Dear Colleagues,
In July we successfully organised the first hybrid One Public Service Observance Ceremony as
part of this year’s Public Service Week (PSW). Kudos to the organising team led by ACEO Randy and
CDG for putting together an exciting and well-run programme to engage our public officers!
8 Aug 2022
This year’s PSW theme #BeTheNew calls on us to adopt new mindsets, and be ready to do things differently from the past in the future new normal. This call-to-action is timely in reinforcing our own transformation journey in HDB, and how we are adapting to the future of work, workforce and workplace.
Today, while our physical office may still look like before, the work routines and things that go on in the office are quite different. We may see different groups of colleagues in the office on different days, coming in and going out at different times, and engaging in physical or virtual discussions. In time, our workplaces will also change, as staff will need more quiet and customised spaces for their online meetings. We will go through waves of adjustments, and will need to remain flexible and adaptable, as work-from-home becomes the new normal.
During our Annual Conference in May, I shared about our key challenges and the 3 Key Shifts needed to become a more nimble and future-ready organisation.
Recap: 3 Key Shifts
There are many exciting plans in store and several ongoing reviews, to take us into the future. This week,
we will be commencing a series of Leading Change Programme, which will eventually cover the entire
Middle Management Team (MMT). The purpose is to seek alignment and better equip our leaders to drive
change in their respective teams and work domains, to continuously improve the way HDB serves the
public and delivers on our mission.
Beyond the MMT, there is also a role for each and every one of us, as a staff and ambassador of HDB. In
this regard, I understand that many Groups have already conducted their Ambassador 3.0 conversations
and these have yielded fruitful outcomes, allowing staff to focus on how transformation affects them,
share their concerns, and be better prepared for the journey ahead.
As we wrap up these conversations, one of the more immediate priorities is to improve your capacity for
care, growth and innovation. This is because happy and well-motivated staff make for strong and
enduring organisations. This is what the Reduction Movement, which PSD has rolled out across Public
Service in June this year, aims to achieve — to reduce or stop work that is no longer needed, streamline
work processes and better prioritise workload. This will help us to be more agile and create capacity to do
the right things, not just do things right, as we face tightening workforce growth ahead.
The Senior Management Team (SMT) has led the way and taken some modest but important steps, starting with streamlining staffing and attendees for meetings, reducing clearance levels and implementing meeting-free Friday afternoons. I understand that Group Innovation Champions have also tapped on Inno X Learn time for their teams to brainstorm for ideas to reduce ‘work generators’. As we settle on an endemic norm, I encourage all of us to embrace the Reduction Movement, and continue working towards a more efficient and productive workforce and work.
Many sectors of our
economy are returning to near normalcy and the jobs situation is much improved, even as some key
uncertainties remain in the horizon. This brighter state of affairs did not happen by chance, and is due in
no small part to all the hard work and sacrifices made by many of us in the Public Service, and indeed all
Singaporeans. Let’s continue to work together as One HDB to bring our best to our Work, Workforce,
Workplace and Singapore!
Warmest Regards,
Meng Dui
