Singapore, 23 March, 2026 – Titled ‘Transition, Tension, and Talent Retention’, the new report released by Kahoot!, the global learning and engagement platform, reveals that Singapore’s youngest professionals’ emotional commitment to their workplaces is both inconsistent and vulnerable.
Kahoot! commissioned this research to better understand the workplace experiences of Gen Z employees in Singapore who have recently transitioned from university into corporate roles. Half of the respondents (51%) reported feeling engaged at work, indicating a modest majority experiencing a positive emotional connection to their role and organisation. In contrast, 20% reported feeling disengaged and 29% describe themselves as neither engaged nor disengaged, suggesting there is a sizable “middle” group whose connection to work is neutral and potentially fragile.
By capturing the perspectives of early-career professionals the study provides invaluable insights into the cultural and structural factors shaping Gen Z at work. It also provides actionable insights organizations can utilize from the outset.
Gen Z wants a smoother transition from classrooms to workplaces
According to a survey by the Singapore National Employers Federation, local employers cited attracting and retaining professionals, managers, executives and technicians (PMETs) as one of the challenges faced in 2025. As organisations work to alleviate this issue, understanding the workplace experiences, expectations, and drivers of engagement among Gen Z has become increasingly business critical.
Touchpoints such as onboarding, learning and development (L&D) sessions, and others, are opportunities for organisations to mirror structured learning in educational institutions that Gen Z are familiar with. Respondents expressed a strong desire for more structured and in-depth onboarding (45%), clearer expectations and assessment criteria (44%), and greater access to mentors, coaches, or peer trainers (40%).
With a strong structured support that mirrors educational systems where goals and coaching are clear and consistent, Gen Z employees can adjust to the workplace culture gradually, instilling confidence.
Training isn’t failing because Gen Z is uninterested, it’s failing on duration and relevance
While mandatory workplace training is generally viewed as informative and somewhat effective, respondents faced a “boredom barrier” where training is often considered passive, boring, or time-consuming. Respondents highlighted the need for more engaging and motivating content (37%), greater real-life application and interactivity (31%), and more time to complete training effectively (29%).
Clearer learning pathways (27%) and role-specific relevance (27%) were also identified as key areas for improvement. The findings signal broad agreement that current workplace training approaches often fall short of what early-career employees need to stay engaged and grow with confidence. Recognition and personalised learning also emerged as important factors, reinforcing that motivation is closely tied to feeling supported, seen, and equipped to grow.
The survey also highlights that Gen Z does not reject gamification in training sessions; they reject poorly executed gamification. 47% of respondents are more likely to engage with learning content presented as a game, challenge, or friendly competition. However, enthusiasm drops sharply when it feels forced, childish, or disconnected from real work. When aligned with meaningful learning outcomes, gamified approaches can significantly enhance motivation, participation, and morale.
To better support Gen Z organizations should redesign onboarding and training tools and processes to better meet the expectations of their newest employees
The report clearly shows that early-career engagement in Singapore is at a tipping point. This fragile engagement is reinforced by early workplace “culture shock” among Gen Z. As they transition from school to work, the pace is the initial shock, but then office politics drives disengagement further. Organisations must rethink how they approach learning and development, not as an act of compliance or a concession, but as an invaluable strategic driver of retention and performance.
Leaders also arguably need to reassess their engagement strategies to help ensure they’re focusing on building meaningful connections at the onset, rather than assuming these connections will develop organically over time. Respondents identified transparent communication from leadership (41%) and inclusion in decision making (35%) as key factors to enable them to develop a greater sense of belonging and organisational trust when their voices are heard.
“Gen Z employees are asking for what they know works: clearer expectations, structured onboarding, ongoing coaching, and learning experiences that are engaging, interactive, and connected to real work. Organisations that redesign workplace learning with intention, making it more human, motivating, and meaningful, will be the ones that earn long-term commitment from the next generation of talent” says Ahteram Uddin, Growth Director for Kahoot! in Asia and MENA, commented. He adds, “As Singapore stands as a major global hub for various industries, equipping Gen Z for workplace success is critical to maintain this position for both local and global organisations.”
Kahoot!’s Gen Z One Year On The Job report can be read in full for free here: https://kahoot.com/business/resources/reports/
About the Survey
The survey was conducted in Singapore among office workers aged 18–28 who have graduated from university and been in corporate employment for between 12 and 36 months. Data was collected online from 5–18 January 2026 through Milieu’s proprietary survey community. The study sample comprised n=265 respondents across genders.
About Kahoot!
Kahoot!, the global learning and engagement platform company, is on a mission to make learning awesome by empowering everyone, children, students, and employees, to reach their full potential. Our platform enables individuals and organizations to easily create, share, and host engaging learning sessions. Since launching in 2013, Kahoot! has become a global leader, hosting hundreds of millions of sessions with over 12 billion cumulative participants across 200+ countries and regions. Clever, the global identity platform for K-12, is also part of Kahoot! Group, serving millions of educators, students, and schools every day. Headquartered in Oslo, Norway, we also have offices in the US, UK, France, Finland, Australia, Singapore, Japan, Estonia, Denmark, Spain, and Poland.
Media Contacts for Kahoot!:
Global: press@kahoot.com