Talent Management
HKEX Aspect B3
Talent Management
HKEX Aspect B3
Swire Properties places great importance on attracting and retaining talent. We offer fulfilling long-term careers with the Company and have numerous programmes in place to train our employees to high standards, encourage their continuous learning and development, create pathways for promotion and succession, and gather their feedback.
We strive to ensure that every employee receives regular, objective, fair, and open assessments of their performance and are rewarded accordingly with merit-based incentives. Our annual Performance and Development Reviews (“PDRs”) streamline our assessment processes and ensure consistency across the Company. Our office employees align their annual performance goals with the SD Pillars of our SD 2030 Strategy.
In 2024, we introduced a competency framework to our PDR. Competencies are observable and measurable behaviours that contribute to individual and organisational performance, and the framework allows us to differentiate these by job grades and responsibilities. This helps ensure our people have the right skills to support the Company’s long-term growth and success. Competency performance is measured and rated as part of the PDR.
Swire Properties also promotes collaborative and regular conversations and continuous feedback to ensure that objectives and goals are aligned and adjusted in an agile manner. Feedback is collected from peers from a cross-section of departments, direct reports and managers to provide a 360-degree view of employee performance. These employees are encouraged to discuss the findings with their team and identify any follow-up actions.
New joiners are given a comprehensive, productive, and inclusive onboarding experience through our New Joiner Induction Programme, which includes full-day experiential learning, sharing and experience-building induction sessions for all new joiners from across our properties. A separate Frontline New Joiners Induction Programme is customised to the distinct needs and expectations of new frontline staff.
Employees undertake job-related training – from training courses to long-term studies for diplomas, certificates, undergraduate, or post-graduate degree courses offered by local or overseas tertiary education institutions, industry organisations, and professional associations – are eligible to apply for a reimbursement of their course fees.
Swire Properties also has a robust annual talent review process that assesses and develops our talent pipeline. The objective is to provide an overview of our organisational capabilities, identify high-potential individuals, develop robust succession plans, and deliver targeted development of our talent.
2025 People Engagement Survey
Swire Properties’ 2025 People Engagement Survey was distributed to colleagues across our Hong Kong and Chinese Mainland portfolios and Hotels in 2025. More than 4,400 people took part, a 94% response rate.
Employees were asked to rate the Company’s efforts and effectiveness on a number of metrics, including safety, wellbeing, values and more. The results will enable us to continue developing targeted strategies that create a positive and fulfilling workplace for our people and enable the success of our employees and the Company. Highlights of this year’s survey included:
Employee Net Promotor Score – 42
This score measures how likely our people are to recommend the Company as a good place to work. 42 is considered a very high score in Hong Kong.
Safety – 91
91% of respondents feel comfortable reporting safety concerns and feel that the Company values employee safety.
Wellbeing – 79
79% feel positive about workplace wellbeing.
Values – 76
76% agree that our values are reflected in everyday actions and behaviours.
A similar Pulse Survey conducted across Swire Hotels measured two key indicators – the Net Promoter Score and Employee Engagement Index. With an overall response rate of 95%, the results showed a six point rise in the overall Net Promoter Score since last year, to 51, and an overall Employee Engagement Index of 84.
Swire Properties Service Excellence Awards
Swire Properties Service Excellence Awards
This annual programme honours the dedication and service of our frontline employees – our customer service officers, guest service ambassadors, concierges, and Building Management and Technical team colleagues. These colleagues were celebrated at the 2025 Service Excellence Awards and Chinese Mainland Service Star Awards ceremonies in Hong Kong and the Chinese Mainland respectively. This was the 12th edition of these “Oscars for frontline employees”.
Ten outstanding winners were honoured in the Marketing, Technical and Property Management categories in the Service Star awards, along with two teams that exemplified great teamwork. The awards were given for various achievements including initiating enhanced daily monitoring, assisting the police with successfully tracking a harassment suspect, and managing over 30 complex customer cases with a 100% satisfaction rate.
The Service Excellence awards included “Top 10”, “Best Service” and our first-ever “Team Award”. These frontline service heroes were honoured for reasons ranging from being drenched in sewage, to restoring restroom functionality before rush hour, to climbing 20 floors to assist residents with their luggage during power outages.
Learning and Development Programmes in Hong Kong and the Chinese Mainland
In 2025, we empowered our employees by providing learning opportunities through online and offline training programmes. Several of these were new or revamped versions of long-running initiatives such as the Achieving Excellence Programme and our structured leadership programmes.
Total Training Hours and Spending in 2025
HKEX KPI B3.2
~161,000hours
Total training hours
22.5hours
Average training hours per employee
HKD10million
Total training spend
HKD1,400
Average training spend per employee
Average Hours of Training, by gender
21.6
Male
23.8
Female
Average Hours of Training, by employment category
22.8
Management level
22.4
Non-management level
The New Swire Properties Academy
The New Swire Properties Academy
One of Swire Properties’ primary goals is to help our colleagues grow and reach their full potential. Launched in 2025, the Swire Properties Academy aims to empower and upskill our staff with courses and opportunities to level up, greatly expanding learning at the Company. The Academy offers:
- Open learning workshops – Interactive learning experiences on soft skills. Topics include communication and negotiation skills.
- “Bite-sized” learning modules – Quick, self-paced learning modules focusing on soft skills and reinforcing key values.
- Manager and talent development programmes – Specifically designed to train and cultivate current and future leaders.
Talent-focused Learning and Development Programmes
Talent-focused Learning and Development Programmes
Swire Properties’ suite of talent development offerings is designed to support our high-potential employees. The programmes involve one-on-one and peer learning, integrating personalised coaching and feedback-driven development to promote a culture of continuous improvement. Programmes in 2025 included:
360 Coaching Programme
Launched in Q2 2025, this one-to-one programme is offered to talents and successors nominated through our talent review process. Participants are offered 360 degree feedback through an anonymous process from managers, direct reports, peers, and other stakeholders. An International Coaching Federation-trained coach then debriefs this feedback with the individual to process the insights, and then coaches them to build a development plan and act on it.
Leadership Labs
This peer coaching programme involves a small group of leaders across the business who meet regularly to coach each other on current leadership challenges. They gain feedback on their leadership impact, get ideas on how to progress their challenges, build leadership skills, and gain a supportive leadership peer group.
Executive Coaching
This one-to-one coaching programme is offered to senior leaders, supporting them as they expand their leadership roles. Either upon joining the Company or after being promoted, they meet with an executive coach for six sessions, learning to navigate the transition smoothly, gaining greater clarity of vision and setting them up for success.
Emerging Talent Programme
Launched in October 2025, the Emerging Talent Programme is a targeted three-module, one-year programme designed for nominated talent. Topics covered include trust, communication, innovation, business acumen, and others. The objective is to equip participants with the skillsets and mindsets to help them reach their full potential.
New Managerial Development Programme
New Managerial Development Programme
This new internally designed and delivered programme is tailored to support managers at different stages of their leadership journey. The programme comprises three distinct tracks, the first of which was launched in early 2025. This was Manager Explore, designed for newly-promoted or newly-hired managers, it focuses on building foundational leadership capabilities and navigating the transitions into managerial roles. It employs a variety of approaches to enhance learning effectiveness, including simulations, group activities and discussions, dedicated practice time, and opportunities for reflection.
The subsequent tracks, designed for managers with more advanced experience, will be launched in 2026, completing the comprehensive development pathway.
“Workplace Exploration” Programme
“Workplace Exploration” Programme
The two-year “Workplace Exploration” training programme was launched in 2025 to meet the competency development needs of frontline managers. Structured in four phases – role awareness, team building, business drive, and leadership breakthrough – the programme employs practical workshops and case studies to enhance capabilities. Each phase focuses on a key challenge, helping frontline managers become effective team leaders. We aim to have 100% of frontline managers take part in the programme within three years.
Partnerships with Educational Institutions
Partnerships with Educational Institutions
Swire Properties offers our employees access to training programmes that have been developed in collaboration with educational institutions in Hong Kong. One notable programme is the “Executive Course in Real Estate Development”, developed with the Department of Real Estate and Construction at the University of Hong Kong. This has been offered exclusively to our employees since 2014.
The 10-day course gives participants a comprehensive understanding of fundamental concepts in real estate and construction project management, equipping them with the knowledge and skills necessary to progress in their roles. They are exposed to topics crucial to their professional development, including planning and development procedures, the real estate regulatory landscape in Hong Kong and the Chinese Mainland, real estate investment and finance, sustainability, practical case studies, and emerging industry trends.
Culture and Values
Our values define us as a Company, and form a cohesive set of principles that are relevant across the organisation and guide everything we do. They are “Integrity”, “Originality”, “Long-term Focus” and “Quality”.
As Swire Properties continues our growth trajectory, we recognise the importance of ensuring our culture scales up alongside us. The Culture and Values project, initiated in 2025, seeks to listen to voices from across the Company, including senior leaders and colleagues at all levels, to understand what makes us unique and explore our future aspirations.
Culture and Values Articulation Workshops
Culture and Values Articulation Workshops
In August, we held 23 Culture and Values Articulation Workshops in Hong Kong and the Chinese Mainland, during which our staff reflected on and discussed Swire Properties’ culture and values. Through activities and conversations, 340 participants from both office and frontline teams shared their insights into our behaviours, principles and beliefs. Key themes emerged from these discussions, revealing that our culture is rooted in putting people first, embracing progressive originality, thoughtful and careful refinement, upholding high standards and maintaining strong ethical principles.
Based on these discussions and having heard insights from across the Company, we identified key themes that shape our culture and value statements, uncovered areas where our culture can be further strengthened and began targeted initiatives to address any gaps.
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