What's keeping me up: Sun Life HK's Adley Low

Finding top marketing talent remains a significant challenge, even amid widespread layoffs from major companies. In Hong Kong, recent hiring trends indicate that 54% of companies plan to maintain their current headcount, while 34% intend to expand, according to Randstad. 

Technical roles are taking centre stage, with 30% of employers increasing budgets in this area—highlighting the growing demand for digital expertise and capabilities. 

Leading a 40-member team, Adley Low, chief client and marketing officer, Sun Life Hong Kong views the current talent crunch as a strategic opportunity to attract and develop top talent within the organisation. 

He also noted that working alongside great talent can significantly boost job satisfaction and enhance the overall enjoyment of work. 

In this episode, Low shares with us his biggest worry and what keeps him going.   

MARKETING-INTERACTIVE: What is the biggest thing you worry about?  

What keeps me up at night isn’t just the usual business challenges - it’s the quest to discover individuals who don’t just fit the role but elevate the entire team. Finding great talent is like hunting for a unicorn in a haystack - exciting, elusive, and occasionally downright magical. 

In today’s fast-paced world, talent isn’t just about skills on paper; it’s about passion, creativity, and that spark of curiosity that drives innovation. The challenge? Everyone’s looking for the same unicorns. 

But here’s the fun part: this challenge pushes us to rethink how we attract and nurture talent. It’s not about just filling seats, it’s about creating an environment where people want to stay, grow, and bring their best selves every day. While the hunt for talent might keep me up, it also keeps me energised. After all, every great company is only as great as the people behind it—and I’m determined to find the best team. Collaborating with great talents can significantly enhance job satisfaction and amplify the joy derived from work. 

So yes, the biggest thing I am concerned about is talent—but it’s also the biggest opportunity to innovate, inspire, and build something truly extraordinary.  

MARKETING-INTERACTIVE: How do you deal with this worry?  

To deal with this worry, I lean into what makes insurance truly meaningful. We’re no longer just posting job ads and hoping for the best, but we tell stories that show how our work impacts and protects real lives—whether it’s helping a family recover after a disaster or securing someone’s retirement dreams. This purpose-driven approach helps us attract candidates who want to make a difference, not just clock in hours.  

And humor helps me keep perspective. Sometimes I joke that finding marketing talents in insurance is like trying to explain actuarial science at a party - it’s a tough sell, but when you find the right people, they’re worth their weight in gold. 

Ultimately, I believe that by focusing on building a culture that’s attractive - where people feel challenged, valued, and inspired to grow – is the gist.  

MARKETING-INTERACTIVE: As a leader, how do you deal with it when your staff tells you the work is creating mental pressure and well being issues?  

Marketing teams often face pressure as the job nature requires adapting to constantly changing market trends and consumer behaviours. This demand for rapid, data-driven performance in a dynamic environment creates ongoing stress and high expectations.  

When my staff shares that these pressures affect their well-being, I take it seriously because a stressed team can’t perform at their best or innovate effectively. Providing support is key. I ensure the team has access to flexible work options, training, and mental health programmes like counseling or stress management workshops.  

Leading by example matters - I openly share how I manage stress and encourage taking breaks. This normalises conversations about mental health and shows it’s okay to seek help. Addressing mental pressure head-on creates a healthier, more engaged team. When my people feel supported, they bring their best creativity and energy, driving better results and long-term success. 

MARKETING-INTERACTIVE: What keeps you going?  

It’s the opportunity to lead a talented team in transforming how we connect with customers in an evolving financial landscape. I am driven by the challenge of blending innovation with trusted expertise to create meaningful experiences that help people secure their financial futures – the customer promise of Sun Life.  

I am also energised by the chance to cultivate an environment of synergy and perpetual growth, inspiring our team to excel, achieve remarkable outcomes, and create enduring value. 

This combination of purpose, people, and progress fuels my passion and commitment to driving Sun Life’s marketing forward.  

MARKETING-INTERACTIVE: How do you boost employee morale when facing obstacles/challenges? 

When challenges come knocking, I like to tackle them with a mix of humor and light-hearted humor, like being the team’s unofficial morale DJ, spinning the perfect track to lift everyone’s spirits. 

Beneath the laughs, I make sure everyone knows their hard work is seen and appreciated. Sometimes, a simple “You’ve got this!” or “We’re in it together” goes a long way.  

At the end of the day, boosting morale is about mixing care with a dash of fun—because when we’re smiling through the storm, no challenge feels too big. That’s the secret sauce for morale that lasts beyond the immediate challenge.  

MARKETING-INTERACTIVE: Anything else you would like to add 

At Sun Life Hong Kong, we care deeply about our colleagues. We recognise the challenges of talent acquisition and are committed to nurturing well-rounded professionals. We invest in internal training programs that go beyond technical skills, focusing on communication, empathy, and leadership.   

Our success is rooted in collaboration and a bolder mindset -  the key element of Sun Life’s culture. 

The B.O.L.D.E.R. model   

B: Biased for action  

O: Open to listen  

L: Learning all time  

D: Drive outcomes  

E: Empowering  

R: Resilient  

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