#100 When Job Losses Rise but Public Bonuses Hit 1.7 Months — Singapore Must Rethink What “Service Excellence” Really Means 当裁员加速、却发放 1.7 个月花红——新加坡必须重新思考什么是真正的“卓越服务”
Over the past year, I’ve spoken to countless professionals, parents, business owners, HR leaders and job-seekers. Across every group, one line keeps surfacing:
“The numbers look good. But the ground reality doesn’t match.”
Across industries, job losses and quiet retrenchments are accelerating. PMETs are disproportionately affected. Hiring freezes are becoming common.
This isn’t speculation — it’s widely observed. 🔗 https://www.reddit.com/r/SingaporeRaw/s/OGSAymZFxe
Yet, in the same month, we celebrated:
One of the highest civil-service bonuses in many years — 1.7 months total.
🔗 CNA: https://cna.asia/4oW1Pgy
This contrast is not about envy — it is about honesty, expectations, and accountability.
This contrast is not about envy. It is about honesty, expectations, and alignment between rewards and performance.
1. The Iron Rice Bowl Still Exists — And Civil Servants Should Appreciate It
Singapore’s public service remains one of the most stable and well-supported institutions in the world. The classic “iron rice bowl” still exists here, backed by:
- predictable increments
- annual bonuses
- structured progression
- strong benefits
- job security through downturns
This stability deserves recognition.
But with high stability comes high responsibility. Stability should not breed stagnation or complacency — it must fuel excellence.
2. High Bonuses Mean High Expectations: Singaporeans Deserve Extraordinary Service
Singaporeans are highly reasonable. But when the public sector receives bonuses far exceeding private-sector conditions, expectations rise naturally.
Public-facing service cannot remain:
- “We are doing our best.”
- “Please understand, we are short-handed.”
- “This is our SOP.”
It must evolve toward:
• Extraordinary customer service
• Sharp operational discipline
• Faster communication
• No excuses, only solutions
• Continuous improvement culture
This is where my previous article on avoiding green-washing, white-washing and red-washing becomes relevant: 🔗 https://marvinfoo.com/2025/11/08/forgotten-histories-modern-blind-spots-from-the-barbary-slave-trade-to-todays-red-washing-in-healthcare/
High bonuses should reflect high performance — consistently, visibly, meaningfully.
3. CDAC & NLB Are Doing Important Work — But Sustainability Standards Must Match Their Excellence
Before anything else, credit must be given to two organisations:
CDAC
Serving thousands of needy families and lower-income students through:
- financial aid
- tuition support
- bursaries
- family assistance
National Library Board
A national pillar providing:
- literacy and learning programmes
- accessible community spaces
- public knowledge and education
Their core functions are strong and deeply impactful.
But event-level execution can improve.
Goodie bags containing:
- paper door handles
- wooden blocks
- plastic terrariums
- table mats
…often end up as waste.
Cash vouchers would be more respectful, sustainable, and useful.
Event food also needs an upgrade. Many public events still serve:
- deep-fried snacks
- cream puffs
- bland white sandwiches
- trans-fat heavy options
The idea that “healthy food is expensive” is an excuse — better options exist, and taste does not need to be sacrificed.
For organisations doing so much good, it is time to let sustainability match their mission.
4. Starbucks, Schools, and the Small Cracks in Service Culture
These small incidents illustrate deeper systemic issues:
Starbucks App Non-Collection
A patron placed an order via the app and waited for a collection notification — which never came. The drink sat there. Staff never checked uncollected orders.
It’s not about coffee. It’s about training, system discipline, and customer empathy.
School General Office Closed With No Notice
A parent repeatedly called a school to collect books. No answer. He made a physical trip — only to discover the office was closed for renovation. No circular, no SMS, no notice.
This is not a resource issue. This is a communication discipline issue.
Singapore can do better — and must do better.
5. Job Losses Change the Mood of a Nation — And Symbols Matter
When middle-class Singaporeans are losing jobs quietly… When mid-career workers struggle to secure interviews… When PMETs face prolonged unemployment…
…and civil servants enjoy a 1.7-month bonus…
The emotional contrast becomes impossible to ignore.
Recently, Former Prime Minister Lee Hsien Loong remarked that:
New immigrants should not flash Ferraris and Lamborghinis to show that they have “arrived” in Singapore.
His point was humility, sensitivity, and the importance of reading public sentiment.
That principle applies internally as well:
Public-sector officers and GLC appointment holders should not “arrive” by flashing BMWs, Lexus and Mercedes either.
Not because they cannot afford them.
But because:
- symbols matter,
- tone matters,
- timing matters,
- humility matters.
When the private sector is struggling, and the public sector is stable, leaders must recognise the emotional climate of the nation.
6. Toxic Work Culture Still Exists — The Xiaomi Corporation SU7 Example
The tragic passing of a dedicated Xiaomi engineer — after long hours preparing for the flagship SU7 launch — casts a stark light on how ambitious pivots can come at human cost.
According to Bloomberg, Xiaomi’s rapid transition from smartphones to electric vehicles “has human cost,” including reports of workers clocking 11.5 + hours a day and one employee collapsing at work.ne employee collapsing at work.
Bloomberg article: Xiaomi‘s Pivot From Smartphones to EVs Has Human Cost https://www.bloomberg.com/news/newsletters/2025-11-04/xiaomi-s-ev-gambit-includes-heavy-human-cost
This reminds us: When organisations (public or private) push hard but neglect human-centred systems, the price isn’t just operational inefficiency — it’s loss of trust, morale, wellbeing, and human dignity. Singapore may not be exactly 996 culture, but the warning signs apply: overwork, mission-creep, blurred boundaries between corporate and human life. Systems need to match ambition with humane design, not just output.
7. Fraudulent Use of Business Addresses — A Serious Red Flag
Multiple business owners have discovered their registered addresses being used — without permission — for:
- WICA insurance
- employment-related insurance
- grant-related applications
Serious questions arise:
- Are insurers such as Liberty Insurance verifying applications properly?
- How are such applications being approved?
- Are people misusing legitimate business addresses to gain grant eligibility or credibility?
This is a system loophole that needs urgent tightening.
8. A Walk With a Client — Clarity Through Motion
Recently, a client on a career break visited my office to explore his next steps.
We went for a coaching walk to Starbucks — a method I use to stimulate thinking, improve blood circulation, and open deeper conversations.
We discussed:
- missed opportunities since graduation
- restarting confidently
- navigating fear and uncertainty
- choosing meaning over rushing
- rebuilding identity and purpose
Career transition requires strategy — but also clarity, humanity, and steady mentorship.
P.S: Thank you for the Starbucks treat!
9. China vs Singapore: Speed, Culture, and Perception Gaps
A reader shared China’s system operates at high speed:
- Didi arrivals within seconds
- Beidou GNSS reliability
- urgent cultural rhythm
Singapore’s challenge is different:
Employment numbers may look good on paper — but ground truth feels different.
Many privately wonder:
“If employment is so strong, why can’t I find work?”
Because grant-inflated numbers do not reflect lived reality.
10. The Path Forward — Honest, Sustainable, Performance-Driven
Singapore’s strength lies in its people. But systems must align rewards with performance, not optics.
We need:
- extraordinary customer service
- stricter verification for insurance applications
- better event design
- better training of frontline staff
- transparent, stable grant processes
- sustainability that is real, not symbolic
- humility from leadership
- performance that matches bonuses
If civil servants receive one of the highest bonuses in recent times, Singaporeans deserve to feel that excellence in every experience.
Not through slogans. Not through campaigns. But through daily interactions — consistently and visibly.
11. 1-to-1 Professional Coaching (Strictly Confidential)
I support PMETs, executives, career-breakers, and jobseekers through:
🎓 JobsMaster Programme
Career strategy, job search, CV/LinkedIn optimisation, interview mastery.
🌿 HealthMaster Programme
Purpose clarity, wellbeing, resilience, mental stability.
All coaching is private, discreet, and confidential. Nothing is stored unless requested. My clients are respectable professionals who value privacy — and I honour that fully.
If you are navigating uncertainty, need clarity, or want to strengthen your professional footing, feel free to reach out.
Systems may fail. People helping people will always work.
— Mar Vin Foo (胡马宾) Career Strategist | Employment Advisor Founder, iMerv Digital & JobsMaster Global Academy
This article is also published on LinkedIn.
当裁员加速、却发放 1.7 个月花红——新加坡必须重新思考什么是真正的“卓越服务”
过去一年，我与许多专业人士、家长、企业主、人力资源领导与求职者交流。大家不断重复同一句话：
“官方数字很好看，但实际地面情况完全不同。”
多个行业正在加速裁员、冻结招聘、减少转正、压缩团队。许多基层和中层 PMET 正面临长期失业或求职无果。
这不是猜测，而是民间已经广泛讨论的现象： 🔗 https://www.reddit.com/r/SingaporeRaw/s/OGSAymZFxe
然而，就在裁员频密的同一时期，我们也看到另一则消息：
公部门公布近年来最高之一的年度花红：总计 1.7 个月。
这并不是嫉妒的问题，而是： 公平、诚实、责任与回馈必须保持一致。
1. “铁饭碗”依然存在——公务员应珍惜它
新加坡的公共服务体系，是全球最稳定、最受支持的体系之一。 所谓的“铁饭碗”在这里仍然真实存在，背后包括：
- 可预测的薪金增长
- 年度花红
- 结构化晋升
- 丰富福利
- 经济低迷时仍能保持就业稳定
这是国家的重要基础设施，应当被肯定。
但当稳定度如此高，责任也必须同样高。
2. 高花红意味着高期望：新加坡人应得到真正卓越的服务
大多数新加坡人都非常体谅、理性。
然而，当公共部门享有远高于私营市场的花红时，社会自然会期待更高等级的服务标准。
公共服务不能继续停留在：
- “我们已经尽力了。”
- “人手不足，请体谅。”
- “这是我们的 SOP。”
必须升级到：
• 卓越的客户体验
• 更严谨的执行力
• 更快更清晰的沟通
• 没有借口，只有解决方案
• 持续改进文化
这一点也呼应了我早前文章中提到的： 不要绿洗（greenwashing）、白洗（whitewashing）、红洗（redwashing） 🔗 https://marvinfoo.com/2025/11/08/forgotten-histories-modern-blind-spots-from-the-barbary-slave-trade-to-todays-red-washing-in-healthcare/
高花红必须配合高表现，否则就形成系统惯性。
3. CDAC 与国家图书馆局值得赞扬——但赠品与餐饮部分可更可持续
首先必须强调两点：
CDAC（华社自助理事会）
长期协助弱势家庭与学生，包括：
- 经济援助
- 学业辅导
- 助学金与家庭支持 他们服务了无数真正需要帮助的家庭，贡献巨大。
国家图书馆局（NLB）
是全国阅读与学习的重要支柱：
- 推动阅读文化
- 提供包容、开放的学习空间
- 举办面向所有年龄层的教育活动
这些核心服务值得高度肯定。
但活动层面的执行仍有改进空间。
许多活动的“礼包”内容：
- 木块
- 纸板手柄
- 塑料微景观
- 餐垫
往往变成浪费。
如果真正关心可持续性，现金礼券更实用、更尊重、更环保。
餐饮方面也类似： 仍常见到：
- 过度油炸食品
- 奶油泡芙
- 白面包三明治
- 高反式脂肪的糕点
“健康食物很贵又不好吃”是不成立的借口。 真正的问题是 采购标准与执行心态。
4. 星巴克、学校通知失误——细节反映系统盲点
这些看似小事，却说明服务文化仍有差距：
星巴克 App 订单未被提醒取餐
顾客用 App 下单，等待通知，但饮料早已放在柜台，无人提醒。 店员也没有检查“未取餐项目”。
这不是咖啡问题，而是：
- 培训问题
- 运营纪律问题
- 顾客同理心不足
学校总务处装修却没通知
家长致电学校无回应，于是亲自前往，才发现总务处因装修关闭，却没有任何通知、通告、短信。
这不是资源不足，而是： 沟通纪律薄弱。
这些事情不应发生，也完全可以避免。
5. 裁员潮改变国家情绪——此时“象征意义”尤其重要
当中产阶级面对裁员… 当 PMET 求职数月无果… 当家庭面对实际压力…
而公部门却享有多年最高的花红—— 两者之间的反差会自然加剧社会情绪。
近期，李显龙前总理提醒：
“新移民不应用法拉利、兰博基尼炫耀自己已经‘成功’。”
他的重点很清楚： 在社会焦虑上升时，谦逊、敏感、节制非常重要。
同样的道理也适用于本地：
公部门公务员、法定机构与国有企业领导，也不应透过 BMW、Lexus、Mercedes 来“显示自己的到达”。
不是因为他们不能买。 而是因为：
- 象征意义会放大社会情绪
- 公部门在稳定时期更应该展现谦逊与服务精神
- 领导者必须读懂时代氛围
在不确定的时期，力量不应用来展示，而应用来支撑。
6. 不健康的工作文化仍存在——小米 SU7 是鲜明例子
Bloomberg 报道指出，小米从手机业务转向电动车，背后付出了巨大的“人力代价”： 🔗 https://www.bloomberg.com/news/features/2025-11-02/xiaomi-s-pivot-from-smartphones-to-evs-has-human-cost
包括员工每天工作超过 11.5 小时，甚至有人在岗位上倒下。
新加坡不是 996，但我们也不能忽视：
- 过度工作
- 任务不断膨胀（mission creep）
- “做不完就加班”的潜规则
- “你能忍就继续忍”的隐性文化
系统可以追求雄心，但绝不能牺牲人性。
7. 商业地址被冒用——这是必须严肃处理的漏洞
多名企业主发现，他们的注册地址被人用来：
- 申请 WICA 雇主保险
- 购买员工保险
- 申请补助与计划
必须发问：
- 保险公司是否真正验证申请？
- 例如 Liberty Insurance 是否做足审查？
- 这些人是否利用地址冒用来获取补助或信誉？
这是 制度漏洞，必须尽快关闭。
8. 与客户的步行教练——在混乱中寻找清晰
一位正处于职业空窗期的客户来到我家兼办公室，我们一起散步到星巴克进行教练对话。
“步行教练法”能促进大脑清晰、情绪稳定，并让人更坦诚地探索自身的问题。
我们谈到：
- 毕业后错过的机会
- 如何重建自信
- 如何从迷失走向方向
- 如何选择有意义的未来
- 如何稳住内在情绪再迎接下一阶段
职业转型不是写简历，而是重建自我。
9. 中国与新加坡：速度、文化、与认知差距
中国的效率源于：
- 文化上的紧迫节奏
- 叫车几秒内到
- 北斗导航系统高度稳定
新加坡的挑战不同：
就业数字看似很好，但地面经验感觉完全不同。
许多人疑问：
“如果就业这么强，为什么我找不到工作？”
这很可能是因为数据被“补助推动的就业”所放大，未能反映实际情况。
10. 新加坡需要的不是包装，而是真诚、可持续、与表现挂钩的制度
新加坡的强大来自人民，而不是数字。
我们需要：
- 卓越的服务文化
- 更好的审查机制
- 更可持续的活动设计
- 更佳的前线人员培训
- 更透明、更稳定的补助审核
- 真正的可持续，而不是象征性行为
- 领导层的谦逊与敏锐
- 与花红相匹配的专业表现
如果公务员获得近年来最高的花红， 那么人民应当在每一次接触中“感受到”这种卓越。
不是通过海报， 不是通过宣传， 而是通过 每天的服务品质与实际行动。
11. 一对一专业职业教练（绝对保密）
我为 PMET、管理层、职业转型者与求职者提供：
🎓 JobsMaster Programme
职业策略、求职导航、简历＋LinkedIn 完整提升、面试掌握。
🌿 HealthMaster Programme
职业方向、身心平衡、情绪稳定、领导力心态。
所有辅导皆为 私密、保密、不存档。 我的客户都是专业人士，非常重视隐私，而我会全力保障。
如果你正在经历职业不确定性、寻求方向、或希望提升竞争力，我愿意与你同行。
制度可能会失灵。 但人与人之间的帮助，永远有效。
—— 胡马宾（Mar Vin Foo） 职业策略顾问｜就业顾问 iMerv Digital & JobsMaster Global Academy 创办人
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