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At Mizuho Bank Singapore, the employee experience starts well from day one and is built through every small gesture that makes people feel seen, heard, and valued.
Mizuho Bank Singapore provides financial and strategic solutions designed to support the diverse and evolving needs of its clients.
When it comes to employee experience, the bank defines it as a holistic journey shaped by every emotional, physical and professional interaction from the moment an offer is accepted. It goes beyond processes, focusing instead on meaningful moments that help employees feel valued, connected and empowered to contribute their best, while being supported every step of the way.
At the Employee Experience Awards 2025, Singapore, Mizuho Bank Singapore was awarded the gold award for 'Best Onboarding Experience', a recognition that highlights the bank’s commitment to creating a seamless and thoughtful welcome for new hires — one that sets the tone for a positive, engaging journey ahead.
In this interview, the team at Mizuho Bank Singapore shares how it brought this vision to life, from listening closely to employee feedback to building scalable yet personalised initiatives that put people at the heart of every experience.
Q How does your team define "employee experience", and what aspects do you prioritise most?
Mizuho defines employee experience as the holistic journey of an employee, encompassing every touch point — from the very onset when they accepted our offer. This journey includes emotional, physical, and professional interactions that shape their experiences in the workplace. We believe that employee experience is not just about processes but about creating meaningful moments that make employees feel valued and connected.
By prioritising inclusivity, engagement, and opportunities for growth, we aim to foster an environment where employees feel empowered to contribute their best while feeling supported throughout their journey. Every interaction, whether big or small, contributes to shaping a positive and enriching experience that aligns with our organisational values.
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?
Previously, there was little emphasis placed on the employee onboarding experience. The process was not streamlined, where new employees had to visit multiple teams to pick up devices, set up their login credentials, and complete other essential tasks. Another challenge was ensuring that all relevant departments involved in the on-boarding experience worked collaboratively to deliver a positive experience for new hires. With senior stakeholders such as our CEO participating and supporting this initiative, we were able to make significant changes to our on-boarding experience. By streamlining processes, we eliminated inefficiencies and introduced thoughtful touches like personalised check-ins and handwritten welcome cards.
Feedback from new employees has been overwhelmingly positive, with many expressing that the seamless setup and warm gestures made them feel truly welcomed.
Success was measured through improved onboarding satisfaction scores and the enthusiastic responses from new hires, who felt valued and supported from day one.
 Q How do you balance personalised employee needs with scalable EX programmes?
With the quarterly coffee connect sessions hosted by our CEO, this created a platform for new employees to share their experiences and allowed us to gain valuable insights into their first impressions of Mizuho and what they missed from their previous workplaces. From here, we were able to better understand their needs and identify areas for improvement in the way we supported new hires from the onset of their journey with us.
This approach allows us to tailor our efforts to individual needs while maintaining consistency across larger programs. By combining personal feedback with scalable initiatives such as streamlined onboarding processes and regular engagement activities, we ensure that employees feel heard and cared for without compromising efficiency. These insights also helped shape our strategies and refine our programs to address both individual preferences and organisational goals effectively.
Q What are some underappreciated drivers of employee engagement that you think deserve more attention?
Recognition and appreciation: Simple, genuine acknowledgment of employees' efforts can significantly boost morale.
Connection to purpose: Helping employees see how their work contributes to the organisation’s mission enhances motivation.
We believe these drivers are often underestimated but have a profound impact on employee engagement and satisfaction. A heartfelt 'thank you' or a clear link between an employee’s contributions and the company’s success can transform how they perceive their role. These practices create an emotional connection that fosters loyalty and motivation, ensuring employees feel valued and inspired. By embedding these principles into our culture, we aim to cultivate a workplace where recognition and purpose are integral to daily operations.
Q Finally, what is the most important message that you'd like to share with your team as you plan ahead?
Our future plans involve learning from our experiences, reviewing feedback received, and continuously improving the way we engage and support our employees. We want to emphasise the importance of collaboration and adaptability as we strive to enhance the employee experience. Every team member plays a crucial role in shaping our culture, and together, we can create an environment where innovation, growth, and inclusivity thrive. By staying committed to listening, evolving, and celebrating our successes, we aim to build a workplace that not only meets but exceeds the expectations of our employees.
Let’s continue to work together to make every step of the employee journey meaningful and impactful.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
Photos: Provided
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