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People should walk away if an employer is not listening to a flexible working request: "Singapore employees need to be assured their flexible work requests will be taken seriously". "Employees may fear that requesting for flexible work arrangements might reflect poorly on their professionalism, says Dr Sherry Aw of James Cook University, Singapore. New tripartite guidelines will make it mandatory for Singapore employers to have a process for employees to request flexible work arrangements from December onwards. This suggests that leaders are recognising the need to accommodate employees’ changing needs and new ways of working. The guidelines, however, have been met with mixed reactions. The shift towards flexi-work has made some concerned about job offshoring and reduced pay. Individually, employees may doubt if their requests would be taken seriously, or fear that such requests might reflect poorly on their professionalism. Men in particular faced additional stigma - those who requested flexi-work arrangements were rated as less masculine than those who did not. This could have broader societal implications, reducing men’s willingness to request flexi-work, and leaving women to shoulder most of the caregiving burden. Both employees and employers can benefit from flexi-work policies. The availability of flexi-work arrangements are an attractive recruitment and retention factor across all generations, and telecommuters generally have greater job satisfaction, better performance and lower work-family conflict." Employees in Singappore have the power to walk away and work for someone else if an employer is being inflexible about hybrid working. We had 80,000 PMET vacancies last quarter and full employment so if your employer is not offering you flexible working, walk away to the open arsm of someone who does. What do you think? If you are a job seeker we can help you enhance your personal brand on LinkedIn to help you find a new role, our premium and highly recommended service details are here on this LinkedIn SmartLink: https://lnkd.in/dqWRi6EZ https://lnkd.in/gKd758aU

💪 Let us gear up for 2024 🌟 As 2024 looms closer, one question we invite you to consider is: ‘What will I do to create and nurture a Respectful, Inclusive, Safe, Equitable (RISE) environment for all?’ At Catalyse, we are looking forward to the launch of the Tripartite Guidelines on Flexible Work Arrangements (the Guidelines) to help foster RISE workplace cultures. In the pursuit of fairer and more diverse workplaces, we cannot overlook the pressing need for organisations to champion inclusive Flexible Work Arrangements (FWA). TAFEP defines FWA as ‘work arrangements where employers and employees agree to a variation from the usual work arrangement’. The Singaporean government has stipulated that by 2024, employers must consider staff requests for FWA fairly and properly, under the Guidelines. The goal of FWA is to remove those barriers that prevent someone from working, enabling a diverse workforce and capitalising on the full extent of their employees’ capabilities. ✨ The benefits are numerous ✨ 1️⃣ From a business perspective, TAFEP notes that FWA enables employers ‘to attract and retain talent competitively, and deploy [organisational resources] more nimbly’. 2️⃣ From a talent perspective, local research reveals 85 percent of employees in Singapore desire flexibility at work, with 1 in 3 employees considering leaving their job if their FWA is revoked. While benefits to workplace productivity and talent retention are clear, the path forward may seem daunting. However, bear in mind: FWA can be simple, yet effective. An example is enabling an employee with caregiving responsibilities to work from home certain days of the week or start and finish later. Another example is enabling the use of screen readers or sign language interpreter software in team meetings. These arrangements are not a minefield. As we wait for the Tripartite Guidelines on Flexible Work Arrangements to be released, organisations can already begin to familiarise themselves with FWA and to update existing policies and procedures. 2024 is just around the corner and you can begin your journey to foster RISE workplace cultures today! 🌟 We are here to support you on your journey to catalyse this change for your workforce, all you have to do is reach out! 💼🌈

Are companies operating in Singapore truly committed to flexible work arrangements, or is it just lip service? Dr. Sherry Aw’s recent commentary on CNA exposes the harsh reality that many employees face: requesting flexible work can be a career death sentence. Despite mandatory guidelines starting this December, the entrenched "Ideal Worker" myth continues to penalize those seeking work-life balance. 🔍 Research shows flexible work boosts job satisfaction and performance. Yet, employees fear stigmatisation, slower wage growth, and career stagnation. Why? Because many leaders still cling to outdated notions that equate physical presence with productivity. 👩💼👨💼 It’s not just about the guidelines; it’s about changing mindsets. Companies need proactive, clear policies and must normalize flexi-work across all roles. Automatic enrolment, trial runs, and robust support systems are steps in the right direction, but will they dismantle the deeply ingrained biases? Enough with the hypocrisy. If flexible work is truly valued, it should be reflected in every aspect of the workplace culture, not just in HR manuals. Let’s hold our organizations accountable and demand genuine change. It’s time to rethink what it means to be an "Ideal Worker." 💬 What’s your take? Have you faced pushback for requesting flexi-work? #FlexibleWork #WorkLifeBalance #CareerGrowth

Role-based and environment-based #flexibilities offer a promising path forward as they sync with the evolving expectations of the #workforce. The journey towards a more flexible, dynamic, and inclusive workplace is complex yet undeniably crucial for the #futureofwork. However, a lot depends on the context and the life cycle stage (birth, growth, and maturity) an organization is at. Organizations must also define boundary conditions in which workers can enjoy flexibility. https://lnkd.in/grsAsrFd

Report highlights demand for flexible work among professionals A new Ivanti study reveals that while 80% of professionals value flexible work, while only 25% have high flexibility in their roles.

Flexible work is the great unifier. Having the ability to perform your job from anywhere, however you need to, and on your own time is the ultimate freedom in today's job landscape. Luckily, employers are realizing this as well, and more companies now than ever before are offering hybrid and remote work packages to keep workers happy and motivated. But, as we look towards the future of work, how sustainable is a flexible work experience? That all depends on you. Flexible work at the individual level is circumstantial, and factors such as industry, country, city, socioeconomic status, and care-giving status all have impact on how well you're able to #workfromanywhere. It is the responsibility of companies to prepare and implement programs to allow anyone who works for them to have some freedom and voice in how they work best. An excellent article by Benjamin Laker for Forbes explores this idea, and what we can expect in the near future. https://lnkd.in/gC-cFUUV #workfromanywhere #work #hybrid #hybridwork #remote #remotework #futureofwork #marketing #sales #hr #business

'Presenteeism' refers to what we had hoped is an outdated notion. Basing an assessment of employee value on how many hours they are seen to work in the office and whether they make themselves available to work over and above the required contractual terms. This article refers to 'digital presenteeism' affecting those who now work from home because the online activity of an employee can be tracked and is assumed to be linked to productivity. How do we change this pervasive culture? More here 🔽 #workplaceculture #presenteeism #recruitment

In today's dynamic landscape, the workplace is not only a physical space for employees. Both businesses and workers are dealing with a new reality, from aftermath of pandemics to the shift towards remote work. Our article explores global challenges for employees today and uncovers strategies for personal and professional advancement during these shifts. https://lnkd.in/dsFjUqNz #globalchallenges #globalchallenge #globalbusiness #globalemployment #professionalgrowth

In today's dynamic landscape, the workplace is not only a physical space for employees. Both businesses and workers are dealing with a new reality, from aftermath of pandemics to the shift towards remote work. Our article explores global challenges for employees today and uncovers strategies for personal and professional advancement during these shifts. https://lnkd.in/daWuEsdP #globalchallenges #globalchallenge #globalbusiness #globalemployment #professionalgrowth

Is productivity paranoia on the rise? 📈 Our new research was covered in @HRD Connect, shedding light on the growing resentment among UK knowledge workers being mandated to return to office 💼 More than a third (35%) of knowledge workers are unhappy with such policies, with 50% believing their employers are suffering from ‘productivity paranoia’ 😨 Tied up in the hybrid work debate, companies are making a mistake by trying a one-size-fits-all approach. The key 🔑? Create flexible work models that account for employee’s individual needs and experiences 💪✨