Executive Search Consultant - SHREK Alternative | Talent Advisor | Career Advisor | Family Man
𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐖𝐨𝐫𝐤 𝐀𝐫𝐫𝐚𝐧𝐠𝐞𝐦𝐞𝐧𝐭𝐬 (𝐅𝐖𝐀) “All employers must have a process in place for workers to make formal requests for flexible work arrangements from December, when new tripartite guidelines come into effect.” While the devil is in the details during actual execution, I think this is a positive move towards a more inclusive and compassionate workplace, which will also go a long way in enhancing the employer branding for companies. Covid has shown us that employees can be equally if not more productive when they work from home. With the exception of jobs, say in manufacturing or operations, which require an employee to be on-site, most other jobs can actually be done from anywhere. When Covid was no longer a pandemic, many companies have made Return To Office (RTO) the default policy. I feel most of the time, this is more of a personal preference of managers vs a real necessity. Indeed, there will be employees who abuse FWA and employers cannot fully trust them so I can understand their concerns. I also do see value in having employees back in office from time to time to build stronger relationships, bonds and trust. So finding a right mix that works for everyone will be key. From my interactions with candidates in recent times, this new guideline will definitely be welcome news. Many need to juggle family and personal commitments with work and FWA will allow them to be gainfully employed while tending to their non-work commitments. For employers who are not doing it yet, it would make sense to have a process to better evaluate the actual output/ performance of employees than just counting the hours that they spend in office, which may not be all that productive after all. Does your company support Flexible Work Arrangements? For employers, what challenges do you foresee in following this new guideline? #flexibleworkarrangements #worklifebalance #futureofwork Ministry of Manpower National Trades Union Congress (NTUC) Singapore National Employers Federation (SNEF) TAFEP Tripartite Alliance for Fair and Progressive Employment Practices
In my past civil service role, we had 5 days a year to apply for work from home in the event of needing deliveries etc. I would use it when I had work that needed focus and speed cos less interruptions from meetings and colleagues than being in the office. So actually in civil service there was already a small effort to accomodate some wfh. Of cos Covid changed everything and many companies are still on partial WFH. I am really curious how this could increase employee satisfaction scores though
Alvin Huang
6mo
We have a hybrid of 3 days wfo and 2 days wfh. Is that considered flexible? I’ll need to ask my HR on that. We also recently introduced a remote working policy where local staff can work remotely in another country for a certain number of days and times. Whatever the case. Local employees must also realize that with such policies. It goes business owners more and more reason to just hire remotely. Talent is global and hence locals now fight with a global market. So their skills and value add must really be worth the premium paid for a Singaporean worker.
I have always worked from home since my corporate days in an MNC from 2008. And we always knew that being physically present does not necessarily lead to performance.
Thomas H.
6mo
We have 10 staff around the region and are all working with flexible arrangements.
ManyMangoes 🥭
5mo
Impressive insights here. To truly revolutionize workplace flexibility, consider integrating continuous feedback loops with real-time analytics to tailor FWA policies dynamically, enhancing productivity and employee satisfaction.
Executive Search Consultant - SHREK Alternative | Talent Advisor | Career Advisor | Family Man
6moThanks for the repost, Mac.