Employers are increasingly recognizing the value of tapping into the skills and potential of their employees to ensure business success in a competitive landscape. By leveraging the strengths of their workforce, companies can boost performance, enhance job satisfaction, and create a more agile and productive work environment.
At Royal Plaza on Scotts, a renowned hotel in Singapore that was ranked the second-best place to work in 2018, the concept of a “silver workforce” has been embraced to stay ahead of the curve. This approach involves harnessing the capabilities of mature employees and creating a flexible work environment to benefit both the company and the employees.
One key aspect of this approach is the implementation of flexible work arrangements. Royal Plaza on Scotts recognizes that not all employees can adhere to the traditional nine-to-five work schedule. Instead, they offer flexibility for mature staff with other personal commitments. By allowing them to work 22 hours a week or accommodating special requests, such as permanent afternoon shifts or weekends off, the hotel empowers its employees to balance work and personal life effectively, inspiring them to achieve a better work-life balance.
Tan Kim Hing, a 73-year-old hotel housekeeping attendant, highlights the positive impact of the flexible work arrangement. She appreciates the opportunity to work in the afternoon, enabling her to prepare meals for her grandchildren before heading to work. This arrangement enhances her job satisfaction and ensures a harmonious work-life integration.
Another effective strategy employed by Royal Plaza on Scotts is fostering intergenerational learning and collaboration. The hotel recognizes the unique strengths that individuals of different age groups bring to the table. By implementing a buddy system, pairing experienced older workers with younger, tech-savvy employees, both parties benefit from a mutual transfer of knowledge and skills, fostering a sense of optimism about the potential for personal growth and professional development.
The buddy system plays a crucial role in onboarding new colleagues, introducing novel processes, and facilitating the adoption of new technologies. This working relationship fosters personal growth and professional development for both generations. Patrick Fiat, General Manager and Chief Experience Officer at Royal Plaza on Scotts, emphasizes the value of this partnership, stating, “The skills of our staff are developed and upgraded, benefiting both the organization and our employees.”
Royal Plaza on Scotts promotes lifelong learning and continuous development for its employees. The hotel actively identifies employees who demonstrate leadership potential and provides them with training opportunities to acquire the necessary skills for career advancement. Chia Chiew Hong, a 62-year-old housekeeping attendant, exemplifies this commitment to growth. Encouraged by her manager, she underwent cross-training from her role as a seamstress to taking on housekeeping coordinating duties. Additionally, she received computer training to enhance her skills, allowing her to take up more responsibilities within the department. This commitment to continuous learning and development motivates and engages employees in their own professional growth.
The success of Royal Plaza on Scotts in leveraging its employees ‘ skills highlights the importance of adopting an agile approach to workforce management. Embracing the diverse talents and experiences within the organization enhances employee engagement and productivity, driving business success.
In today’s rapidly evolving business environment, companies must recognize the untapped potential within their workforce. By implementing flexible work arrangements, encouraging intergenerational collaboration, and fostering continuous learning and development, organizations can empower employees to contribute effectively, stay motivated, and ensure sustainable growth in an ever-changing landscape.
