How Do We Keep Our Employees Happy at Work?
Having inclusivity at work
We strongly believe in inclusivity at Suntec Convention Centre. That’s why you’ll find that our team is made up of many nationalities — we have 14 in total! Besides that, we also do not discriminate our employees based on age, gender, race, religion, sexual orientation, family status, disability and medical condition.
Additionally, we’ve been a supporter of the Singapore Corporation of Rehabilitative Enterprises (SCORE) and Yellow Ribbon Project, offering ex-offenders working opportunities at our Centre.
Our commitment to hiring people based on merits (such as individual skills, experience and ability to perform the job) and without discrimination has resulted in job satisfaction among our employees. In fact, the average length of service at our Centre is 7.8 years.
Striking a balance
To ensure that our employees’ work-life balance is well taken care of, we introduced the Flexible work scheme in 2018. This means team members can report to work any time from 7.30am to 9.30am and leave from 5pm to 7pm.
We had a trial period before officially rolling out this programme, and we found that there wasn’t a decrease in the productivity of our staff. In fact, the overall staff satisfaction increased, and our staff became more motivated at work.
This is because the flexible working hours allow our staff to manage their time better. Our team members who have to juggle between personal and work responsibilities have also benefitted from this arrangement. For example: Working parents are now able to send their children to school in the morning without rushing to the office. Read what our staff have to say about our flexible working hours scheme here.
Creating strong bonds
Having a full-time staff strength of approximately 200 means it can be difficult to get to know everybody within a short period of time. That’s why we introduced a one-month induction programme for all of our new staff. The aim? To familiarise themselves with all the key representatives from each department.
The one-month induction programme is also a good time for newbies to know more about what each department does. We believe that by doing so, we can bring our team members closer and build a stronger team.
Post induction, we also make sure that there are opportunities for various departments to work together on certain projects together. The aim is to create exciting working opportunities outside of our usual job scopes and maximise the potential of our staff. These projects need not be tied to our daily jobs, too. For example: Some of our team members will come together to organise company events such as the annual dinner and dance and family day.
Taking care of our staff
Our staff don’t have to pay for their medical fees when they visit any of the clinics on our panel list. For the non-panel clinics, our Centre will pay up to $30 per visit via a claiming process. On top of that, we provide a yearly Flexible Benefit Plan of $200. Our staff can use it to offset certain expenses such as dental care, prescriptive contact lenses, glasses and sunglasses, health screening packages as well as gym memberships.
There are various facilities within our Centre that are accessible to our staff. They include mummy-friendly restrooms, massage chairs and karaoke booths. To find out more about our job perks, click here.