Ultimate Guide to Securing Endorsements in Singapore

In our competitive job market, the way you leave a company can be just as important as the way you join it. The Ministry of Manpower (MOM) does not legally require employers to provide a testimonial or endorsement when an employee resigns. However, in practice, presenting one can greatly influence how you are perceived by future employers.

Whether it comes as a written testimonial, a LinkedIn recommendation, or a reference letter, a well-prepared endorsement can become one of your strongest career assets.

BE TIMELY

Singapore labor law provides clear rules on notice periods and salary obligations during offboarding. When it comes to endorsements, however, there is no statutory requirement. Testimonials are generally extended as a courtesy, and employees who ask in a timely and professional manner are more likely to receive one. The best moment to request a reference is right after your resignation has been accepted, when professional respect and goodwill are still intact.

BE PROFESSIONAL

An effective endorsement focuses on your contributions, skills, and work ethic rather than personal opinions. In Singapore’s tight-knit industries, references that are vague or overly casual can be viewed with skepticism. Strong endorsements highlight measurable achievements, leadership qualities, and adaptability within diverse workplace environments.

BE PREPARED

Be prepared to ask which type or types of endorsements you will need in the future. Types include formal testimonial letter, LinkedIn recommendation, and referral contact.

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Formal Testimonial Letter is issued on company letterhead and signed by a manager or HR officer. This format carries the most weight with prospective employers. Next, LinkedIn Recommendation is highly valued in sectors such as finance, technology, and marketing. In these sectors, digital presence influences hiring decisions. Lastly is referral contract. In certain cases, a direct introduction or verbal reference from a former manager can be more persuasive than a written letter.

BE GRATEFUL

The manner in which you request an endorsement can shape how it is written. Always approach the conversation with gratitude and professionalism. Instead of framing it as a demand, position it as a recognition of your shared professional experience. For example: “As I move forward in my career, I would truly appreciate if you could provide a testimonial reflecting my contributions here. Your perspective would mean a lot to me.”

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Although employers are not legally bound to issue references, many understand that balanced and accurate testimonials reflect positively on their own reputation. A well-written reference is factual and avoids any defamatory remarks. So, don’t be afraid to ask for one! Securing fair endorsements can help you open new opportunities and strengthen your long-term professional brand. Good luck!

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Vaping Under Fire as Stricter Rules Take Hold

At first glance, vaping appears modern and fashionable. With candy-colored casings and flavors such as mango ice and cotton candy, e-cigarettes have quietly spread among Singapore’s youth. Yet behind this playful image lies a growing health crisis, one serious enough for Prime Minister Lawrence Wong to announce stricter vaping rules during his 2025 National Day Rally speech.

“Many of these vapes are laced with addictive and harmful substances like etomidate,” he cautioned. “Right now it is etomidate. In the future, it could be something worse, stronger, or far more dangerous.”

For a country long known for its uncompromising stance on tobacco, Singapore’s move against vaping marks a significant new phase in the battle against harmful addictions. The Government has made it clear that fines alone, previously capped at S$2,000, are no longer sufficient. Vaping will now be treated as a drug issue, supported by tougher penalties, rehabilitation programs, and a nationwide education drive.

Health experts warn that e-vaporizers release aerosols containing fine particles, cancer-causing chemicals such as formaldehyde and benzene, and toxic metals including tin, lead, and nickel. Nicotine, the main addictive substance, not only fosters dependence but also speeds up heart rate, raises blood pressure, and in younger people disrupts brain development in ways that affect learning, focus, and emotional regulation.

What alarms medical authorities most is the spread of Kpods, vapes secretly infused with etomidate, a sedative intended only for controlled medical use. When inhaled, etomidate bypasses the body’s natural defenses and enters the bloodstream directly. The consequences can range from spasms and breathing problems to seizures and psychosis. Because users are often unaware of what they are inhaling, these vapes pose risks far greater than cigarettes. Unlike tobacco or alcohol, vaping devices can be easily altered, refilled, and spiked with substances far more dangerous than nicotine.

To address the threat, the Ministry of Home Affairs and the Ministry of Health have launched a coordinated campaign that goes beyond enforcement. The Health Sciences Authority will work closely with officers on the ground, and more than 800 Singaporeans have applied to join the newly created anti-vape task force. The strategy mirrors Singapore’s earlier crackdowns on glue sniffing in the 1990s and chewing gum smuggling in the 2000s, treating vaping not as a passing trend but as a national threat that requires collective action.

The most crucial front line, however, lies in schools and campuses. The Government’s education program will target secondary schools, polytechnics, universities, and even National Service, ensuring young people are warned before habits form. “Today’s anti-vaping campaign must be as visible as yesterday’s anti-smoking efforts,” said Vikram Nair, Chairman of the Government Parliamentary Committee for Home Affairs and Law. “When I was a student, we all knew about glue sniffing because of the campaigns. This generation must see vaping in the same way.”

Still, the response will not rely solely on punishment. Those found addicted to vaping will be placed in supervised rehabilitation, while voluntary quitters will not face legal consequences if they seek support through programs such as the Health Promotion Board’s I Quit. This creates a two-pronged approach: disrupting supply chains to deter traffickers while offering users a path to recovery before their dependence becomes long term.

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What is certain is that the fight is only beginning. Battle lines are emerging in schools, shopping malls, airports, and the online spaces where vapes are promoted. As Prime Minister Wong made clear, this is not just about stopping a fad but about protecting an entire generation. The haze of vaping may seem harmless, but Singapore is determined to clear the air one crackdown at a time.

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Stellar Tips On Conducting An Employee Performance Review

Whether you like it or not, performance review season is upon us! This presents an opportunity for employees to manifest their strengths and accomplishments. It highlights their value to the organization. In its core, employee performance review is a critical tool that will significantly impact professional development and job security.

#1: ESTABLISH PERFORMANCE STANDARDS

Establishing a system to measure the performance of employees is necessary before you can accurately evaluate each one. Performance standards encompasses how a job is expected to be done. These standards apply across the board without exemptions (i.e., to every employee holding the same position). Ensure that your standards arre achievable in a given timeframe.

#2: SOLICIT 360-DEGREE FEEDBACK

360-degree feedback is one of my favorite evaluation tools. Why is this so? It provides a clear view of how the person interacts with the boss, co-workers, clients, or any reporting staff. It solicits feedback from people who have worked closely with the employee. They know the employee best.

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Start getting information by opening informal discussions. Then, provide a feedback form that the participants will complete. If your company uses a form, please give this document in advance.

#3: CREATE EMPLOYEE GOALS

The beauty of employee goals lies in its individualistic nature. Employee goals are tailored to each employee. It will depends on one’s knowledge, experiences, strengths, and weaknesses. Seek professional help when figuring out what goals are appropriate and reasonable.

Write down the specific goals for each employee and hand these out. This way, they will have an idea on how to achieve a positive evaluation next time.

#4: EMPLOY THE SANDWICH METHOD

Last but not the least, the spirit in which you approach this conversation will make or break the event. A genuine intention such as helping your employee improve can foster a positive relationship with the employee. In return, the conversation will be more effective and lighter.

During the review, please employ the sandwich method. Start with emphasizing how confident you are with his or her abilities to improve. Then, air out the areas that you need to strengthen. Lastly, spend more time on the positive aspects of his or her performance.

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Discussion about how an employee can continue to grow on one’s performance should comprise the majority of the time when it comes to evaluating “average performing” individuals. Just keep the discussion motivating.

Sources: 1 & 2

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