The Straits Times\u2019 Headstart newsletter.<\/span><\/a><\/p>\nStaying with the same company for 10 years or more is typically seen as a long tenure.<\/p>\n
Long tenure alone is not the problem, perceived stagnation is. Employers may be concerned if you have spent so long in one place that you have become comfortable, risk-averse or inflexible, said Dr Nik Chong, an independent HR and business consultant.<\/p>\n
\u201cDon\u2019t apologise for your years of service, but show what you\u2019ve learnt and how you\u2019ve stayed sharp,\u201d he said.<\/p>\n
\u201cHave you driven change projects, led a team or adapted to new technologies or market shifts? Make that visible.\u201d<\/p>\n
Dr Chong added that employees should be clear with prospective employers about why they are moving now, whether for growth, a new challenge, a different industry or a better fit, and stand by that reason.<\/p>\n
\u201cLeaving after a long tenure signals you\u2019ve mastered your role, but new employers will expect you to adapt fast \u2013 be humble about what you don\u2019t know,\u201d he said.<\/p>\n
Ms Diyls Chua, a certified professional at the Institute for Human Resource Professionals, said that employees can switch jobs regardless of how long they have stayed with a company, and there is no clear threshold for what constitutes \u201ctoo long\u201d.<\/p>\n
\u201cIn the past, it was common for employees to stay with an organisation for 20 years or more… Today, the landscape has shifted, and many companies are already focused on retaining employees beyond the three-year mark,\u201d she said.<\/p>\n
\u201cTenure alone is no longer a reliable indicator of adaptability or ambition.\u201d<\/p>\n
Employees who have spent a long time in one organisation may develop strong attachments to colleagues, culture and benefits, which can make the idea of leaving more complex, but not necessarily a disadvantage.<\/p>\n
\u201cIn fact, long tenure can signal loyalty, deep institutional knowledge and sustained contribution,\u201d Ms Chua added. <\/p>\n
Rather than focusing on how long they have stayed, employees should consider whether they are still adding value in their roles.<\/p>\n
Length of service also does not equate to quality of contribution \u2013 some individuals make a significant impact within a short period, while others continue to grow and contribute meaningfully over many years.<\/p>\n
As for how prospective employers view long tenures, this depends largely on how candidates present their experience.<\/p>\n
\u201cIf you can demonstrate continued growth, adaptability and impact, staying long in one company is rarely seen as a drawback,\u201d Ms Chua said.<\/p>\n