Cycle & Carriage Singapore

Creating a happy workplace may seem like a straightforward goal, yet it remains a complex challenge. Happiness is deeply personal, and what motivates one person may not resonate with another.

A Legacy of Excellence and Exceptional Journeys

Cycle & Carriage Singapore, a company with more than 120 years of heritage, is one of the multi-brand market leaders in automotive retailing. In Singapore, Cycle & Carriage represents Mercedes-Benz, Mitsubishi Motors, Kia, Citroën, DS Automobiles, Maxus, Ora, smart vehicles, and Gogoro, retails used cars under its Republic Auto brand, and distributes Zhongtong buses.

At Cycle & Carriage, we are driven by our passion for creating people-focused experiences. We aim to support our stakeholders at every step and remain dedicated to delivering Exceptional Journeys to our customers, employees, partners, and communities. With over 1,000 employees, Cycle & Carriage Singapore has earned accolades as one of the best companies to work for in Singapore. In 2024, the company achieved HR Asia’s Happiest Workplace Certification.

A 5-Generation (5G) Workforce

The definition of career longevity has shifted significantly, particularly in the wake of the COVID-19 pandemic. At Cycle & Carriage, employees boast an average tenure exceeding ten years, with some dedicating over four decades to the company. However, as younger generations enter the workforce, shorter career stints have become more common. Career longevity is becoming less relevant, with employees now prioritizing career experiences over extended tenures. This shift has made retention an increasing challenge.

“When employees feel genuinely valued, their self-esteem rises, and meaningful work becomes second nature.”

Cycle & Carriage has long been committed to customer excellence, technical competence, and career development.

But as workplace dynamics evolve, the question arises: Will these cornerstones continue to be effective in the future?

Turn Off That Leaking Tap

During the pandemic, staff turnover surged as employees reevaluated their career paths—some by choice, others by necessity. While many companies expected this to be a temporary disruption, turnover remained high due to intensified competition for talent in Singapore’s tight labor market.

Despite conducting turnover analyses, pulse surveys, and engagement studies, pinpointing the exact causes proved challenging. The ongoing issue felt like a leaking tap—one that needed a decisive fix.

Employee Focus Groups: Active Listening to the Workforce

One of the key initiatives in our Employee Listening Programme was the introduction of Employee Focus Groups. These sessions engaged high-performing employees who provided candid feedback on workplace dynamics.

One of the most striking findings was that employees were not primarily seeking higher pay or additional benefits. Instead, they valued appreciation and recognition—not just for major milestones but for everyday contributions.

The Power of Recognition

“We celebrate Quarterly Champions.”

“We have annual awards.”

The list goes on.

While the company had long celebrated performance through quarterly champions and annual awards, recognition was often limited to customer-facing roles. The challenge was clear: How could appreciation efforts be expanded to include the entire workforce?

Recognition programs have been widely studied, but making recognition meaningful to Cycle & Carriage’s unique culture was essential. The team moved swiftly to address this gap, asking critical questions:

• What if recognition became a central focus?

• How would it impact employee engagement?

• What would happen if recognition remained unchanged?

The science was clear—recognition drives engagement, motivation, and retention. This realization led to the birth of our recognition program, Inspire Greatness, in 2024.

Inspire Greatness: A Digital Recognition Program

This program was designed around three key principles:

1. Make it Regular – “Use it or lose it.”

o People managers are given a budget to encourage continuous acknowledgment. This budget resets at a predetermined frequency

2. Make Everyday Count

o Employees are celebrated for service milestones and personal occasions like birthdays. Colleagues can also pen congratulatory messages.

3. Make it Easy – Consumer grade E-Marketplace

o Recognitions are monetized as Inspire Points, which can be redeemed via a consumer grade digital marketplace. The choice and flexibility of rewards cater to a multi-generational workforce.

Employee Impact

The response to Inspire Greatness was superb. Within the first quarter of program launch, employees’ activation rate hit more than 80% and the digital marketplace saw 30% redemptions. The transition was a positive signal, and employees shared testimonials such as:

• “Achievement unlocked.”

• “I feel valued and appreciated.”

• “This motivates me to do my very best.”

When employees feel genuinely valued, their self-esteem rises, and meaningful work becomes second nature. A culture of appreciation fosters a happier workplace—one that will serve as a competitive advantage of tomorrow.