I was a math major, so my approach is to look at problems, no matter how complicated they seem, and break them down into little pieces. So to me, confidence is not about having no fears. It is, realising that you have the strength to overcome those fears.” – Farra Siregar, VP, Strategic Partnerships at Zuellig Pharma.“What really helped me was being able to come to the realisation of my weaknesses. I do believe my own strength, as well as knowing my weaknesses are important. One of the ways to gain more confidence as a leader is to embrace my weakness. I am a quick learner and fast thinker, which can also, at times, become a weakness. If you think you need to know everything in your team, you’re in trouble. For example, I’m not an expert in manufacturing or supply chain as I grew up in marketing and sales before becoming a general manager. So instead of hiding the fact that I have certain knowledge gaps in these functional areas, I try to embrace them by pausing before speaking. And by asking more questions before I jump to conclusions.” – Huilin Min, Vice President & Managing Director, Castrol Greater ChinaStart your job search“I realised that to gain confidence, I needed to practise. It’s all about practice. A lot of people were asking technical questions, and I started to spend a lot of time presenting in conferences; every year in the early 1990s, there were four to five conferences around the Asia Pacific. So I started to build confidence by [doing] repetitive work, repetitive presentations, each time trying to figure out what to do better than the next, and hearing feedback from people and what works for them. So it’s gaining confidence by pushing yourself into areas that make you uncomfortable. I still have butterflies in my belly every time I go up on stage!” – Irene Oh-Buhrfeindt, Vice President in Sales and Commercial Strategy, APAC at Tronox Limited.Related: Sustainable Matters: Leading FIFA Women’s World Cup 2023 with sustainable leadership at the forefront“Everybody learns from their lessons and failures. That is how we can achieve success. I’m not sure if you have heard of the writer from Japan called Junichi Watanabe. He wrote a book called The Power of Insensitivity, about the sensitivity of [people], about how we care about the comments of others, about our failures, about how we are fragile. We call this ‘office glass heart’, so if you have an ‘office glass heart’, that is a problem. You will be easily beaten and lose your confidence. That’s why, according to Watanabe, we need to build up this power of insensitivity, put aside the comments from others and do the right thing. Gradually, the confidence will grow. At Ping An, we call this ‘AQ’, or ‘Adversity Quotient’. It is your ability to stand up in a challenging environment.” – Jingle Pang, Group Head of Business Tech & Ops at Zurich Insurance“It always starts with domain knowledge. Confidence, for me, always comes from a good mastery of whatever that thing is. The second factor is about having a support system. Having a group of advisors, such as mentors, sponsors, your peers, your friends or family members, who can see you, see the value in you, that can really help you.” – Paula Wang, Managing Director, Google Play, APAC at Google.“Knowledge is important. As I’ve said before, I benefit from the fact that my work and personal life are so closely aligned. The rest of it has to do with preparation. Do your homework because nothing replaces that. It adds to your knowledge and ability to solve big problems. I have also gained experience and confidence by working with people, gathering inputs and taking feedback, especially when preparing for critical decisions. So my advice is this: keep learning and keep practising. I learnt so much from interacting with my children, and it is incredible when they tell you the most honest feedback. I think, in life, we have to learn to receive feedback in the raw form. Don’t miss those opportunities. Sometimes you build confidence just by engaging with your own children.” – Penny Wan, Member Board Of Directors at Dr. Reddy's Laboratories.Related: How to ask your boss for more responsibility“Confidence comes from deepened competence and capability: Read widely, learn continually through courses, industry and peer dialogues, and equivalent professional platforms to triangulate insights and form unique points of view. You can also find someone more senior and from a different field to mentor you and harness alternative perspectives. In turn, take on younger individuals as your mentees to give back the knowledge acquired.” – Romona Loh, Deputy Director, Ministry of Trade and Industry, Singapore.“Self-care. A person who is happy and well can lead better. You’re relied upon for decisions and motivation for the entire team. What you do is very contagious and can impact everyone. So caring for yourself, ensuring that you exercise and sleep well, that’s probably the most important thing. So when it comes to self-doubt and self-criticism, just being aware of these thought processes allowed me to understand that they are just that – thoughts. They are not real.” – Teresa Condicion, Founder and CEO of Shoplinks.Read more:11 traits you need to be a highly effective leaderHow to structure effective job interviews: A guide for hiring managersWorkplace ageism: A top concern despite lower incidence rates in Hong Kong Fri, 17 Jan 2025 15:00:00 +0800 Simone Wu 240386 https://www.michaelpage.com.hk/advice/career-advice/interview/how-prepare-exit-interview Reasons for leaving a job can encompass multiple factors and reasons: the company culture, changes to management or structure, changes to your role’s responsibilities and workload, team morale, reward and recognition, a complete career change, relocation, new position, better work/life balance – and everything in between.Whatever the case may be, most companies that constantly work to improve their employee retention numbers will often host structured exit interviews for all employees who depart.So what should you expect if you’ve put in your resignation letter and asked to attend an exit interview? How should you prepare and is there anything you absolutely should avoid mentioning? What type of exit interview questions will they ask? Here are top tips for how to prepare and conduct yourself in an exit interview to ensure the process benefits both you and your – soon to be ex – employer.Related: How to improve your work-life balance in 2023What is an exit interview?An exit interview is a meeting between an employee who has resigned from their job and a representative from the company – usually a member of the Human Resources team will conduct exit interviews.Exit interviews usually take place towards the end of an employee’s notice period, such as on their last day of employment. Most companies conduct exit interviews as standard practice to gain valuable insight.From the company’s perspective, an exit interview is a chance to collect feedback and gain insight into the departing employees experience – both positive and negative. It often provides real and tangible examples of where the business is performing well and where improvement is needed, particularly if it is directly impacting staff turnover.For employees, most exit interviews are an opportunity to raise relevant issues and concerns from their time working with the business, and expand on their reasons for leaving if they feel comfortable doing so. It’s also an occasion to share any positive moments, as many employees leave on good terms and have personal reasons for leaving, like for a new job or a more suitable work environment.Common exit interview questions includeWhen conducting the exit interview process, it is common to ask a series of specific open ended questions to gain valuable insights from the departing employee. Here are some common exit interview questions:Why did you decide to leave this job? How would you describe the relationships with your (1) direct team and colleagues, (2) management and (3) the company overall? Do you feel you were adequately trained and supported to effectively the duties of your role? Do you feel that your current position responsibilities matched those of your job description? What have been your favourite aspects of the role/company? What areas of this company do you think can be improved? Is there anything you would change about this job? How can the company improve development opportunities or benefits? Are there any company policies or procedures that you feel can be improved? How would you describe the working conditions?You might find it helpful to be prepared with answers to these common interview questions, along with constructive feedback.Related: How to write a farewell email to your colleaguesRemember the purpose is improvementEven if you’re leaving your company on bad terms, it pays to leave on a positive note and remember the purpose of the exit interview Q&A, discussion and information gained is to help improve the business and its operations, improve retention rates, reduce turnover and refine onboarding processes for new employees.For example, you might be asked to talk about your relationship with your manager. If it was a poor relationship, you can say so but come prepared with answers and ways this could have been improved, such as better communication, more transparency, or more training and development.Rather than use this interview as a time to complain, criticise or go on the attack, use it as an opportunity to point out flaws that could be improved but always make practical suggestions so that the company can actually understand what would have produced a more successful outcome.For example, if you provide feedback and mention that yourself and your team or department did not get along with a certain manager, the business may already have knowledge about this issue and have tried to make changes.Specifying that you felt that better project management experience and clear planning was lacking from the manager and therefore caused poor communication for example, the business can pinpoint the exact trouble spots from your answer and address it from there.Why companies conduct exit interviewsExit interviews serve as a crucial tool for companies to gain valuable insights into the reasons behind an employee's departure and to gather feedback on their experiences within the company. By conducting exit interviews, companies aim to identify patterns, trends, and potential areas of improvement in their policies, procedures, work environment, or management practices.These interviews also provide an opportunity to assess employee satisfaction, gather suggestions for enhancing retention, and identify any issues that may be affecting overall employee morale. The exit interview data will be kept private. Ultimately, conducting exit interviews enables companies to make informed decisions and implement necessary changes to foster a positive work culture, enhance employee engagement, and reduce turnover in the long run.Come prepared with positive honest feedbackEvery job has its pros and cons, and an exit interview is a good time to point out all the positives of your role and constructive feedback to demonstrate your appreciation and genuine enjoyment for your job.Whether it’s the autonomy, challenging tasks, your team and manager, networking and travel opportunities, company lunches, the great location, or excellent benefits package, it’s good to make note of these areas to ensure they continue for current employees and future employees. Offer suggestions or practical ideas if it feels appropriate to do so. It shows your interviewer you’re capable of seeing the attractive parts of the job, especially if you need to raise complaints or other valuable feedback.Furthermore, weaving your appreciation and positive feedback into the exit interview means you leave on good terms – you never know if you’ll come back to work for the same company in years to come, or if the HR manager ends up as the hiring manager (maybe even your boss) for a future role.Share any concerns but maintain a professional demeanourAlthough an exit interview is your chance to provide feedback, professionalism is key to maintaining a good relationship with your soon-to-be former employer. In order to mention your concerns are professionally and calmly as possible, write down a list, review it and take it with you to the exit interview in order to stay on track.It’s best not to throw certain people under the bus, as it never reflects well on the person who is complaining, since it sounds more like a personal issue rather than a company-wide one. Of course, more honest feedback is not always the best approach. For example, if you had a specific problem with a colleague in another team, you can make a more general statement about how you found that team to be highly negative or gossipy or that you never felt supported (or whatever the issue was).Stay calm and clearly state your honest reasons for leaving and provide examples from your own experience if relevant. Be mindful of your body language by sitting up straight with your arms relaxed by your sides. But do so by focusing on company-level issues rather than personal dramas or lack of job satisfaction.Bring your exit interview checklistIt’s likely your employer will have an interview exit checklist they need to cover with employees but there’s no reason you can’t bring one, too.This will be highly useful if you know you have a number of main points to cover but are worried that you might forget to mention one, or that it might come across poorly if worded the wrong way.Formulating your own checklist can help you prepare, stay focused and ensure you speak with confidence and make your point without causing offense if you were to mention it off the cuff. Preparing your own exit interview template will be valuable for any future exit interview process you may be involved in.Related: How to survive your job searchDon’t burn bridges in exit interviewsEven if you know you’ll never return to the same company, maintaining a good relationship with the company and former colleagues may open you up to future job opportunities or new positions elsewhere. It also ensures you’re likely to receive a great reference. Plus you could easily end up working with one or two of your old colleagues in a future job, who remember you in a positive light.Throughout the entire exit interview procedure, it’s important to be honest about your departure from your workplace while staying professional, positive and purposeful. Exit interviews can provide valuable feedback and insights. Current and new employees may even benefit from your honest feedback, improving retention rates for the company.Exit interviews involve conducting interviews with departing employees to gain insights into their reasons for leaving the company and gather feedback on their experiences within the company. It typically consists of a series of structured questions that aim to uncover patterns, identify areas for improvement, gain insight and assess overall employee satisfaction. By actively listening to employees' feedback and suggestions, companies can gain valuable insights to enhance retention strategies, improve policies and procedures, and foster a positive work culture.The exit interview process serves as a valuable tool for companies to make informed decisions and implement necessary changes to optimise employee engagement. Being prepared with answers to the common interview questions, along with constructive feedback, will make the process more manageable for you and the company.Read more:3 effective questions to guide your first 90-day agendaWhy do I need to tell recruiters and employers my last-drawn salaryHow to prioritise well-being and a positive mindset at workIf you’re ready to move on from your current employer and would like help with the job search process, get in touch with an experienced Michael Page recruitment consultant today. Wed, 04 Oct 2023 16:53:00 +0800 Michael Page 1000036 https://www.michaelpage.com.hk/advice/management-advice/engagement-and-retention/how-create-great-employee-experience-office-or-home Talent-short markets make it imperative for organisations to boost employee retention. To do that, employers need to focus on improving employee engagement and employee experience. Employee engagement is the emotional connection employees have with their work and their organisation, while employee experience encompasses all the experiences an employee has had throughout their tenure with the company. While there are some overlaps, both elements come together to drive productivity and retention. However, creating truly effective engagement strategies is no easy feat. For employee engagement initiatives to succeed, they must be tailored to each individual's unique needs and motivations. Related: How employers and employees can match their priorities in 2024​ Why should you care about creating a great employee experience? Engaged employees voluntarily invest extra time, effort and initiative to contribute to business success. They feel a sense of purpose within their role, and bring enthusiasm, passion, and energy to the work they do. As well as being more motivated, committed and loyal, engaged workers are typically higher performers and produce better results for both the customer and the company. Boost your employee experience with these six techniques: 6 ways to boost employee experience 1. Ensure that your leadership is inspiring Competent, passionate, and hands-on leadership is critical to employee engagement. Showing a genuine interest in your employees and investing time in understanding their needs and aspirations will help send the message that their contribution is valued, creating goodwill and a desire to succeed – both as an individual and as part of a team. Check in with them regularly to find out how their experience in the workplace can be improved. This can be done informally, by participating in casual conversation, or via occasional non-work activities. Find out what motivates them by instigating more formal employee surveys and avenues for feedback. Make a point of finding out how your employees define success so you can create a rewarding environment in which they can thrive. Leaders must also take a serious look at their company’s DE&I policies, and make sincere efforts to effect positive change if current policies are lacking on this front. Michael Page's Talent Trends 2025 shows that 10% of talents in Hong Kong have personally experienced workplace discrimination, while 26% have witnessed colleagues facing the same.  These findings highlight the growing importance of Diversity, Equity & Inclusion (DE&I) in shaping workplace culture – and companies considered to be more progressive will have an edge over their competitors in the war for talent. 2. Provide opportunities for growth A guaranteed way to disengage staff is to let them feel underused. Engaged employees are those who are given the opportunity to adequately use their skills and are encouraged to stretch those skills in order to progress. Talk to your employees about their career plans. Does their current role make full use of their strengths and abilities? If not, come up with a plan to expand the role description. Is their career moving in the direction they desire? Try and map out a path within your organisation and agree on targets for promotion. Are there new or interesting projects they can work on to expand their skillset? Perhaps a secondment to a different department or location will give them the variety they need to maintain engagement. Discuss the training and development opportunities that can help them advance within the company and provide clear and consistent feedback on how they can improve their performance. Ultimately, showing that you care about helping employees maintain job satisfaction will reap the rewards. Related: The value of mentorship and sponsorship, and what it can do for your company 3. Foster meaningful work for all employees Engaged employees believe that the work they are doing is important and has value. They feel they are contributing to something meaningful and take pride in the results of their efforts. As a manager, it is crucial to frequently reinforce the importance of your employees’ roles to the organisation as a whole. Help them to see the direct connection between their activities and company success, and the ways in which even the smallest tasks can contribute. Set goals and challenge your employees to meet them to promote a sense of purpose. Grant them the autonomy to improve the way things are done to help them feel trusted and respected, and involve them in decisions that provide a sense of ownership over the direction of the company. 4. Find ways to recognise and reward employees For employees to be motivated to give their best, they need to know their efforts will be recognised and rewarded. Regularly thanking them for their efforts demonstrates your awareness of their hard work and provides encouragement for them to boost their performance. Make the time to celebrate accomplishments, rewarding and recognising employees in ways that are meaningful to them. The celebrations don’t have to be lavish to be meaningful – ordering in a team lunch, sharing wins with the wider business, or presenting someone with a small gift for achieving a milestone goes a long way to making people feel recognised and rewarded. While competitive pay and good benefits are key motivating factors in accepting a job, providing incentives for higher performance gives employees something extra to strive for and helps them stay engaged for a longer period. 5. Go green A study published in the Journal of Organisational Behaviour showed that employees at green firms were 16% more productive than employees at other firms, concluding that “employees in such green firms are more motivated, receive more training, and benefit from better interpersonal relationships. [The] employees at green companies are therefore more productive than employees in more conventional firms.” Similarly, research from the Charlton College of Business at the University of Massachusetts-Dartmouth found that employees are likely to report higher levels of job satisfaction if they work for a company that is perceived to be environmentally friendly. Here are some simple strategies your organisation can adopt to improve your green image and employee engagement: Implement company-wide recycling policies and challenge employees to limit waste Switch to energy-efficient light globes Use recycled paper in the printer and challenge employees to use less Provide employees with reusable water bottles to discourage the consumption of drinks in PET plastic Ask employees to power down their computers and other desk appliances fully in the evening Explore corporate social responsibility (CSR) initiatives that can get your organisation involved in helping the local community Related: How to attract talent in a candidate-short market 6. Put people at the heart of the company culture Companies that understand people are their greatest asset reap the benefits of an engaged workforce. These days, this means considering employees’ lives beyond the office. Find out the responsibilities of your employees and consider initiatives that enable them to balance work and home life more easily – this may mean flexible hours or remote work arrangements. Encourage employees to balance hard work with socialising and fun by investing in social events and regular team-building activities. Promote the sharing of ideas, suggestions, and improvements by asking for feedback in a variety of ways, such as a ‘suggestion box’ initiative or – more difficult but more rewarding – fostering a culture of honest feedback. A work environment in which people feel valued, and heard, and have a sense of camaraderie is critical to employee engagement. Related: Navigating hybrid work: Redefining traditional work patterns for success in the changing talent landscape  Ways to maintain employee engagement while working from home The pandemic has fundamentally changed the way we work. Remote work has become the new norm for many traditionally in-office roles, and this shift is likely to impact work models long after the lockdown is over. So, how do you boost individual and team engagement while staff are working from home or telecommuting? Try these tips. 1. Set clear expectations from the outset Many employees have had to quickly change their working arrangements, which can lead to confusion about what’s expected of them on a day-to-day basis. As a manager, it’s important to communicate your expectations with your team as early as possible, including: Their responsibilities – these may stay the same, or they may need to change given the new remote work environment. When they should be online and available – work hours may be fixed or flexible How and when they should check in with you New policies and guidelines about workplace conduct, including how to work securely online Periodically check in with your team to ensure these expectations are being met, and remember that it may take time to find the right workflow for some employees. 2. Be deliberate about communication Communication can be a challenge for remote teams. A study found that many employees struggle with communication issues and even loneliness when working remotely. To mitigate the risk of disconnected teams and disengaged employees, managers must set the standard for regular, ongoing communication. Organise regular meetings and catch-ups – both one-on-one with employees and as a team – via apps like Google Hangouts, Zoom and Skype. It’s also a good idea to keep lines of communication open with collaboration platforms like Slack and Microsoft Teams. 3. Embrace flexible ways of working Many people are trying to navigate unexpected changes in their lives, which often involve juggling childcare and personal commitments with work. Managers should be empathetic and flexible in supporting employees during these times of uncertainty. Where possible, allow for flexible work arrangements such as flexible working hours, and acknowledge that different people may require certain accommodations due to family situations and living arrangements. This will demonstrate clear support for employees and help stave off resentment during difficult periods. Related: 5 things millennials look for in a job 4. Listen to your team’s feedback Adopting new ways of working is a learning curve for both managers and workers. With that in mind, encourage your team members to share their challenges and successes while working remotely. Listen to the needs of employees, and incorporate changes to policies and arrangements where possible to help continually improve the work environment for your team. While it may not be possible to prevent the fear and uncertainty of the current landscape, you can implement processes to support your employees while they navigate unfamiliar territory. As in any office environment, keeping employee motivation levels up in a remote work situation is key to keeping staff happy, retaining your best people, and maintaining team cohesion. Start a hiring conversation with Michael Page to find out how you, too, can reap the many benefits of a leading global recruitment agency. Read more:5 ways to improve equity in the workplaceWhy candidate experience matters and how to do it well5 interview questions to ask to tell a great candidate from a good one Mon, 03 Apr 2023 01:30:00 +0800 Michael Page 663831 https://www.michaelpage.com.hk/advice/career-advice/work-life-balance/how-improve-work-life-balance The traditional idea of work-life balance has faced unprecedented challenges in the wake of the COVID-19 pandemic. Over the past few years, as hybrid work became the norm and personal and professional boundaries blurred, employees have reevaluated what truly matters. Many have recognised the necessity of prioritising their well-being in a world where the lines between work and home have become increasingly indistinct.The growing awareness of self-worth and mental health has led some employees to resign from companies with toxic cultures that do not prioritise their overall well-being. While remote work was hailed as a solution for achieving better work-life balance, it also presented challenges, from the temptation to respond to work emails after hours to the difficulty of setting clear boundaries.As the COVID-19 pandemic gradually moved into an endemic stage, most employees are no longer working remotely and have settled into a hybrid work arrangement.Some individuals may integrate their work and personal lives (e.g. folding clothes while attending a conference call). It is, however, essential to keep in mind that a healthy balance of work and life must be maintained and that you should not allow your work to dominate your life.It is beneficial to have a healthy work-life balance between promoting your mental and physical well-being, productivity, relationships, and overall well-being.Individuals should set routines and establish clear boundaries to protect their personal time and improve work-life balance.Related: How to know when it's time to resign - and how to leave well6 ways to achieve work-life balanceSet your boundariesThe first thing you need to know about achieving and improving work-life balance is, it doesn't just happen. Harmonious work-life balance begins with you, proactively setting priorities.To begin, a large part of achieving work-life balance can be done before starting work. By recognising your priorities and laying out boundaries for work, you will be taking a huge step towards finding the ideal equilibrium even before setting foot in the office.1. Recognise your prioritiesAn ideal place to start would be to find out your priorities in life and, by extension, in work. Work will take up a significant portion of your life, so spend some time pondering these questions: What is most important to you? What aspects of life can you not compromise on?Naturally, this would vary between individuals. For instance, your overall health may be the priority, so setting aside time to exercise takes precedence. Others may want to set aside quality time for family and friends, pursue hobbies, or even focus on themselves.2. Lay out your own rulesOnce you have identified your priorities, set boundaries for your work life. Decide how much time you need to set aside and, in turn, the point of the day beyond which you switch off from your job.This is important to do early on. It is very easy to get engrossed in your work and eventually compromise on your priorities. For instance, you can set a rule that you will work only within work hours. This means no entertaining late-night phone calls or last-minute work emails.Once again, this will vary from person to person. In some cases, other factors may have to be kept in mind, such as work deadlines, emergencies, or your colleagues, if you are working with a team. However, at the end of the day, the goal is to have control over your own time.3. Find a company that fits youAside from proper planning on your part, it is equally important to work in an organisation that focuses on its people. Work-life balance can be challenging to achieve if the company you work for does not prioritise employees' well-being.Organisations may offer employee benefits such as allowing off days on special occasions, allowance to spend on wellness products like gym memberships, off in lieu for overtime, or flexibility in work arrangements.Some companies may not be able to offer a lot of employee benefits and that is understandable especially if it is a small or new company. Therefore, regardless of benefits, the least any employer can do is to not contact you on your rest days and not contact you about work outside of work hours.Even if it is a company with long working hours, make sure it has proper policies of caring for and valuing its employees’ work-life balance.Related: How to decline a job offer gracefullyManage your work and leisure time effectivelyOnce your priorities and boundaries are in order, it is vital to effectively manage your work and leisure time. Improving work efficiency and taking adequate breaks are two of the best ways to improve your work-life balance.4. Improve your work efficiencyBecoming more efficient at work may feel easier said than done. You can use simple tips and tricks to boost your productivity at work, allowing you to free up time for your other priorities and personal endeavours. One way is to prioritise the tasks that you have at hand.Ideally, you should be given a set of KPIs by your manager. Prioritise your tasks according to the KPI given. Ask yourself, which task helps you hit this KPI? When completed, which tasks will help me hit my KPI sooner rather than later? This will allow you to see the order in which tasks need to be done and help you get maximum returns for your effort because you are now prioritising tasks that are of most value to your company.Technology is also an increasingly helpful tool to use to improve your efficiency at work. Many apps and tools allow you to better organise your work processes and help you get through the checklist much faster. Tools such as Monday.com, Evernote, RescueTime, Any.do, and Trello can be beneficial to explore.5. Manage your workloadJob satisfaction plays a significant part in achieving a healthy work-life balance. If you have a huge workload and have problems coping, it is crucial you speak with your immediate supervisor to find the right balance. And if your managers are unable to help you find solutions and achieve balance, then it may be time to look for another job.It is one thing to keep a positive outlook and to want to impress your bosses by completing a long to-do list, but it is quite another issue if your employer disregards your health and well-being or if the amount of work consistently eats into your personal time. 6. Manage your breaks wellA balanced life is more than finding the middle ground between your work and your non-work life. Aside from setting clear boundaries between work and play, it is essential to take into account your physical and mental well-being. Mindful habits, such as eating at regular hours, staying hydrated and getting enough sleep, contribute significantly to your overall well-being. And that creates more balance on the “life” component of the work-life balance equation.Taking breaks during work hours also contribute to better work efficiency and help you stay productive throughout the day instead of falling into a lull as the day wears on.To improve work efficiency, try the Pomodoro Technique, a time management method that involves taking a five-minute break for every 25 minutes of work.Do not be shy to make full use of your allotted leaves as well. Consider taking vacation time where you can use the time to prioritise your well-being. Allow yourself the time and space to relax and recharge.At this time, do your best not to get involved in work-related tasks. It is an essential aspect of work-life balance not to let your professional life overlap with your personal life.Related: Why do I need to tell recruiters and employers my last-drawn salary when making a career move?Burnout from poor work-life balance is real, but it can be avoided if you start thinking about your well-being. Ultimately, maintaining good work-life balance is about being conscious and intentional about your decisions, and setting priorities for life outside of work. You can devote time to work-life and still make time for your interests and passions for a great work-life balance.Need more assistance? Contact a Michael Page consultant here, or search for current job opportunities.Read more:How to make a career changeContracting vs permanent job: Which is better for you?How to be more confident at work according to Asia's female leaders Fri, 31 Mar 2023 03:10:00 +0800 Simone Wu 4981 https://www.michaelpage.com.hk/advice/career-advice/changing-jobs/how-know-when-its-time-resign-and-how-leave-well Have you ever seen a high-profile resignation in the news or on social media? Maybe it was a hedge fund manager who released a lengthy letter calling out their company’s leadership, or a manager who made a viral video announcing their departure. While these grand gestures can be attention-grabbing, they may not always be the best approach for your own career. It's important to be mindful of when it might be time to move on from a role, whether it's due to a difficult team dynamic, a negative company culture, or other challenges. By paying attention to the signs and making a professional exit, you can avoid letting the situation deteriorate and potentially damaging your reputation. Because when it comes down to it, while everyone loves the idea of a dramatic exit, the reality is that your career is worth more than that. Related: How to be more confident at work according to Asia's female leaders When to stay longer in a job When thoughts of resigning come to you, take a quick internal look inside and see if there’s anything you can do to improve the situation. Especially in the workplace, it can become a habit to look at things through a negative lens. Often, a change in perspective or an honest discussion can dissolve much of that tension. When you have low-level disagreements or miscommunications with your manager, first see whether there’s a way to preserve the relationship. It may simply be a case of understanding a different management style, and then working out how to manage it. Staying longer to work things out could help you strengthen your relationship with this person for the future. However, once you’ve done all you can on your side, look for signs that resigning may be the only solution. How to know that it’s time resign from your role Look out for these factors to tell you if it’s time to hand in your resignation: You don't feel engaged.  If you’re showing up to work every day feeling disengaged, this is a big sign that it’s time to leave. Even in leadership positions that look great on paper, a manager can become disengaged for a variety of reasons. If you’ve noticed a lack of passion and proactivity in your role and can’t seem to find a way to get it back, a change may be what you need.   The office has a hostile environment or culture. Whether it’s a toxic manager, a dysfunctional team or impossible targets, it can be hard to recover once a working environment has turned negative. Don’t feel obliged to stay in an overly negative culture or office environment. This becomes even more important if the stress and negativity affect your life outside of work. There are no growth opportunities. It’s normal to want to upskill, gain new responsibilities and grow within your career. If you feel you’ve reached the end of where you can within the company, you may need to look outside for your next big role. While company loyalty is a great value, keep an eye out for your career. Another amazing opportunity comes your way. Especially once you’ve reached a level in your career where you’ve become a specialist, companies will start to seek you out. Evaluate offers that come your way fairly, and decide what constitutes an opportunity that you can’t turn down. Maybe it’s at a dream company, better working conditions for your lifestyle, or an exciting chance to lead a new team. Related: How to handle the conversation about your resignation How to resign on a good note Once you decide to leave, it’s important to leave on a good note and communicate clearly. Speak with your manager and also prepare a resignation letter. Where possible, preserve your professional relationships.   Before actually resigning, take one more look at your decision. If you’re leaving because of feeling undervalued, decide what, if anything, would make you stay in the role, versus your external options. What will you do if you get a counteroffer to stay with the current company? Ensuring that you have clearly defined reasons for handing in your resignation will also make the actual resignation easier.  Above all, keep professionalism in mind, and make it a goal to resign gracefully. Related: Resignation letter templates [2023 Update] Find a positive In delivering the message, think about the positives the job has brought you. Maybe focus on the good professional relationships you have, the new skills learned, or the stepping stone it’s delivered to your next role. Even in the most challenging environment, focusing on the good things when you’re on your way out helps make you appear more professional and constructive. Especially in smaller job markets, such as Singapore, or specialised industries, you never know who you might end up working with in the future. Even some of the best resignation stories can end with an old manager coming into the picture later as a necessary reference, a future manager, or a network contact. How to find your next job Start by signing up for job alerts and getting new jobs that match your search criteria sent to your inbox. Rework your CV, contact a recruiter and start conversations with companies you want to work with. Meanwhile, ensure that you are still present at your current job for as long as you’re able.   When interviewing for your next role, if a future employer asks why you’re leaving, speak more about you than about them – focus on opportunities for growth, new opportunities, and what you want to accomplish in the future. After all, dwelling on negative aspects of your current company or manager might make you seem petty or over-emotional – not great qualities in a key hire. Consult with a recruiter who can help you find roles that match your requirements and the next step in your career. Look for places whose values match yours, and who clearly walk the talk regarding these values. Recruiters have the advantage that they communicate with both you and the employer, allowing you instant feedback on interviews and the hiring process.   Leave professionally Leaving a job can feel personal, especially if you have a strong sense of company loyalty, have built a great team, or worked on pivotal projects. However, when it’s finally time to leave, try to take emotion away from the equation. The important thing now is to look forward – and towards your next role, and to succeeding in the first few months of a job.   Ready to make your next career move? Search our current opportunities, submit your CV or get in touch with one of our recruitment specialists at Michael Page. Read more: How to succeed at a panel interview How to make a successful career change 15 ways to prepare and succeed at virtual job interviews Fri, 06 Jan 2023 01:00:00 +0800 Michael Page 4506 https://www.michaelpage.com.hk/advice/career-advice/work-life-balance/hong-kong-happy-work It’s rush hour on any given weekday and millions of professionals are making their way to work in Hong Kong. Some are traveling by MTR, others by car, bus or tram. Considering these millions of professionals, a very important question comes up: how happy is the workforce in Hong Kong on their way to work?To be fair, the word “happy” can be subjective. Given the choice, would anyone voluntarily be going to work versus, say, on their way to an exotic beach resort? Perhaps the question is less about happiness and more about job satisfaction. And when it comes to job satisfaction, what are some of the factors that can make us more or less satisfied?This question is becoming increasingly important in the workplace, so we surveyed 795 professionals in Hong Kong at all job levels to hear: what are some of the aspects of work that make people happy...or not? And how do those factors contribute to an overall feeling of job satisfaction and workplace happiness? This is what we found.Whistling on the commute to workAround the world, extreme commuting (spending more than two hours commuting per day) is on the rise due to high rental costs and crowded cities. So in Hong Kong, given its relatively small size, how long are people spending getting to and from the office?According to our results, 80% of respondents spend an hour or less travelling daily, just enough time to beat several levels of Candy Crush - but not an unreasonable amount of time, considering that in many metropolitan cities around the world, commute times often exceed two hours per day.Interestingly, 58% of respondents regard the commute to work as an important factor when considering a new job, signaling that office location could play a large part in whether or not a job offer is accepted.A delicate (work-life) balanceThe idea of work-life balance is an important one in the current work landscape, as job burnout becomes a more recognised consequence of long hours and high stress. This can be a subjective concept, as what is balanced for one professional isn’t for another, but personal definitions aside, we should all agree that spending more time doing things you love, or more time with family and friends can only be a good thing.And a better balance between work and life leads to overall job satisfaction and employee engagement. According to our results, 9 out of 10 respondents responded to work calls and emails outside of office hours. On the other side, while actually at work, 63% of respondents said that they communicate with friends and family by phone and message. However, it didn’t take up a large percentage of their day, as 88% spent less than one hour on personal matter while at work, showing that those in Hong Kong are pretty productive.As the final word, 8 out of 10 professionals responded that they are happy with their work-life balance, suggesting that while there is a lot of hard work going on in offices around the country, there’s also a lot of living going on outside of them too.Staying connectedSmartphones, laptops, tablets - connectivity is a big deal these days and in many ways the line between time in the office and time out is becoming blurred by the pressure to always be on. This pressure can be increased by the devices that companies provide - 84% of respondents in Hong Kong received a device from work, and the type of device varied:Changes in mindsetIn many cases, with all above factors considered, it’s less about what a professional’s actual situation is, and more about their mindset when viewing that situation. As shown in multiple studies, those with a growth mindset, in which they see constant opportunities for development and improvement, are happier, more engaged and more satisfied.While it seems a bit too easy, sometimes the key to happiness can be as simple as reframing the way that successes and failures within the work environment are viewed.Professionals in Hong Kong are happy!Survey results and statistics aside, it seems that the happiest professionals, not just in Hong Kong, but all over the world, are those who are treated as humans. Humans who work hard and strive to meet goals, but who have fulfilling lives outside of work, being more than just their job titles.As for our survey, some answers are surprising, some are expected, but overall, this is a good picture of professionals at work. Despite all appearances on the train in the morning, it turns out that a majority of us are pretty satisfied when it comes to working conditions in Hong Kong.Download the full infographic here for more insights. Thu, 11 Jul 2019 18:21:11 +0800 Michael Page 4821 https://www.michaelpage.com.hk/advice/career-advice/work-life-balance/how-tackle-workplace-bullying Bullying doesn’t only happen in the school yard - the workplace is a breeding ground for bullies too. Having a safe, non-threatening workplace is a basic human right. Sadly, there are people who have little respect for human rights, so even as adults we can find ourselves at the mercy of a bully in the form of an employer or co-worker. SafeWork Australia defines workplace bullying as “any ongoing harmful or threatening behaviour by a person or group of people in your workplace that creates a risk to your health and safety.” It can happen in any kind of workplace and the bully isn’t always someone in a position of power – the bully can just as easily be a co-worker. Recognising bullying Some types of workplace bullying include: Insults, yelling, swearing. Hurtful comments, making fun of you or your work. Spreading rumours or gossip. Excluding you from workplace activities or conversations. Playing mind games or ‘ganging up’. Giving you pointless or demeaning tasks. Making impossible demands; setting you up to fail. Using your roster to make things difficult for you. Withholding important information. Physical violence, from pushing and tripping to physical attacks. Threatening phone calls or texts or threatening you with workplace equipment like knives or drills. Initiation or ‘hazing’ rituals where you have to do something unacceptable, humiliating or illegal. How it can affect you Workplace bullying can have dire consequences for your mental and physical wellbeing. According to the Bully Zero Australia Foundation it can lead to: Severe psychological and emotional distress. Sleep disturbances, impaired cognitive ability and feelings of anxiety and apprehension. Physical symptoms like stomach aches, back pain, headaches, depression and anxiety. Incapacity to work. Problems with study and personal relationships. Reduced productivity, work output and performance. Loss of self-confidence, low morale, feeling rejected or unable to trust others. Take care There are many procedures in place to deal with bullying, and by law if you report an incident, your employer has to go through a formal process to handle your complaint. Start by finding your work’s official bullying policy. You might have been given a copy of this when you first started. It’ll give you an idea of who is the best person to talk to and what you need to do. While you’re waiting for the powers-that-be to take action, it’s important to take care of yourself. The negative health effects of being bullied can be ongoing, even after the situation has been resolved, so it’s vital to know how to look after yourself now to prevent any further problems developing. Speak up You may feel nervous about telling your manager that you’re being bullied, but it’s their job to make sure your work environment is safe. If you don’t feel comfortable talking to your manager, take your concerns to someone more senior or speak to your human resources team. Don’t hide your suffering for fear of embarrassment – it’s not you who is the problem. Keep a record It can be tricky to remember what form the bullying took, and sometimes the signs can be subtle. So write everything down including the date and time each incident takes place. It will give you some peace of mind knowing you have specific details should you need them. Keep your distance Your wellbeing is important and it’s usually not worth confronting the bully yourself. Keep your distance and avoid dealing with the person unless absolutely necessary. Feeling stuck and like there’s no way out can have repercussions for your mental health, so look for support from friends. Stay calm Bullies like to push buttons to get a response. Try to keep your cool and give yourself the upper hand. It’s good to be assertive if necessary but avoid getting emotional if possible. This can be enough to stop the bullying but at the very least you’ll reduce your own stress. Look for support Talk to a friend or family member, or call a support service if you need emotional support. Organisations that provide counselling and advices are also available in your country, either by phone or online - don't be afraid to reach out for help at any time.  Other articles you may find interesting Work life balance tips How to know when to resign Self introduction job interview Mon, 18 Dec 2017 11:18:37 +0800 Healthworks 4491 https://www.michaelpage.com.hk/advice/management-advice/engagement-and-retention/7-reasons-why-employees-lose-motivation As an employer, you have a certain amount of responsibility for the motivation and well-being of your workforce. For a team to function to the best of its ability, all members must be fully engaged and fully committed. It’s important to recognise that true engagement will mean different things to different people and to understand what really drives an individual’s motivation. Really listen and respond to your employees’ needs to ensure high levels of engagement throughout your company. Spotting the warning signs of a disengaged employee early and addressing them quickly can help encourage retention. RELATED: Six reasons why companies lose top talent If you fear that one of your employees may be lacking in motivation, here are seven common causes that could be at the root of the issue.  1.  Lack of career vision Money is merely one part of an employee’s motivation. Most people want clear career objectives in place to feel that there’s progression for them within their organisation. Career visioning can be a useful process in setting clear, long-term goals for an employee so that they can proactively work towards projected outcomes.  2. Job insecurity Following on from the above point, a lack of career vision can give rise to feelings of insecurity. All employees want to feel a sense of security and longevity in their roles and an employer must help facilitate this with regular coaching and objective setting.  3. Feeling under-valued If an employee feels that their efforts are not being recognised or appreciated, they’ll soon begin to lack energy and commitment in their role. It’s important to celebrate successes and give credit where it’s due. Try to make sure that achievements are rewarded – even if it’s just with a pat on the back. RELATED: 9 inexpensive but effective ways to motivate your staff  4. No development opportunities Regular training and development opportunities can help boost employee motivation and engagement. Most employees will value the opportunity to expand and improve their skills and knowledge. If a workplace feels stagnant, non-progressive and uninspired, your employees’ motivation levels will soon dwindle. Get regular feedback from your team to see where increased training or development opportunities would be best placed and appreciated. RELATED: How to be indispensable at work  5. Poor leadership Effective leadership is an essential factor in motivating your staff. If strong leadership is lacking, some employees may start to feel demoralised.  Leaders must have a flexible, inclusive approach when it comes to managing a team and be able to communicate clearly while instilling confidence and focus.  6. Conflict Conflict in the workplace is hugely detrimental. Healthy debate is often productive, but it’s important to keep an eye out for any workplace intimidation or bullying. Some employees may feel worried to come forward about issues relating to a fellow colleague - which is why an anonymous employee survey may help to reveal any problem areas. RELATED: Where to draw the friendship line at work  7. Unrealistic workload It is important to keep a check on the expectations and demands that are being placed on your employees. If someone feels overburdened by a large, impossible workload – they can soon become disillusioned, stressed and lose motivation. Equally, if an employee has a workload that’s too light or not varied enough, they might quickly lose interest. RELATED: 5 ways to beat the Monday morning blues Tue, 16 Aug 2016 08:52:27 +0800 Michael Page 4031