I think it’s great that Edwin & Shulin’s interview/podcast with Steve Chia and Tiff Ang on CNA provoked a whole bunch of discussion. The point that Steve brought up at the beginning of the podcast was that he talked about the need to balance between the aspirations of the nation and the work preferences of the younger generation. Unfortunately, it wasn’t really the conversation they had because the grander picture of Singapore’s economy and market evolution isn’t mentioned.
Jeraldine Phneah actually posted a video discussing some of her take on how these things blew up and it was a really balanced perspective. I like how she gently took a jab at Shulin’s approach to delivering the message when Shulin herself talked about the importance of communication.
Personally, I’m more concerned about the characterisation of what ‘hunger’ is about. A lot of the discussions made it seem like this ‘hunger’ is self-evident but it isn’t. Different people had different interpretation of what hunger is and what it looks like.
For Shulin, it might be more about an attitude, not projecting so much me-first; being willing to stretch and take on learning opportunities as opposed to viewing things outside job scope as a chore or seeing some work as ‘beneath’ a job title. Yet for many others, hunger might look more like desperation; of making sacrifices that are unreasonable, and sucking up to bosses, going all out to please clients or entertain their unreasonable requests, etc. Shulin even posed ‘hunger’ as binary – whether you have it or not. That just probably didn’t seem right.
Tan Min-Liang, the founder of Razer, made a very good point on Linkedin about the younger ones behaving simply as a response to the corporates and employers. Give them the right sense of purpose and the work that they feel they deserve, and they will make the appropriate sacrifices.
Technology has made it possible for people to just keep working non-stop; and at the same time, companies may not have properly adapted technologies to their own business and workflow, and managed their employees poorly in that process. It would only make sense that without the management improvements (with management being stuck in the 80-90s mindset and management style), the company is suffering from actually really poor productivity, of which the younger employees are bearing the brunt of.
So the question now goes back to the employers. Are they hungry enough? Are they hungry enough for the right people and talents to provide the appropriate training, software systems, management and leadership? Shulin mentioned about employers’ lack of flexibility and the corporates limitations in meeting the needs of the current workforce culture. I thought Tiffany helped to voice out some of that employers’ and managers’ grievances about the inability to have the real conversations about work / job redesign. These are exactly the issues that we are not confronting enough in this podcast. I am actually really glad that the younger workforce is forcing employers to rethink their approach.
It will be politically challenging for the government to keep the situation in the way it is and allow the market to simmer and boil a bit so that the culture would shift. To do that, they will need to let businesses struggle with the manpower challenges. But maybe, they need to do just that.