The Myth: “No One’s Loyal Anymore”
If you’ve worked in HR or L&D in the past five years, you’ve probably heard it:
“People just don’t stay anymore.”
“Young talent has no loyalty.”
“Employees will leave for a 10% pay bump.”
But is that really true?
Our 2025 Employee Commitment Report at D Jungle People suggests otherwise. In fact, 68% of Malaysian professionals say they are committed or highly committed to their organisations. So why the disconnect?
The Real Story Behind Commitment in Malaysia
The narrative of job-hopping and disengagement is a half-truth. According to Robert Walters, Malaysia’s average job tenure sits at just 1.3 years – well below global averages. But short tenure doesn’t mean low commitment.
In emerging markets like Malaysia, several external pressures drive movement:
- Volatile job markets
- Lower employee protection
- High demand for niche skills
- Inflation and cost of living concerns
In our own study of over 1,200 respondents, most of whom were actively engaged in learning and development programmes, we found that commitment is strong when certain conditions are met.
The Conditions That Drive Commitment
Our research, backed by comparisons with global data from Gallup and PWC, points to three key drivers of commitment:
1. Meaningful Work
Employees who feel that their work aligns with their personal values, interests, and passions are more likely to stay long-term. This echoes trends in Deloitte’s 2024 Global Human Capital report, where meaning was rated higher than compensation for Millennial and Gen Z retention.
2. Team Climate
The feeling of belonging within teams – characterised by support, collaboration, and psychological safety – strongly influences retention. This reflects Amy Edmondson’s research on psychological safety as a predictor of engagement and performance.
3. Managerial Influence
Though only 28% of employees named “managers” directly, every driver of commitment is shaped by managerial behaviour – from job design to recognition, to how growth opportunities are communicated.
What Organisations Can Do in 2025 (and Beyond)
✅ Reimagine Engagement Beyond Perks
It’s not about bean bags and flexi-hours anymore. Engagement means helping people see themselves in the organisation’s future.
✅ Invest in Managerial Development
The “Hidden Engine” of commitment is the manager. Equip your leaders with coaching skills, communication fluency, and empathy – not just technical know-how.
✅ Design Work with Meaning
Audit your job roles: Do they have visibility? Do they connect to impact? Do your people know that their work matters?
✅ Support the First Three Years
Commitment plummets after year one. Move from a 90-day onboarding mindset to a 730-day retention strategy. Build touchpoints for mentoring, career development and culture integration.
Final Thought: It’s Not That People Don’t Commit – It’s That We Haven’t Made It Worthwhile
Commitment isn’t outdated. It’s evolving. People still want to belong, contribute, and grow. The difference is, they now expect organisations to meet them halfway.
At D Jungle People, we believe commitment is a two-way street – one paved with purpose, trust, and real development.
Let’s stop asking, “Why don’t people stay?”
And start asking, “What are we giving them to stay for?”
