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Signify Singapore

Creating a Shared Identity

At a Glance

As an organisation that has gone through a spin-off from a parent company into an independent company, how do you effectively create a new sense of identity and purpose among your employees?

Signify Singapore (Signify), formerly known as Philips Lighting, embarked on a workplace transformation journey with the objective of increasing employee engagement and retention, as well as support new hires in their onboarding journey.

Read on to find out more about Signify’s workplace transformation journey from the Project Sponsor, Jitender Khurana.

Achievements

Through this workplace transformation project with NACE@IAL and IAL’s Certified Workplace Learning Specialist (CWLS), we were able to achieve the following:

Implemented a more structured and positive onboarding experience for new hires.
Started a buddy-system to help new hires familiarise with the work environment and their job tasks.
Successfully nurtured employees to be Signify ambassadors by assigning them to buddies of new hires.

Looking to create a shared identity within your organisation?

Begin Your Journey

The LEA project was timely in supporting Signify Singapore as we underwent an identity transformation. It has enabled us to improve employee engagement and their experiences as the Signify team – new and existing staff, align to its purpose and business goals for the next leap.

We employed the learning aids to refine our onboarding journey guide, buddy system resources, and relevant orientation checklist, to ensure new hires are not only quickly inducted into their jobs at Signify Singapore, but also build affiliation to our new identity, values and purpose.

We truly value this partnership as we have benefitted hugely on this journey.

Mr. Jitender KhuranaCountry General Manager, Singapore

Challenges

As we transitioned into a new identity, we found that it was necessary to align our employees to have a common, shared identity. As for the integration of new hires into the new environment, we had to relook into our existing onboarding process, and redesign it to be seamless and more effective.

However, like most businesses, aligning ourselves to the timeline of the project proved to be a challenge as it coincided with the peak period of our business cycle.

Interventions

With the guidance of IAL’s Certified Workplace Learning Specialist (CWLS), we were able to successfully redesign the onboarding process, and groom our existing employees into ambassadors of Signify, allowing them to guide new hires effectively under a common, shared identity. The following interventions were put in place:

Identification of touch points of new hires

Formulation of an ‘Employee Experience’ strategy

Coaching of onboarding ambassadors

Creation of learning resources on buddy system and revamped orientation programme