SINGAPORE: A seemingly simple question posted on Reddit has struck a nerve with many Singaporeans: what’s so wrong with being “just okay” at work?

The post, shared on the /askSingapore subreddit, came from a young working adult who felt increasingly out of step with workplace expectations. While they were content with their current job, pay and quality of life, they found themselves surrounded by colleagues and managers who constantly pushed for more output, more innovation, more ambition.

At the heart of their frustration was a simple thought: if something isn’t broken, why fix it?

The pressure to be more

The writer described a workplace culture where doing the job well wasn’t enough. There was an unspoken expectation to overdeliver, improve constantly, and stand out.

Even when enhancements led to confusion among users, their manager remained firm that pushing for more was the right approach. It reflected a broader mindset many Singaporeans are familiar with: Success is tied to relentless improvement and measurable achievement.

This pressure doesn’t just come from bosses. It often comes from peers, family, and society at large. The idea that one should always be striving for something bigger can make contentment feel like complacency.

“There’s nothing wrong with being mediocre”

The post quickly drew a wave of responses, many of them surprisingly supportive. “There’s nothing wrong with being mediocre as long as you’re fine with it. It’s your life, live as you wish,” one commenter wrote, echoing a sentiment that personal satisfaction should matter more than external expectations.

Another offered a more placating, but philosophical take: “Mediocre sounds negative, replace it with ‘adequate’.” In other words, perhaps the issue isn’t the lifestyle itself, but the label we attach to it. Perhaps it’s the way society has shaped our self-perception that forces us to prioritise things like “doing more”, because doing otherwise is a form of failure.

Others challenged the very idea of what success means. One user pointed out, “You’re not mediocre. You just realise that there is more meaning to life than chasing a career. No one died with their grave marked as ‘best employee’.”

It’s a reminder that for many, work is just one part of life. It is not the defining metric of self-worth.

A clash of mindsets

Still, not everyone agreed.

“For a mediocre person, being driven scares them. For a driven person, being mediocre scares them,” one commenter noted, highlighting a fundamental difference in how people view ambition.

Another added a practical perspective: “Well, there are consequences for doing the bare minimum… namely, risking being irrelevant and unemployed in the work context.”

These responses reflect a tension many workers face. On one hand, there is a desire for balance, stability and personal happiness. On the other, there is a real need to remain competitive and employable in a fast-moving economy.

Success, perception, and self-worth

What makes this conversation resonate is how deeply tied work is to identity. In many societies, especially in places like Singapore, career success is often seen as a reflection of personal value. Promotions, pay raises, and recognition become markers not just of professional progress, but of self-worth.

So when someone chooses not to chase these markers, it can feel like they are going against the grain.

But as some commenters pointed out, that choice can also be a form of clarity.

“Not an issue unless it risks survival. Just opinion,” one user wrote, suggesting that as long as basic needs are met, the rest becomes a personal decision rather than a societal obligation.

Finding your own definition of “enough”

Perhaps the most important takeaway from the discussion is that there is no single “correct” way to approach work. For some, ambition and constant growth bring fulfilment. For others, stability, meaningful work and time outside the office matter more.

The challenge lies in recognising that these paths are different, not better or worse.

Choosing to be “adequate” in a world that celebrates overachievement is not necessarily a lack of drive. Sometimes, it’s a conscious decision to prioritise other parts of life.

And in a culture that often equates success with more, learning to define what “enough” looks like for yourself might be one of the hardest (and arguably the most important) things to do.

Read also: Singapore-based worker asks whether to take a 40% pay raise now or stay for bigger long-term gains

This article (When doing your job ‘isn’t enough’: Reddit debate on pressure to go further) first appeared on The Independent Singapore News.

SINGAPORE: For many young Singaporeans today, starting a career is definitely a challenge, especially when they are having a difficult time finding joy and purpose in what they do. In a survey conducted by Kahoot!, the global learning platform learned that almost 50% of Gen Z workers aged between 18 and 28 lack passion for their jobs, and this highlights the tensions among talents in Singapore’s entry-level workforce. 

The survey, shared by yan.sg, particularly focused on university graduates with one to three years of company experience. Significant findings showed that only 51%, barely over half, of these people declared that they were motivated to work. Another 20% from the group admitted that they did not want to do it, and 29% fell in the middle, neither loving nor hating their jobs. This ‘neutral’ group is the most unstable, given that they might show up on time today, but eventually could quit over the smallest misunderstanding tomorrow.

In relation to this survey, there was also research made by the Singapore National Employers Federation, where they confirmed that attracting and retaining talent will remain a major challenge for businesses in 2026. The main reason for this is culture shock.

For Gen Z graduates, the workplace and school are completely different environments. When they were still students, clear course outlines were given, and teachers were readily available to offer help. However, in the workplace, there are vague goals, and they feel that there is no one to ask questions to. This disparity leaves them feeling confused and disoriented when they finally step into the real world. 

The report also revealed that this generation wants something that they have experienced in school, such as solid onboarding practices–having a clear structure of what they are meant to do. More so, they also thrive when clearer goals and assessment standards are given, and when they have a mentor to guide them in the first few months. Gen Z’s are capable, they just need a support system during their so-called ‘transition period’. 

Furthermore, the younger generation hopes that training should be more interesting and motivating and have more hands-on practice and interaction, such as gamified learning. Gen Zs need to feel seen and respected as well, wanting transparent communication from their leaders and participation in decision-making. 

 “What Generation Z wants is actually quite simple: clear expectations, structured training, continuous mentorship, and fun, interactive, and work-related learning experiences. Companies that are willing to carefully design these elements will truly win the long-term loyalty of the next generation,” the growth director for Asia and the Middle East & North Africa at Kahoot! stated. 

As Singapore is a hub for major global industries, the country should cultivate its relationship with its local Generation Z in order to thrive in the industry. 

This article (Nearly half of Gen Z workers in Singapore lack passion — and it’s not just about the job) first appeared on The Independent Singapore News.