Employee engagement - Roger Steel

PUBLISHED : Saturday, 27 March, 2010, 12:00am
UPDATED : Saturday, 27 March, 2010, 12:00am

Roger Steel
Chief executive, Sun Life Hong Kong

Staff retention

Sun Life Hong Kong has been conducting employee engagement surveys for years, with the aim of assessing and improving employee engagement throughout the organisation. We believe high engagement is a characteristic of all successful organisations, and has been shown to translate into better results in quality of service, customer satisfaction and long-term sustainable growth.

Build engagement

Good communication is the key for employee engagement. We create different platforms to facilitate two-way communication such as a quarterly tea party and a monthly managers briefing. Employees can also provide direct feedback at the 'Lunch with CEO' session.

The social and recreation committee plays an important role in building employee engagement by organising company-wide activities to increase cross-function communication.

Employee engagement is a team project. We also ask employees to participate in our focus group meeting and ask them to rank their priorities for the suggested activities. We truly believe that employee engagement is not solely a human resources project but a joint project for everybody in the organisation.


Our employee-engagement initiatives focus on four areas - company image, job accountability, training and development, and work-life balance. These are linked with different functions, and have been reviewed and endorsed by our management team.

Sun Life's social and recreation committee has planned a wide variety of activities for our employees this year, such as an annual staff dinner, basketball fun night, World Cup games, barbecue night, various interest classes, and charity events so that they can enjoy a work-life balance.