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Armed with knowledge to understand both sides of the workforce, here's how Tan Kian Hwa, Director of Delivery Operations, KONE Singapore is better supporting workers.
About 30 years ago, Tan Kian Hwa (pictured above) started his journey with KONE Singapore, an escalator and elevator manufacturer, as a lift technician. Today, he is in charge of overseeing successful project deliveries for corporations around Singapore, in his role as Director of Delivery Operations.
Having risen through the ranks — from learning the ropes on-the-ground, to taking on a leadership role today, Tan's vast experience has allowed him a unique vantage point to understand both sides of the coin. Having gone through the ups and downs in his career, his humble beginnings are what have now equipped him with the knowledge of the challenges and key focus areas necessary to support blue-collar workers.
In his current role, he ensures to always actively advocate for the importance of blue-collar roles, making it a priority. In line with this, he has implemented various initiatives such as a leadership and talent review to identify leadership strengths. He does after all recognise the importance of upgrading skills to advance professionally
Read on as the leaders talks about his journey and learnings in this interview with Arina Sofiah — from personal anecdotes in his previous role, to what motivated him to go above and beyond.
Q From a blue-collar worker to becoming the Director of Delivery Operations at KONE Singapore — could you begin by sharing more on your journey?
I started my career with KONE in 1993 as a lift technician because I had a deep passion for hands-on work and was drawn to the construction industry, despite the relatively low wages in that field at the time.
Early in my career, I recognised the importance of upgrading my skills to advance professionally. This desire for self-improvement led me to pursue a four-year degree on a part-time basis while working full-time. I attended classes three times a week to earn my Bachelor of Technology (Electronics Engineering) at the National University of Singapore.
During those early years as a technician, I faced my share of challenges and obstacles. Discrimination was one of them. It's worth noting that there was a disparity in how project engineers, who were in more white-collar roles, were treated compared to field workers like myself. Project engineers generally received better protection and compensation from the company, which could be frustrating for those of us on the front lines who didn't receive the same level of support.
Despite these challenges, I was determined to upgrade my skills and prove my worth. I continued to pursue opportunities for growth within the company as they supported me with management and leadership training. Over time, I was able to advance through various roles thanks to the support of my managers who were always gracious enough to extend their mentorship to me.
Q Could you share some personal anecdotes or observations to shed some light on the struggles and challenges of blue-collar workers? How does this impact their work?
I've personally experienced the physical demands and challenging conditions faced by many in such roles. It's not just the sweat and dirt but also the physical strain that takes a toll on individuals. These challenges can impact morale and even safety in the workplace.
For example, fatigue can lead to mistakes, and working in tight spaces, such as lift shafts, can be dangerous if not managed properly. To address these challenges, offering training and equipping the team with the right tools can make a significant difference.
Q What was your biggest motivation that helped you overcome these challenges as you progressed to achieve such remarkable career growth?
My biggest motivation was the constant learning and problem-solving aspect of my work. Every day brought new challenges, and the satisfaction of resolving those issues with my team and support from our headquarters in Finland kept me going. Particularly, the fulfilment of delivering on our commitments to customers ignited a strong desire within me to continually enhance and progress further.
Q You are calling on society to acknowledge the vital role of blue-collar work and personally advocate for transformative changes in education, awareness, and policies. What specific changes do you believe should be prioritised (in the workplace) to help achieve this? How do you believe this will influence the way employers and employees perceive and pursue careers in these professions?
To prioritise blue-collar work, we need to focus on several areas:
- Education: Enhance vocational training programs and apprenticeships to make them more attractive and aligned with industry needs.
- Awareness: Promote the dignity of blue-collar professions through campaigns that highlight their importance and value to society.
- Policies: Advocate for policies that protect the rights and safety of blue-collar workers, including fair wages, workplace safety regulations, and career development opportunities.
These changes will lead to a shift in perception. Employers will recognise the value of investing in their blue-collar workforce, leading to improved retention and productivity.
Employees will view these professions as viable long-term career options, reducing the stigma associated with them.
Q What are some current challenges in terms of the overall image and reputation of blue collar professions, especially when it comes to attracting a diverse and talented workforce? What are some companies missing out on by not doing so?
Companies often face challenges in attracting diverse and talented individuals to blue-collar professions due to:
- Perceived stigma: Blue-collar work is sometimes stigmatised as less prestigious than white-collar roles.
- Lack of visibility: These professions may not receive adequate visibility or promotion, making them less appealing to potential candidates.
- Limited advancement opportunities: Perceptions that blue-collar careers offer limited growth prospects can deter talent.
Companies miss out on the opportunity to tap into a diverse pool of talent, which can bring fresh perspectives and ideas, enhance innovation, and contribute to a more inclusive work culture.
To effectively tackle these challenges, companies should explore the utilisation of technology not only to boost productivity but also to elevate the overall perception and image of the workforce.
Q Could you share examples of successful initiatives you've encountered or implemented at KONE Singapore that have positively impacted how blue-collar work is perceived, both internally and externally?
Internally every year, we conduct a 360 Leadership and Talent review to identify leadership strengths and areas for development. This two-step programme comprises a comprehensive assessment of its employees' competencies, which entails evaluating their skills, knowledge and behaviours relevant to their roles and the organisation's goals. From this assessment, we identify individuals who demonstrate exceptional potential and possess key skill sets that align with the company's strategic objectives.
Then we create a development plan tailored to their specific needs and aspirations. This plan outlines the necessary steps and resources required to enhance their skills, broaden their knowledge and refine their behaviours to maximise their potential. It may include a combination of training programmes, mentoring opportunities, career workshops, job rotations, and special assignments designed to challenge and expand their capabilities.
Throughout the year, the company provides ongoing support and guidance to the identified talents, monitoring their progress and providing feedback to ensure continuous growth. Regular performance reviews and check-ins enable both the company and the individuals to assess the effectiveness of the development plan and make any necessary adjustments.
By implementing a systematic approach to talent identification and development, KONE is able to optimise our human capital and cultivate a pipeline of skilled individuals who can contribute significantly to the organisation's success. This process fosters a culture of continuous learning and improvement, aligns employees' skills with evolving business needs and ultimately strengthens the company's overall competitiveness.
Q Your experience has given you a unique vantage point to understand both sides of the coin, how does this influence your leadership style and the changes you advocate for?
My experience has shaped my leadership style by emphasising the value of empathy and inclusivity.
Understanding both sides of the coin, I prioritise the wellbeing and growth of all employees, regardless of their roles. I advocate for policies that promote fairness, safety, and professional development for everyone.
Q To end off, what is one piece of advice you would give to your younger self that could help someone starting off in their career journey?
If I could advise my younger self, I would say: 'Embrace every challenge as an opportunity to learn and grow. Stay hungry for knowledge and never stop advocating for your own advancement. Your journey may be tough, but it will be worth it in the end.'
Images / Provided
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