Feeling less motivated after your performance review? You’re not alone

Only 10% of professionals say they feel more positive about their roles after their latest performance review, according to new research from global talent solutions partner Robert Walters. The process also left more than one in four (27%) professionals feeling less positive about their roles instead. 

The findings are part of a global mid-year survey of professionals, which included close to 200 respondents from Singapore. Conducted in April 2026, they show that businesses are facing growing pressure to maintain workforce confidence and engagement heading into the second half of the year. 

Andrew Powell, Chief Commercial Officer at Robert Walters, says, “Performance reviews are becoming increasingly important management moments, particularly as organisations look to balance worker needs while continuing to manage budgets. Employees want to know how their skills are valued, where they can progress and whether the business is investing in their long-term development.”

Among the respondents, ​​​​42% of professionals shared that they have received a pay increase for 2026, of which one in three (15%) saw it as an inflationary increase. 

When asked if their current salary situation is influencing their likelihood of looking for a new job, 79% of the respondents shared that they are either actively looking for a new role or now open to new opportunities. This is an increase compared to the findings of the Robert Walters Salary Survey 2026, where 26% of professionals in Singapore did not have the intention to change or look for jobs for at least the next year or more, when asked during late 2025. 

“Most professionals understand the economic pressures businesses are operating under and recognise that significant salary increases may not always be realistic,” adds Andrew. “But it can be challenging for organisations to keep employees motivated when they aren’t having regular open conversations around progression, future earning potential or how compensation decisions are made.”

Kirsty Poltock, Country Manager for Robert Walters Singapore, says: “Performance reviews are a two-way conversation and an important opportunity for professionals to understand how their individual goals align with the organisation's priorities. Even if salary increases are modest, employees can use these discussions to identify the skills, experiences and responsibilities that will position them for future progression. Over the coming months, professionals who continue to build in-demand capabilities, embrace new technologies including the partnership of AI integration, and demonstrate adaptability will be better placed to seize opportunities as hiring activity picks up.”

The findings suggest that performance and salary reviews are carrying greater significance in today’s market. “We are seeing many organisations take a more strategic and measured approach to compensation management. Market data can play an important role in helping to understand where they are competitive, where progression gaps might exist and how salary expectations are evolving,” added Andrew. 

“As the world of work continues to evolve, professionals are placing greater emphasis on long-term career value and future opportunities. Organisations that understand how workforce expectations are shifting will be better positioned to build engagement, develop critical skills and remain competitive over the longer term,” concludes Andrew.

Business leaders can tap on insights into pay levels and hiring trends to help them have transparent, evidence-based conversations with their teams about compensation and expectations. The Robert Walters Salary Survey 2026 for Singapore is available at: https://www.robertwalters.com.sg/our-services/salary-survey.html  

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