Flexible Work Arrangements Singapore – The Future of Work
The workplace has evolved and has impacted the future of work. COVID-19 has not only brought about changes in the job market, making certain jobs obsolete while creating new ones, but also significantly affected how we work now and in the future. One major change is the formal introduction of Flexible working Arrangement in Singapore. In which, by December 1, 2024, all employers in Singapore must fairly consider formal requests for flexible work arrangements (FWAs) under the new Tripartite Guidelines. Employers must respond to such requests within two months, providing a valid reason if a request is denied.
Is Flexible Working the optimal path forward?
According to a survey conducted in 2020 by The Straits Times, 8 in 10 of us in Singapore want to continue remote work or have more flexible working arrangements. In fact, Microsoft’s Work Trend Index 2021, published in May 2021 with Singapore perspective, revealed that 49 per cent of us are thinking of leaving our current employers. This is so as to seek the option of remote or hybrid work is one of the contributing reasons. Considering these statistics alongside the rapidly evolving landscape of digital transformation in our work environment, the question above arises.
Are employers’ hands tied and have no choice but only offer hybrid work model or remote work arrangements? We need to ask ourselves — what will be the level of remoteness for employees in the different job roles? A simple rule would be that if that job role that requires a high level of collaboration or use of specialised tools, would be to head to site often. For roles that require a higher level of concentration or have a limited need for on-site presence, provide flexible scheduling.
So, should I adopt Remote Working?
Now, you might wonder — if I have the ability and potential to offer remote work, why would I undergo a work transformation? Well, there are a myriad of flexible work arrangements benefits that would entice you to adopt a hybrid work model. Such benefits include having greater access to talent pools, reduced business expenses from office rents, as well as higher employee satisfaction. However, there are also concerns and doubts towards remote workforce management like higher costs to support employees to transit. This could be in terms of equipment set-up, lowered employee productivity, and loss of communication and with employees.
There is really no hard and fast rule to determine whether you should adopt remote working. You would need to weigh the cost and benefits for the short and long run to come to a conclusion for your own organisation.
However, we are confident that remote work is not just a passing trend; it represents the future of work. Embracing this shift presents an opportunity for both you and your company to thrive.
In light of the prevailing remote work scenario in Singapore, Citadel Search has curated some valuable insights for you. We strongly advise prioritising the following aspects, which have emerged as critical priorities for ensuring long-term sustainability in many organisations.
Benefits of Flexible Work Arrangements
Empowers Employees
Flexible work arrangements benefits extends beyond flexibility. It empowers employees to tailor their work schedules to fit their productivity peaks and personal commitments, fostering a healthier work-life balance.
Focus on Outcomes
Additionally, by eliminating the need for daily commutes, remote work reduces stress and frees up valuable time for employees to focus on their tasks, personal interests, or family. Everyone benefits.
Increases Job Satisfaction
This flexibility and autonomy not only enhance job satisfaction but also drive productivity and creativity. This is because individuals can create conducive work environments that promote focus and innovation.
Nurtures a dynamic and inclusive culture
In embracing remote work and flexible arrangements, companies not only attract top talent but also cultivate a dynamic and inclusive work culture that nurtures growth and innovation. This is a indeed a positive spill-over effect.
How to resolve Flexible Work Arrangement challenges as an Employer?
With flexi-work becoming a lifestyle now, managing the health and wellness of employees has become more challenging. There are two main issues to note when it comes to remote workforce management — burnout and social isolation. Remote working has mostly blurred the lines between work and personal time. In fact, more employees have reported working longer hours or even work outside of their usual work hours, resulting in burnouts. Coupled with having to work in isolation for most of the time, it has really taken a toll on employees’ mental health. We have anecdotally seen employees share with us that they sometimes are required to conduct 2 virtual meetings at the same time, one for social purpose to connect with colleagues, the other zoom call was a reporting meeting!
This is confirmed by our recent Linkedin straw poll where 30% of 70 global participants said that “loneliness and isolation” was the biggest challenge for them. This is while working remotely despite having more flexible scheduling!
How to resolve Flexible Work Arrangement Challenges as an Employer?
#Give time to allow employees to adapt
What you can do to help your employees adapt to the hybrid work model is to provide more platforms for employees to stay connected. Organising virtual lunch or bonding sessions can definitely help social creatures like us to benefit from the support and comfort received. Time needs to be given for us, as creatures of habit to adapt.
#Encourage Feedback
Have a two-way dialogue session with your employees to communicate expectations, concerns or any feedback effectively. You can also take this opportunity to look out for signs of distress from your employees or challenges they face when working remotely.
For example, some may feel it anxiety-inducing to have multiple video calls to report their progress throughout the day. Talk it through with your employees and show that you care. With the implementation of bonding sessions and fostering mutual understanding regarding expectations and challenges, these initiatives undoubtedly contribute to maintaining our mental well-being and nurturing closer relationships despite the physical distance.
#Encourage Leadership Through Trust
Most importantly, as part of remote workforce transformation, managers need to learn to trust their employees. Measure work outcomes instead of being too worried about clocking time due to flexible scheduling.
#Access to Talent worldwide
Remote working offers you choices as an employer to have access and expand your manpower to an international talent pool. Have you considered the options of repositioning some roles here in Singapore if you do not have a presence here in this market? Our Singapore work culture and strong work ethics are highly suitable. Use Citadel Search as an Employer of Record (EoR) to help you with your expansion plans today! Check out our Employee Outsourcing Service, Contact us and tell us your needs.
Reference:
- A Straits Times Survey on how many Singaporeans want to work from home or have more flexibility, by Linette Lai , Political Correspondent from Straits Times.
- Microsoft’s first annual Work Trend Index, which uncovers hybrid work trends during the pandemic, also revealed contributing trends including employee needs for continued flexible remote work, leaders being out of touch with how employees are faring and high productivity masking an exhausted workforce.
- Americans might never come back to the office, and Twitter is leading the charge, by Elizabeth Dwoskin from Washington Post.
- Microsoft is letting more employees work from home permanently, by Tom Warren, from The Verge.
- DBS joins the fray as more Singapore banks make flexi-work permanent post Covid-19, by Vivien Shiao from The Business Times.
- What Is a Virtual Lunch and Is It as Bleak as It Sounds, by Janice Williams from News Week.
- All employers must have process for workers to request flexible work arrangements from December, by Davina Tham from CNA.