Some firms maximise flexible work arrangement options in efforts to attract and retain talent

SINGAPORE: For working mothers, balancing a career and childcare is never easy.   

The juggling act has been even harder for Ms Carene Song, as her 11-year-old son has special needs.  

But thanks to her company's policy, which allows employees to work remotely two days each week, she is able to better manage both work and motherhood.

“I'm able to have more quality time with my son because I can have (the) flexibility,” said Ms Song, a vice president at UOB.

“If he needs my attention urgently, I will be able to attend to him. I'm also able to (witness) all his little milestones.”

In addition, staff can take two hours off work every month – unquestioned, which she uses for errands and short medical appointments.

Ms Song said the flexibility helps with her caregiving responsibilities and improves her bond with her son.  

“I can really feel his happiness when I’m around, when he can hear my voice and sense my presence,” she said. “I feel that we are bonding more when I (work from home).”

FWAs HELPS RETAIN EMPLOYEES

Ms Song’s employer explained that such work arrangements are crucial for talent retention.

“Life is more than just work, right? This keeps our employees healthier – both mentally and physically, and helps promote a more balanced way of working … and that will help us create a sustainable, long-term workforce,” said UOB's group human resources head Dean Tong.  

The bank implemented its flexible work policy two years ago. It said its employees have benefited from the initiative and there has not been any dip in productivity. 

“Some managers were initially a little apprehensive about trying out some of these new ways of working,” Mr Tong said. “But eventually – especially with the COVID-19 experience – we have learnt to work with managing output, rather than observing people in the office to see whether they are doing work or not.”

He added that the firm is continually implementing new initiatives to improve working conditions for its staff, and expects more such policies to be announced in later in the year.

This comes as a tripartite workgroup is developing guidelines on flexible work arrangements (FWAs) – set to roll out later this year – that employers will have to follow.
 

The Manpower Ministry said these will not only cover work-from-home arrangements, but also flexible shift timings and workloads.

It added that while the guidelines do not guarantee such arrangements for all workers, they establish a process to shape the right balance of workplace flexibility.

MORE TO FWA THAN WORK-FROM-HOME

The Association of Small and Medium Enterprises said that companies can use the FWAs as a way to cope with manpower shortage and make job packages more attractive.
 
“Flexible work arrangement doesn't only mean working from home. It could be starting at a different time, or a different workload,” said Mr Ang Yuit, the association’s president.
 
“There are all kinds of flexibility that you can afford your workers that will give the workforce the ability to adjust and adapt to the needs of the modern-day office.”

However, he acknowledged there will never be a one-size-fits-all approach, and encourages employers to use technology such as artificial intelligence to enhance flexibility.

“(Employers) can perhaps look at how to design jobs, with pieces of work that could be automated or removed, such that the (worker) brought in is only focused around the critical aspects that require that on-site visit and physical presence,” said Mr Ang. 

For employees like Ms Song, the continuation of such flexibility is important to ensure work-life balance.

“We have so many roles and responsibilities in our life. It’s not like today I'm an employee and tomorrow I’m a full-time mum,” she said. “So flexible work arrangements and hours are really beneficial and allow us to perform to our optimal level both at home and at work.”