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Here's my latest LinkedIn Article which highlights 4 considerations before you pull the trigger: I’ve unpacked each step, with the stories behind them, in my latest Newsletter here. https://www.linkedin.com/pulse/should-i-just-quit-my-stupid-job-run-4-step-test-you-adrian-choo-5hhfc/

At 45, are you really too old, too expensive or too experienced to compete? We unpack the three Career Currencies that matter most: your energy, the relevance of your experience, and the strength of your network. Learn how to turn your age into an advantage and prove that you’re still worth the premium.

On this platform, I'm happy to share my private thoughts with you...So here goes: What I don't like: 1. Accountability - If Ministers and Public Servants want to enjoy Private Sector Salary and Perks, they should also 'enjoy' Private Sector: a. Job Insecurity b. Competition from Foreign Talents c. Accountability (You resign if your team members screw up on your watch) 2. The Formula is wrong - Their Salary is Benchmarked against the median salary of Top 1000 Singaporean Citizens, then slap a 40% discount, and use it as the centre-point Top 1000 earners is an 'unnatural selection' of the outermost outliers... it includes entrepreneurs (who should be rightly rewarded for taking on disproportionate risks), and CEOs of MNCs whose income consists of Stock Options and Bonuses based on 'Global Scale Profits'. It does not reflect the 'Natural Income' of top performing 'everyday folks'. 3. The "It's so that our Leaders won't be tempted by corruption" argument is so dead and buried. - Enough said.. ahem... 4. Yes - Supernormal Salary in certain cases where you're poaching PROVEN Private Sector Talents like Min Ng Eng Hen (Neurosurgeon), Dr Tan See Leng (Healthway CEO), or Law Min K Shanmugam (Big 4 Law Firm CEO Material) who can easily make $4-6m/year, I think this $uper$alary is good to attract (and Keep) these star performers... but Army Generals and Policy Wonks/Scholars who never proved themselves outside of the Government Petri-dish? I'm not sure if the logic holds. 5. The timing of the announcement results in bad optics - their potential 60% increments framed against Singapore National Employers Federation reports that: - 51% of employers expect to freeze or moderate wages in 2027 - Only 49% plan to give salary increments - Employers are citing global uncertainty and rising manpower cost Does not leave a good taste. --------------- So... do I think Ministers should be paid well? I absolutely believe so. But putting such an incredibly huge premium to the job (fairly or unfairly) makes the public question their motivations and detracts their good intentions for public service.

Careers are bumpy ... and we want to support you along this journey. Over the past 8 years, we've expanded our client base to a point where it was very difficult to help them and our followers keep abreast of the latest career ideas and stay connected to each other. So, we've invested in this Community Platform where our Members can get regular Career Training, Fireside-chats, access to our past episodes, and other Career Tools. Come in and join the fun! Introduce yourselves and tell us when you first became a member of the CareerAgility Family! 😀