in recent years, however, there has been a noticeable decline in capability among new hires at similar seniority. basic skills in tools like excel and powerpoint are often lacking, leading to frequent reliance on step-by-step guidance for relatively simple tasks.
at the same time, it has become difficult to provide direct feedback without it being perceived negatively. there are also instances where concerns are raised indirectly rather than addressed openly, which affects transparency and trust within the team. in some cases, attempts to guide or correct are escalated as issues of tone, rather than focusing on the underlying performance gaps.
this dynamic affects overall team efficiency and can be discouraging, especially when there appears to be a mismatch between capability, expectations, and compensation. it also raises the question of why experienced and high-performing talent choose to leave when they are expected to take on additional burdens without corresponding recognition.
there also appears to be a gap in management support and employee care, particularly in how benefits and policies are reviewed and adjusted. for example, medical benefits were reduced based on low utilisation, which may not fully reflect employees’ actual needs.
in addition, there has been little to no meaningful review or increase in benefits over the years, despite rising living costs and inflation. this creates a perception that employee wellbeing and market competitiveness are not being prioritised in decision-making.
overall, this contributes to lower morale and reduced trust in management, especially when experienced employees feel additional workload and responsibility are not matched with adequate support or recognition.
