Forum: Let’s preserve human connection in the workplace

Singapore’s SG60 celebrations offered a moment to reflect: In the country’s growth from a small port city to a powerhouse economy, our workplaces have been essential to the national story. We’ve evolved from kampung-era enterprises built on personal trust to high-tech global businesses. Even now, workplaces remain at the heart of our success.

Yet the employment landscape continues to change rapidly. Singapore’s total employment grew by 44,500 in 2024, a slower pace than the 78,800 surge seen in 2023, reflecting shifts in market cycles and industrial needs.

Despite this, unemployment remained low – just 2 per cent overall – demonstrating ongoing economic resilience. While overall layoffs fell in 2024, heightened activity in some sectors shows that contract hiring, redeployment and episodic redundancies are now part of the new normal. 

In some industries, the push for productivity and cost control is causing human resources practices to become more transactional. Workers – including contract staff and returning “boomerang” employees – may feel like they are commodities rather than valued team members. 

But Singapore’s history proves that businesses can thrive without losing sight of human connection. 

FairPrice, for instance, has invested in staff training, growth opportunities, and welfare for over 50 years, including programmes in leadership and innovation, and clear career pathways. BreadTalk Group started from a single outlet and became a global brand by nurturing talent and promoting from within. Sheng Siong is recognised for rewarding staff with profit-sharing and bonuses.

Many other organisations echo these values, showing that Singapore’s success is built on trust, respect and a sense of shared purpose.

Surveys and studies confirm that Singaporeans value much more than a monthly pay cheque. Work-life balance, career advancement, flexibility and recognition are central to job satisfaction.

The new Workplace Fairness Act underscores our commitment to fairness and dignity. This law, effective by 2026 or 2027, legally prohibits workplace discrimination and requires employers to treat employees justly, including protections for age, gender, race and disability.

As we look beyond SG60, our biggest challenge may be to balance efficiency with empathy. Technology and artificial intelligence will change how we hire and manage people, but the relationships that build loyalty, creativity and resilience should never be neglected.

Let’s ensure our workplaces remain vibrant communities, not mere commodities. Singapore’s competitive edge will come not just from productivity, but also from the enduring strength and unity of its people.

Adren Sim Whee Liang