Well-Being Engagement Leads of different departments in Singapore General Hospital organise events for staff , creating space for colleagues to socialise and bond.
Hey everyone! I’m Bernice Tian, an intern from the Office of Well-Being, and today, I am on a quest! To find out how exactly Singapore General Hospital (SGH) manages to create a welcoming and supportive workplace environment for their staff.
When it comes to the workplace, I’m sure we have all got different descriptors to use for it. At SGH, I was told that #PeopleFirst is something that is highly regarded. Well, it turns out that coming to work does not have to be a dread or bore because #workbesties can be everywhere! At SGH, each department has well-being engagement leads who drive department-led initiatives. Not only are these activities thoughtfully planned out, but they also hold space for staff to come together, socialise, and bond.
"The endemic has taught us valuable lessons about resilience, adaptability and critical importance of workplace relationships," says Tan Yang Noi, Chief Human Resource Officer of SGH. "As we navigate hybrid work arrangements and changing workplace dynamics, strong workplace bonds are important for our collective success. Research shows that when people feel a sense of belonging at work, they are more engaged, innovative and committed to excellence."
For more on the #FamilyAtWork culture in departments, I spoke to speakers Queenie Teo, Assistant Manager, SGH Campus Education Office, and Timothy Wong, Staff Nurse, SGH Ward 63C, of the recent SGH Family At Work Webinar - “Becoming ONE SGH Community Through Our Work Families”.
Why is #FamilyAtWork important?
Queenie: Work is made better and easier with a team that has got my back and will be there to go through the ups and downs with me. It also makes me happy to be at work as opposed to dreading it.
Timothy: #FamilyAtWork is an essential cornerstone in building a positive workplace culture. A strong ‘family’ is built on key values, which include showing care and concern for the wellbeing of others, fostering teamwork especially during crucial periods, and a growth mindset. These values also encourage a culture of growth and respect between peers, both as individuals and as a team, as well as ensure the safety of both staff and patients.
Can you share some tips on department-led initiatives? Be it in terms of leading these initiatives or participating in them.
Queenie: It is about inclusivity and doing something that everyone can enjoy, and as long as it’s not too physically demanding! Do a poll and get inputs from everyone. It could be an activity that is unrelated to work for staff to take their minds off work. Additionally, when engaging vendors for a workshop, departments can also request them to include some team bonding games/elements during the session so that there is some form of engagement.
Last year, my department had a half-day’s worth of activities after lunch. We bonded over games at ‘The Floor is Lava’. One of my colleague said that it was “tiring, but fun and engaging!” Then we attended a lovely perfume workshop, and rounded up the day with a delicious dinner!
Timothy: My department leans towards initiatives that encapsulate my ward’s supportive culture. For example, we had an Infection Prevention Jeopardy game and a design competition for a stress ball on Diabetes Day, which provided my colleagues opportunities to share our talents. We worked together to create innovative designs using crocheting and sewing techniques, where the stress balls were made from materials donated by the staff, showing the strong teamwork amongst us.
Additionally, my ward has a synergy board that serves as an effective growth tool to encourage staff-led innovation within the ward. On this board, we share our concerns and suggestions to improve internal processes within our ward. It allows us to contribute ideas that will improve the wellbeing of the ward, as well as make us feel seen and heard.
Here's one idea that was shared and implemented: During night shifts, staff now note down items such as drapes, bandages and other essential supplies running low in the prep room on the whiteboard. This proactive practice helps our morning Nurse Clinicians easily identify what needs to be replenished and inform procurement team accordingly. This system ensures adequate stock levels are maintained, preventing potential shortages during emergencies and improving overall efficiency.
What do you look forward to in terms of building a #FamilyAtWork culture at SGH?
Queenie: I look forward to SGH creating a work vibe where everyone feels supported, valued and part of a team that enjoys working together. At the end of the day, it is not just about work. While work pays the bills, it is also all these little moments and whom you make memories with that last.
Timothy: Building a homely and comfortable environment at SGH where everyone feels appreciated, supported and heard. I also envision a culture where staff are comfortable enough to share their struggles and concerns, as well as their joys at the workplace. Lastly, my ward looks forward to organising more #FamilyAtWork events to strengthen the togetherness of the ward and create a “second home” environment where everyone belongs and thrives.
To celebrate these initiatives, SGH Office of Well Being is launching the
Family at Work Award <infopedia access only>. This award will showcase and recognise departments who implement outstanding well-being initiatives and individuals who champion workplace well-being.
