It’s no secret that managing an Asian workforce comes with its share of challenges. Handling various cultural norms, regulations, and expectations is no small feat. Yet, Takeda’s leadership doesn’t just see these as hurdles—they see them as opportunities to better connect with their employees.
In markets like Japan and Singapore, where employee turnover can sometimes feel like an industry-wide epidemic, Takeda has taken a proactive stance. Rather than simply offering incentives to stay, they’ve built an ecosystem where personal and professional growth is a priority. Each employee isn’t just another cog in the machine but someone with unique skills, dreams, and aspirations.
“We want people to be part of Takeda not just because of the paycheck but because they see themselves growing here,” says a company spokesperson. And they mean it. Takeda encourages employees to openly discuss their career goals and offers tailored development programs to support them. Whether learning new skills, switching departments, or even moving across countries for new roles, Takeda makes growth happen—on the employee’s terms.
In 2023, Takeda rolled out a digital upskilling program across its Asian offices, recognising the need to prepare its workforce for the future. Employees are trained in everything from artificial intelligence to advanced analytics, ensuring they’re ready to tackle the evolving demands of the healthcare industry.
Engagement that Goes Beyond the Workday
For many employees, feeling valued means more than a salary and a title. Takeda gets that. Their engagement strategy is about creating purpose and giving employees a sense of ownership. Whether you’re working on the ground in a manufacturing plant in Vietnam or heading up research in Tokyo, everyone understands how their role ties into the bigger picture: improving patient lives worldwide.
The company’s “Play to Win” framework encourages employees to think and act like leaders, regardless of their position. This mindset shift resonated deeply, especially in Asia, where hierarchical structures sometimes stifle creativity. At Takeda, collaboration and ownership are the norm, not the exception. Employees are encouraged to take risks, make decisions, and feel their contributions matter.
As a result, employee engagement across Asia has skyrocketed. A recent internal survey found that 85% of Takeda’s regional employees feel strongly connected to the company’s mission. This statistic speaks volumes about the company’s ability to cultivate a sense of purpose among its workforce.
Growing in Every Direction
Takeda knows that growth doesn’t happen by accident. It requires planning, resources, and, most importantly, support. The company has developed various programs catering to every stage of a career. For emerging leaders, there’s the “Takeda Leadership Program” (TLP), a highly curated development path that equips future leaders with the skills they need to thrive. For those looking to deepen their expertise, specialised training programs are designed to boost technical and functional skills. This approach has paid off, especially in Asia, where leadership development has become a key priority for many industries. Takeda’s leadership pipeline is thriving, with 45% of its management roles in Asia now filled by women, a figure helping redefine leadership in the region.
And it’s not just about climbing the ladder. Employees are regularly recognised for their hard work and contributions. The company’s “Inspiration Awards” spotlight those who go above and beyond, ensuring that dedication and excellence never go unnoticed. Whether it’s an individual achievement or a team effort, recognition at Takeda is as much a part of the culture as the work itself.
A Holistic Approach to Benefits
When it comes to compensation, Takeda goes beyond the numbers. Sure, the salaries are competitive, but what sets the company apart is its holistic approach to benefits. Employees across Asia enjoy comprehensive healthcare packages, generous retirement plans, and vacation policies encouraging them to take time off and recharge.
But the perks don’t stop there. Recognising the growing importance of work-life balance, Takeda has embraced flexible working arrangements. Employees can work remotely or adjust their schedules to suit better their personal lives—a significant shift in places like Japan, where long office hours have traditionally been the norm.
Wellness is a Top Priority
Takeda’s focus on well-being goes beyond physical health. The company offers various wellness programs to support mental, emotional, and physical health. These programs have been a cornerstone of Takeda’s response to the COVID-19 pandemic, where employee wellness was prioritised. Telehealth services, mental health resources, and stress management workshops became readily available, ensuring employees felt supported through one of the most challenging periods in recent history.
The wellness programs don’t stop there. Employees are encouraged to participate in fitness challenges, join group exercise sessions, and access nutritional advice, creating an environment where health isn’t just an afterthought but a core part of daily life.
A Place Where People Thrive
At Takeda, people are at the heart of everything. From addressing workplace challenges to creating an environment where employees feel empowered, the company’s approach to business is deeply human. This focus on people has earned Takeda its reputation as one of the best companies to work for in Asia. In a fast-paced world, Takeda reminds us that when you invest in your people, you’re investing in the future. And for Takeda, that future is looking brighter than ever.
