Is Singapore really heading towards flexible work arrangement now?

Flexible work arrangements (FWA) are often described as the next frontier of smart talent management. However in Singapore, just two out of 10 employees have the flexibility to work at alternative locations, and just 25 per cent say they can work to timings that suit their family needs.

This comes despite the Singapore government making a concentrated effort to promote FWA in recent years. In addition to FWA funding such as the Work-Life Grant, the Ministry of Manpower is also working with employer groups to help businesses evolve. Finding flexible workplace solutions will assist productivity, workforce participation, retention of mature workers and will help curb the use of foreign workers.

Many companies and employers in Singapore are still unsure of the options available, benefits and feasibility of implementing FWA in our workplace models. On the flip side, employees lack understanding of FWA practices and doubt that it is a viable form of employment in Singapore.

The first step to realising FWA in Singapore is for both employers and employees to understand the benefits of such arrangements – here are a few solutions:

For Employees
• Say goodbye to rush hour
Traveling to and from the office during rush hour is time-consuming and distressing everywhere in the world. With flexible working locations, employees save precious time and are able to put those hours stuck on the train to better use.

• Juggling personal and professional commitments
With a flexible work schedule, employees have the ability to better plan and attend to work and family commitments. They can now take care of children or elderly parents at home while juggling work requirements. Such flexibility could lead to significant savings, such as the need to hire caretakers, and grant peace of mind.

• Less Facebook, More Productivity
Employees concentrate better at work and are more productive with FWA. Not only can they have peace of mind knowing their personal responsibilities are taken care of, they understand that there might be less time to complete their tasks and consequently focus better to finish their work, spending less time being unproductive cooped up in an office.

For Employers
• Increase the Bottom Line
An immediate benefit of FWA is reduced overhead costs. A smaller office space and fewer facilities are required when employees work from home or on the road.

A-Star Team
• Improved productivity is likely one of the most attractive outcomes of FWA. Not only can employees focus better, the business will see increased productivity through longer opening hours of the office, reduction in absenteeism and lateness, and a better ability to cover absenteeism when it does happen.

Talent Magnet
• Finding the right talent to grow your organisation is key to a successful business. With FWA, organizations create more opportunities to attract talent from a larger pool of candidates, and are able to better retain key and valued staff who might require flexibility to cope with demands and changes in their lives.

Adoptions rates are low, but the truth is that many companies have seen great benefits in FWA and manage to keep their employees connected, engaged and productive.

For FWA to succeed, companies should implement a communication plan that incorporates at least two face-to-face meetings per month, supported by regular phone and email communication. The next step is to pencil down clear instructions around KPI’s and work output expectations – companies craft a policy on working hours and locations that is tracked weekly, allowing both parties to manage expectations, track progress and measure growth.

FWA might seem like a tedious process to be involved in, but the benefits certainly outweigh the efforts. The best thing is that flexibility helps to retain and grow human capital - an organisation’s biggest asset.

*NTUC U Family Happiness Poll – 1 March 2013