Work Doesn’t Work Anymore

Source: APAC Entrepreneur

Welcome to the modern workforce — where ping pong tables and kombucha on tap can’t hide the real issues. If it feels like your coworkers keep disappearing, it’s not just in your head. Companies today are bleeding talent, and the turnover crisis isn’t slowing down. Behind every exit interview is a story — one of burnout, betrayal, or just plain boredom.

So, what’s really going on in these boardrooms and breakrooms? Why are people walking out faster than they walked in? And more importantly, what can employees do to protect themselves?

High Turnover is Here to Stay

In the last two years, employee turnover has reached alarming levels:

• Global turnover (U.S. data): Peaked at 24.7% in 2022, dipped to 17.3% in 2023, and landed at 13.5% in 2024. (BLS.gov)

• Malaysia-specific: Turnover rose from 14.9% (2022) to 16.2% (2023). In 2025, 62% of Malaysian professionals say they plan to switch jobs — a significant jump from ~24% in 2024. (Hays Salary Guide, 2025)

• Toxicity is a key driver: A staggering 59% of Malaysian employees left their jobs due to toxic workplaces — the highest in Asia-Pacific. (ET HRSEA Report, 2024)

These aren’t just numbers. They’re warning signs of cultures that are cracking at the core.

Real Reason Behind the Revolving Door

Turnover isn’t just about money. It's about values — or the lack thereof.

Top 5 Reasons People Resign (and What Employers Say Instead):

Reason	Common Employer Justification
1. Lack of Growth	“We’re too lean for promotions right now.”
2. Toxic Leadership	“They couldn’t handle constructive feedback.”
3. Burnout	“It’s startup culture — we all grind.”
4. Low Pay	“We offer great non-monetary perks.”
5. No Recognition	“They were doing what they were paid to do.”

Work Culture is Changing — Or Pretending To

While some companies preach “people-first” values, many hide under a shiny surface of flexible work and mental health days — without addressing real dysfunction. New-age phrases like “quiet quitting,” “rage applying,” and “bare minimum Mondays” didn’t appear out of nowhere — they’re signals that employees feel overworked and undervalued.

The biggest shift? People no longer leave companies — they leave cultures.

Toxicity doesn’t begin with one bad colleague. It festers from the top down:

• Power hoarding

• Passive-aggressive leadership

• Favoritism

• Micromanagement

• Gaslighting in the name of “performance”

  
  

And it rarely ends unless companies:

• Hold managers accountable

• Encourage upward feedback

• Remove toxic elements — not promote them

HR: Friend or Front?

Many employees are disillusioned with HR — and for good reason. While HR should protect both employer and employee, the reality is many prioritize the company’s legal safety over staff wellbeing.

This creates a deep trust gap. Employees stay silent. Issues fester. People burn out — or bail out.

What If It Gets Bad? Can Employees Report Toxic Companies?

Yes — you do have options:

1. Document EverythingLog incidents, dates, emails, WhatsApp chats — all of it. Especially if harassment or discrimination is involved.

2. Submit a Formal Complaint to HRKeep it professional. Be solution-focused and highlight how the issue affects team performance, not just you.

3. Report to External Authorities

   • Malaysia: Contact the Department of Labour (JTKSM) for unfair dismissal, unpaid wages, or harassment.

   • Global: Use your country’s employment tribunal or labor protection agency.

4. Legal or Whistleblower AdviceIf you're being silenced or retaliated against, seek help. Some NGOs offer confidential legal support.

   
   

Red Flags to Watch For

You don’t need to step into a trap. Here’s how to vet a company before saying yes:

• Glassdoor, Reddit, Blind: Check employee reviews — especially the 1-star ones.

• Ask These in Interviews:

  • “How does the team handle conflict?”

  • “What happened to the person previously in this role?”

  • “How do you support employee wellbeing?”

• Scan for Red Flags:

  • Vague answers about culture

  • Bragging about “hustle” and “family”

  • No clear mentorship or growth path

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Trust your gut. If something feels off — it probably is.

Industries Hit Hardest by Turnover

While no industry is immune, these sectors feel it the most:

• Retail & F&B: Long hours, low pay, high stress.

• Tech Startups: “Do more with less” culture.

• Agencies: Client pressure + chaotic internal structures.

• Customer Support Roles: High emotional labour, little recognition.

• Corporate Admin Roles: Often overlooked, underpaid.

What’s Fair, What’s Not

Fair	Unfair
Clear role boundaries	Vague expectations with 24/7 WhatsApp access
Pay for overtime	"Team spirit" replacing compensation
Feedback with growth plans	Public shaming or silent treatment
Flexible hours with trust	Guilt-tripping remote workers

If toxic cultures and poor retention go unaddressed:

• For Companies:

  • Constant rehiring

  • Loss of knowledge

  • Stagnant innovation

  • Employer brand damage

  
  

• For Employees:

  • Career anxiety

  • Reliance on gig work

  • No long-term security or growth

  
  

• For the Market:

  • More contract roles

  • Fewer benefits

  • Less workplace loyalty — and more mental health fallout

Final Take: Culture Is a Strategy — Not a Slogan

Perks don’t retain people. Culture does. Leadership sets the tone. HR sets the guardrails. Employees set the standard for what they’ll accept — or walk away from.

The companies that thrive in the next 10 years won’t be the ones with the trendiest offices. They’ll be the ones who make people feel safe, heard, and valued.

Reference

• Gallup (2023). State of the Global Workplace Report

• Hays Asia Salary Guide (2025). https://www.hays.com.my

• HRSEA Economic Times (2024). 59% of Malaysian Workers Quit Due to Toxic Culture

• U.S. Bureau of Labor Statistics. Job Openings and Labor Turnover Survey (JOLTS)

• SHRM (2023). Cost of Employee Turnover Report

The Uncommon Breed

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