a new mission for employers.
Our Workmonitor 2025 report shows that a new workplace baseline is emerging - where success is defined not just by what we do, but by why we do it, how we do it and who we do it with.
explore 2025 themes.
-
motivated by personalisation — why we do it.
Work today is about more than just a paycheck. People are looking for workplaces that align with their personal values, aspirations and circumstances.
27% have quit a job because they disagreed with the views of leadership and 39% left due to a lack of personal development or progression opportunities.
And for the first time in Workmonitor’s 22-year history, work-life balance has superseded remuneration as the primary motivator for many in this demographic as they consider their prospects in a future job in Malaysia. While compensation remains pertinent in the evolving landscape of the future job market, a broader spectrum of factors now contributes to professional fulfillment.
-
fostering a sense of community — who we do it with.
Finding a sense of belonging at work is not only desirable for talent. More than 9 in 10 say it also improves their performance and workplace wellbeing. As the future of work in Malaysia takes shape, fostering a positive and inclusive environment will be paramount for employers seeking a stable and productive workforce.
However, 71% report hiding aspects of themselves at work, and 59% have quit a job due to a toxic working culture, a 18% increase from 2024.
-
gaining opportunities through skilling — how we are doing it.
Rapid technological advancements, particularly in AI, are transforming the future of work in Malaysia and redefining future job requirements. A large portion of Malaysian talent (45%) prioritises opportunities for future skills development when considering employment.
1 in 4 believe employers have increased support for skilling in the past 6 months, and 35 % said that there are no new training programmes in the past 12 months. Workers are increasingly taking ownership for both technical skills and soft skills.
Gaps persist between desire for training and those receiving it. Younger talent and managers are reaping the greatest benefits, but given systemic talent scarcity, organisations must ensure age-inclusive skills opportunities for all.
our global reach.
key findings at a glance.
a new workplace baseline.
Our Workmonitor 2025 report shows that a new workplace baseline is emerging — where success is defined not just by what we do, but by why we do it, how we do it and who we do it with. For Malaysian employers, understanding these shifts is crucial for adapting talent acquisition, development, and retention strategies to thrive in the future job market.
There’s a clear mission here for employers. By acknowledging the new baseline — the why, who and how — and closing the gaps in expectations between talent and employers, organisations can gain trust and drive meaningful, talent-centric progress.
