（2019年7月25日，/HRoot.com/）近日，据罗致恒富最新研究表明，超过一半的新加坡雇主认为缺乏领导力是阻碍员工晋升的主要原因。
罗致恒富发现，39％的新加坡商业雇主在过去三年中拒绝向员工提供晋升机会。其中，缺乏领导技能（53％）被认为是阻碍晋升的首要原因，而缺乏经验（45％），缺乏软技能（39％），缺乏职业技能（36％）和有更合格的其他内部员工（26％）或外部候选人（9％）等紧随其后。
罗致恒富新加坡董事总经理Matthieu Imbert-Bouchard表示：“当候选人未能获得晋升时，他们很可能会失去工作积极性，因此，企业采取措施确保没有成功晋升的员工或候选人不会降低对工作的热情和对自己专业能力的信心显得尤为重要。”
罗致恒富发现，企业领导者正在实施多项措施，以保持员工的积极性。超过一半（52％）的企业让员工在不同的团队中工作，而48％的企业则采取了员工之间相互影响的方式保持员工的积极性。其他常见措施包括为员工提供独特的工作项目（41％），分配任务（34％），要求他们在具有挑战性的情况下投入工作（26％）并提供培训机会（20％）。
Imbert-Bouchard表示：“员工在面对失望时必须保持适应力，以确保他们在未来获得成功晋升的机会最大化。只有能够反思反馈并发展其专业能力的积极员工才有可能实现其长期目标。与此同时，员工不断评估是否可以在当前雇主之外找到更合适的高级别职位，这对员工是有益的。”
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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