A recent survey revealed that 1 in 2 respondents in Hong Kong would consider quitting their job if they felt that their managers aren’t supportive of their development.
Similarly, 50% would quit if their managers showed no interest in their long-term career planning and progression. This sentiment is most pronounced among Gen X workers at 54%, compared to Baby Boomers at 43%.
Randstad - the world’s largest talent agency - today released its 2025 Workmonitor research in Hong Kong. The study underscores the need for managers to be actively involved in employees’ career development to improve employee engagement and improve organisational culture.
manager’s impact on career development and retention
Many employers want their employees to upskill so they can be more effective and productive in their jobs. However, companies need to provide clear guidance on what skills to develop and when. For example, with AI, workers want to know not just how to use it, but how it will change their daily tasks, and career path.
People also tend to look to their managers for guidance on professional development. They want clarity on what and when they should upskill to ensure their efforts lead to promotions or raises, or at the minimum, job security.
meeting talent expectations amid digital transformation
More than half the respondents—53%—believe their employers have provided opportunities to future-proof their skills in response to industry changes, although 15% disagree.
Half the respondents reported that their employers did not introduce new career development opportunities over the past 12 months. Baby Boomers and Millennials are the most likely work generations to not receive any new training over the past year.
Interestingly, the survey found a generational divide on who they think is responsible for upskilling.
44% of Gen Zers are most likely to believe that training and upskilling soft skills is their responsibility. In contrast, more Millennials and Gen X respondents see this as the employer's duty. This perspective is similar for AI and tech skills, highlighting a need for employers to provide clearer guidance on what and how to develop skills.
is the lack of upskilling support driving employees out the door?
Employees actively seeking training to secure their career futures are found to be less patient with their employers if they experience a lack of opportunities to upskill.
Even though 37% said that learning and development has increased at their organisation in the past 6 months, our year-on-year data found a 8% decline from the prior year. 1 in 2 respondents also said that their employers did not introduce any new training programmes in 2024.
With fewer opportunities to upskill at their organisation, the survey found 32% resigned, a 11% year-on-year increase.
The lack of resources for upskilling could be the reason behind higher employee turnover rates, as talent seek companies that provide better support and guidance to reach their career goals.
generational perspectives on company support on career development
artificial intelligence the most sought after training
In Hong Kong, almost all—88%—of talent feel confident in their ability to use the latest technology in their jobs. This confidence is particularly high among Millennials, with 90% feeling prepared, compared to 75% of Baby Boomers.
If their employers offered it, 49% of respondents are interested in AI training, a 20% year-on-year increase. Management and leadership skills, as well as IT and technological literacy, are also highly valued among respondents in Hong Kong. However, there is a generational divide in the demand for training, which highlights the importance of upskilling awareness and more age-inclusive training strategies.
While many Hongkongers understand basic AI applications, there’s often a lack of confidence and knowledge to use it effectively in business.
AI is already reshaping work across industries like retail and aviation, with the potential to significantly impact our career futures. Organisations have a long journey ahead in digital transformation, which will lead to further and more significant job augmentation or automation.
It is hence crucial for employers to foster curiosity in AI learning, encouraging employees to explore its boundaries and apply it to their work. This hands-on experience helps staff understand how AI can enhance their roles and guides them in future-proofing their careers.
the profound impact on employee engagement and organisational culture
The absence of career development opportunities can have a profound impact on both organizational culture and company culture, ultimately affecting employee experience.
When employees perceive their growth to be stagnant, it can lead to a decline in employee morale. This perception may erode trust between employees and management, as workers begin to feel undervalued and overlooked.
Organizational culture thrives when employees see a clear path for advancement and professional growth within the company. Without such pathways, the company culture may suffer due to increasing disengagement and disinterest. Furthermore, the lack of career development opportunities can result in lower employee satisfaction levels.
Fostering career development is essential for maintaining a vibrant company culture and a committed workforce. Addressing these gaps can significantly enhance employee satisfaction, leading to a more cohesive and dynamic organisational culture.
download the randstad hong kong 2025 workmonitor report
Fostering meaningful relationships and creating inclusive environments are essential for attracting and retaining talent in Hong Kong’s competitive labor market. Employers who prioritise building trust and cultivating workplace friendships stand to benefit from higher productivity, better job satisfaction, more engaged employees, and improved talent retention.
For more insights into workforce trends and strategies for creating inclusive and engaging workplaces, download Randstad Hong Kong’s 2025 Workmonitor report.
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