Performance Reviews Help Employers Boost Retention Amid Salary-Driven Job Mobility in Vietnam

Nearly half (47%) of professionals in Vietnam say they feel more positive about their role following their most recent performance review, according to new research from Robert Walters. However, salary expectations and career progression remain key concerns, with 85% of professionals either actively looking for a new role or open to new opportunities due to their current salary situation.

The findings suggest that while employee retention remains a challenge for Vietnamese organisations, performance reviews can play an important role in boosting employee engagement.

Andrew Powell, Chief Commercial Officer at Robert Walters, says, “Performance reviews are becoming increasingly important management moments, particularly as organisations look to balance worker needs while continuing to manage budgets. Employees want to know how their skills are valued, where they can progress and whether the business is investing in their long-term development.”

Salary expectations continue to be a key consideration for many professionals. The Salary Survey Vietnam 2026 found that while 63% of respondents believe a salary review is likely this year or have already received one, 37% remain uncertain or do not expect a review to take place.

As a result, 30% of professionals surveyed said that their current salary situation has influenced them to actively look for a new role, while a further 55% are open to new opportunities.

Phuc Pham, Country Manager of Robert Walters Vietnam, says, “In Vietnam, job mobility remains structurally high, with many professionals actively exploring opportunities even when they feel positive about their current role. This reflects a market where career progression expectations are strong and often fast-moving, meaning employees place significant weight on how clearly future growth and development are articulated during performance conversations, not just current performance outcomes.”

“Most professionals understand the economic pressures businesses are operating under and recognise that significant salary increases may not always be realistic,” adds Andrew. “But it can be challenging for organisations to keep employees motivated when they aren’t having regular open conversations around progression, future earning potential or how compensation decisions are made.”

To strenghthen employee commitment, employers in Vietnam may need to provide greater clarity around salary progression, career development pathways and future opportunities.

“We are seeing many organisations take a more strategic and measured approach to compensation management. Market data can play an important role in helping to understand where they are competitive, where progression gaps might exist and how salary expectations are evolving,” says Andrew.

To help employers make informed decisions around compensation and talent attraction strategies, the Robert Walters Salary Survey provides the latest insights into salaries, hiring trends and workforce expectations across Vietnam.

 The research also highlighted the long-term impact of onboarding experiences on retention. Half of professionals (50%) in Vietnam said their onboarding experience made them more likely to stay with their employer, while 6% said it made them more likely to leave.

“As the world of work continues to evolve, professionals are placing greater emphasis on long-term career value and future opportunities. Organisations that understand how workforce expectations are shifting will be better positioned to build engagement, develop critical skills and remain competitive over the longer term,” concludes Andrew.

To find out more about salary benchmarking, visit: Salary Survey Vietnam 2026