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As Head of Human Capital, Singapore, Wong Keng Fye shares, embedding sustainability and social responsibility into the employee experience helps employees connect their work to a deeper purpose — beyond KPIs and performance targets.
Maybank’s approach to employee experience goes beyond traditional engagement — it connects people to a shared purpose rooted in sustainability and social responsibility. Through initiatives such as Group Sustainability Week and Corporate Responsibility Day, employees are given hands-on opportunities to contribute to environmental and community causes.
The team at Maybank emerged the gold winner of the 'Best ESG Programme' award at the Employee Experience Awards 2025, Singapore. Following the win, Wong Keng Fye, Head, Human Capital, Singapore at Maybank, shares with HRO how the bank's efforts not only support the bank’s sustainability goals, but also build deeper emotional loyalty and meaning at work.
Q How does your team define "employee experience", and what aspects do you prioritise most?
At Maybank, our employee experience strategy is deeply rooted in the mission of Humanising Financial Services — our 'People-first' culture, placing people at the centre of all we do. By prioritising our employees, customers, and communities, we strive to create meaningful and positive experiences for everyone, anchored in open communication and strong support systems.
We take a holistic view of employee wellbeing by cultivating a culture grounded in our core values, encouraging both personal and professional growth, and championing work-life balance.
Beyond monetary rewards, we aim to enrich our employees’ journeys through a focus on sustainability, continuous learning, and development — fostering a workforce that is both motivated and deeply engaged.
Q Can you walk us through your most high-impact EX initiative that led to your success at the awards this year? What business need did it solve, and how was success measured?
The most high-impact EX initiative would be our annual Group Sustainability Week aimed at amplifying our impact on sustainability, celebrating our collective efforts in transitioning towards a more sustainable future and advance our commitment to living sustainably, both within and beyond the workplace.
During this annual weeklong campaign, there were various learning opportunities for staff ranging from upcycling workshops, learning journeys and webinars revolving on sustainability. Last year, the week culminated in our global Corporate Responsibility (CR) Day where 1,600 Maybankers gathered at Gardens by the Bay for a mass walk with community partners, marking the launch of our partnership with PaPaZao, a community initiative founded by Jack Neo.
This event underscores Maybank’s commitment to sustainability and community engagement.
Q How do you balance personalised employee needs with scalable EX programmes?
We adopt a multifaceted strategy for increased personalisation, by cultivating an improved culture of listening. Beyond annual employee engagement surveys conducted by independent assessors, we’ve established diverse feedback channels — including skip-level dialogues, post-engagement evaluations, and an ideas submission platform where staff are encouraged to propose innovations to enhance existing processes, products, or systems.
These mechanisms ensure employees feel heard, valued, and actively involved in shaping their workplace environment. At the heart of these efforts is a commitment to fostering ownership, trust, and a shared sense of purpose across the organisation.
Q What are some underappreciated drivers of employee engagement that you think deserve more attention?
Fostering a culture where employees feel safe to speak up — without fear of embarrassment or being perceived as confrontational — is essential. Rather than being disruptive, open dialogue forms the bedrock of trust and innovation, unlocking more benefits than drawbacks.
Equally important is the celebration of both big achievements and small wins. Recognising milestones along the way reinforces momentum and helps create a shared sense of progress. By acknowledging meaningful life and career moments, we deepen emotional loyalty and strengthen bonds within the organisation.
Above all, employees are most engaged when they understand how their work connects to a greater purpose. Whether through sustainability efforts or socially responsible initiatives, seeing the broader impact of their contributions fosters a sense of meaning that transcends targets and KPIs. That sense of purpose is what truly drives us forward.
Q Finally, what is the most important message that you'd like to share with your team as you plan ahead?
Work hard, play hard! At Maybank, we believe a great employee experience starts by putting people at the centre. Guided by our mission of Humanising Financial Services and our 'People-first' mantra, we shape our HR strategy around care, open communication and meaningful support to our employees. As a relationship-driven organisation, we treat one another like family — ensuring every team member feels recognised, respected and included.
In today’s fast-paced world, agility is essential. We stay responsive by continuously reviewing and refining our practices to meet the evolving needs of both our business and our people. Through strong communication and robust feedback channels, we keep employees informed and engaged — because when it comes to experience, clarity and connection matter most.
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