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Category: Hybrid Work

  • Remote Workforce Essentials: Perks And Benefits That Promote Work-Life Balance

    Remote Workforce Essentials: Perks And Benefits That Promote Work-Life Balance

    Referred to as the ability to work from anywhere, anytime, remote work has become a full-blown movement globally. Market projections dictate remote work is here to stay, and opportunities for job seekers will continue to increase through 2023.

    ​ According to Statista, 67% of respondents indicated having a flexible schedule as the most significant benefit of working remotely. The flexibility to choose work location ranked second.

    That’s a close-to-reality statistic. But if you think the employee benefits conclude with these two aspects, you’re probably mistaken. This article outlines the top 9 employee perks and benefits you could offer your employees to align with this new way of working.

    Top 9 Employee Perks & Benefits for Remote Workers

    #1. Health & Wellness Programs

    Wellness programs help employees attract success in every sphere— physical, emotional, virtual, financial, and career. A healthy workforce builds a successful organisation; thus, you must cater to their mental well-being and good health.

    Despite having a remote team, companies can still ensure the provision of health and wellness perks. For instance, employers can provide virtual gym memberships or discounts for healthy food delivery subscriptions and motivate them to maintain a balanced diet.​

    #2. Childcare Benefits

    Employees always appreciate & value employers who offer benefits that embrace their family’s well-being. And when these benefits include their children, there arises an instant sense of gratification among employees.

    Organisations offer educational assistance for remote workers’ kids. Alternatively, employers who cannot afford high expenses can send birthday gifts for employees’ children or grant them leave to spend the day together.​

    #3. Learning & Development Opportunities

    Learning and development opportunities are the heart & soul of an employee’s professional goals. When an organisation allows employees to learn and develop their skills, the workforce feels obliged to be the organisation’s part.

    Companies can arrange a training program for the entire team and should consider seeking their opinion before choosing a particular skill. On the other hand, you can let them choose their preferred webinar or course.​

    #4. Insurance Plans

    Present-day employees priortise getting insurance plans to safeguard themselves and their families against uncertainty. It gives remote workers financial security but choosing the right plan may get tricky owing to the high costs.

    Organisations can offer subsidised insurance plans to their employees, which will relieve them of burden & financial insecurity. Luckily, many insurance firms provide corporate insurance plans that offer the most optimum option to suit employees.

    RELATED POST: The Evolving Role of HR: Creating the Best WFH & Hybrid Work Environment​

    #5. Home office improvement allowance

    No remote worker can produce high-quality output just by accessing relevant software and apps. Put another way, offering equipment such as a computer or a laptop is necessary. Providing employees with the mentioned things indicates that the organisation is happy to invest in its people.

    Apart from essential equipment, employers can also offer an allowance for employees to purchase home office furniture. Employees can use the funding to purchase office chairs, work desks, system accessories, and furnishings.

    ALSO READ: What are the Most Important Non-salary Benefits for Top Talent?​

    #6. Flexible hours

    One of the most sought-after benefits employees look for is a flexible work schedule. Nowadays, employees prioritise work-life balance and prefer working at times suitable to them.

    When employees are allowed to adjust their schedules accordingly, it enables them to produce the best output. Moreover, they can meet deadlines effectively and fulfill their responsibilities on time.​

    #7. Paid Time Off

    Undeniably, remote workers don’t have to report to the office for work. However, that doesn’t mean they shouldn’t be entitled to paid time off. Most remote workers fail to distinguish between work and personal life.

    Times have changed, and organisations offer paid vacation or create programs that recognise top performers and offer them vacation leave credits.​

    #8. Team-building Events

    Remote working has become the new normal, but employees may miss meeting their colleagues in person. Fortunately, companies have started seeing it as an opportunity to make employees meet virtually and indulge in team-building activities.

    Undoubtedly, communication and relationship-building are crucial for remote workers. Therefore, companies can hold virtual meetings that assist in employee connection formation. For instance, employers look for events that any onsite would do and make them a part of their remote working. Team lunch-outs and happy hours are among the most sought-after activities to create a team bond.​

    #9. Home care services

    Working from home can become daunting if the household chores distract employees. To increase their productivity, companies can facilitate their employees with various home care services to help them concentrate on work.

    Successful Perks are Those That Employees Will Value 

    In the words of Ken Matos, ”People today really value workplace flexibility and remote work because it allows them to focus their energies on work and life as opposed to commuting.”

    Visibly, remote work is more than a mere trend. As the current and future state of work, it will continue bringing employees and employers virtually closer. Although the idea isn’t new, the benefits transform business models globally. Remote work creates a happier workforce where employees can spend quality time with family, walk their pets, and contribute to household chores. But then the perks shouldn’t cost organisations their performance and reputation.

    Need assistance to fast-track your hiring needs? CGP Singapore is here!

    Are you looking to fill positions in your organisation? CGP Singapore knows how to attract the right talent powered by the relevant skills. Get in touch with us today to know more about our recruitment processes, or submit your vacancy, and we’ll reach out to discuss your hiring needs.

    KNOW MORE

    FAQs

    1. How does flexible scheduling benefit remote workers?

    Flexible scheduling benefits remote workers in numerous ways:

    • Provides a better work-life balance

    • Improves health and well-being

    • Increases productivity and job satisfaction

    • Boosts employee engagement

    • Reduces stress and burnout rates

    • Saves time and commute costs

    • Provides a better living standard

    2. How can employee engagement and recognition programs benefit remote workers?

    The easiest way to retain remote employees is by engaging and supporting them through recognition. In a way, organisations prove to employees that they care about their employees’ well-being. As a result, remote workers feel valued and connected to the organisation, which makes them more loyal to their employers and boosts their productivity. Moreover, it gives them a sense of freedom and responsibility simultaneously.

    3. How do time management resources benefit remote workers?

    Time management resources are a powerful tool to increase remote work productivity. People working remotely can track their time and identify the tasks that take up most of their time and effort. As a result, they can prevent time loss or wastage and perform better within a precise time frame.

  • Choosing The Right Work Model For Your Business: In-office, WFH, & Hybrid

    Choosing The Right Work Model For Your Business: In-office, WFH, & Hybrid

    ​The COVID-19 pandemic has triggered companies to evaluate their current in-office work setup and transition to more flexible structures, such as work-from-home (WFH) and hybrid work. While some businesses now have a fully remote workforce, others ask employees to work partly remotely and come into the office at least once or twice a week.

    According to Accenture, 63% of high-growth companies use a hybrid work arrangement to boost efficiency and productivity. Other studies report that although 44% of global companies don’t welcome work-from-home (WFH), 16% operate entirely remotely.

    These recent workplace trends suggest the need of assessing your existing work model and analysing which structure can get your employees to show up motivated. To help you get started, we covered the three most common work environments and provided some tips on choosing the right one for your business.​

    What Are the Different Types of Work Models?

    1. In-office or Onsite

    Long before the coronavirus outbreak, your company and many other employers across the world mandated in-person work.

    Employees reported for work every day to fulfil their responsibilities and engage in business activities like meetings.

    If you plan on sticking to the traditional workplace, keeping your staff happy and productive can be less stressful. However, opting for the in-office work model may expose your business and people to many risks, especially with COVID-19 still around.

    Pros
    Cons
    1. Centralised Infrastructure & Support System

    The best part about in-office environments is that your employees can get the most out of your
    facilities and systems.

    Your staff have their designated desks that facilitate social interaction and meet certain
    standards    . They have access to a fast and stable Internet connection, additional monitors,
    printers, equipment, and other resources.

    Additionally, any in-house IT support can address hardware and software problems easily and
    quickly compared to online.

    ​
    1. High Operating Costs

    One of the most obvious downsides of an in-office work environment is high operating costs. You must provide a furnished and comfortable workspace to your employees, cover electricity and Internet bills, and other office expenses.
    2. Foster a Strong Company Culture

    As clichéd as it may seem:‘teamwork makes the dream work’. Teamwork inspires stronger bonds
    and builds a healthy, productive working atmosphere.

    When your employees interact face-to-face, they can work on projects more efficiently. They
    develop a better understanding of their roles, helping build a solid company culture.
    2. Lack of Work Flexibility

    Your employees will chase deadlines no matter where they work from. They may need to work
    overtime to meet their deadlines. To hit their target date, they may bring unfinished work home.

    This can lead to disproportionate work-life balance as well as security issues.
    3. Direct Control & Effective Management

    Being physically in the same place allows for direct control and effective management. Your team
    leads or managers can monitor the progress of the individual tasks and the whole project with daily check-ins or weekly meetings…

    Since everyone communicates face-to-face, driving innovation is easier. The quick exchange of information and impromptu discussion can lead to surprising ideas and facilitate real-time
    decision-making.
    3. Health and Safety Risks

    With the ongoing COVID-19 scare, embracing the in-office work model may likely expose your employees to the virus. Imagine the daily commute to the office and the number of people (whose destinations are unknown) your employees engage with every day. Things like this may increase the risks of spreading and contracting coronavirus.

    Even in the post-pandemic world, working in the office still comes with workplace hazards and health risks. Open spaces may facilitate the spread of diseases, and employees may deal with biological, physical, safety, and psychosocial hazards.

    ​

    2. Remote or Work from Home (WFH)

    Work-from-home (WFH) or remote work is a working style that allows professionals to perform their duties outside the traditional office environment. While some companies have already implemented the WFH setup pre-pandemic, several businesses transitioned to remote work when COVID-19 hit.

    Here are a few WFH statistics that prove this work arrangement is currently in demand:

    • Remote work is more common in cities with high-income levels. – Pragli
    • 67% of U.S. employers allow their employees to work remotely, while 36% of them encourage their employees to work from home. – Seyfarth

    Like the in-office work model, WFH also has a fair share of highs and lows. Here are some things your business will experience if you adopt the remote work model:

    ​

    Pros
    Cons
    1. Low Utility Costs

    Building a remote team entails fewer costs than hiring office-based employees. The offsite setup
    saves you from high operational expenses, including electricity bills, Internet packages, team
    budget, and office equipment. Plus, you won’t need to acquire janitorial service to keep the
    workplace clean.
    1. Risk of Error

    Working offsite can lead to an increase in human error. WFH employees are more likely to make mistakes at work because of various reasons, such as digital distractions, household chores, family matters, and television.

    Erroneous output could sabotage productivity and efficiency. For instance, tasks that require heavy revisions could make your project go over budget, potentially impacting your company reputation.
    2. Comfort & Safety

    The pandemic may have subsided, but it’s not over. Currently, there are around 424 million
    COVID-19 cases worldwide–and this number may continue to increase.

    When you switch to remote work permanently, you help reduce COVID-19-induced stress and
    manage the risks of coronavirus. By allowing your employees to work remotely, you also
    create happy, motivated, and productive workers.
    2. Slower Operations

    Slowed operations is a common disadvantage of the work from home setup. Your employees may not deliver high-quality outputs on time, and you may experience challenges in maintaining s internal due to the following:

    • poor Internet bandwidth
    • underperforming home office equipment
    • inability to access valuable resources on time
    3. Flexibility

    Another good thing about remote work is that it offers flexibility. The WFH setup offers the same
    level of flexibility from the management to your employees.

    Your teams can work anywhere and have the option to work on a flexible schedule – not strictly
    9am to 5 pm. This flexible work arrangement provides a better work-life balance. It also benefits
    your business long-term by strengthening loyalty, attracting talent, and improving retention.
    3. Lack of Community

    Aristotle said, “Man is by nature a social animal; an individual who is unsocial naturally and not accidentally is either beneath our notice or more than human. Society is something that precedes the individual.”

    Spending time only on a computer can cause burnout. Imagine sitting alone on the WFH office desk with only a TV in the background and no team members to talk to. Isn’t that boring? While it’s possible to conduct video team calls, no virtual call will beat the feeling of seeing and talking with someone face-to-face.

    ​

    3. Hybrid Work

    Hybrid work combines in-office working and remote setups. This model is the best option if you want your employees to spend more time working in their homes but also benefit from in-person appearances at the office.

    Many employers favour hybrid working arrangements as they offer the best of both worlds. Let’s take a closer look at the good and bad sides of having a hybrid workforce:

    Pros
    Cons
    1. Lower Expenses

    Compared to full-time onsite work, the hybrid model provides you with opportunities to reduce operational costs. With fewer employees in the office, you can cut down on office supplies and overhead costs and or even consider moving to a smaller space, minimising expenses.
    1. Requires More Control

    One major setback of a hybrid workplace is it requires more management control. It’s tricky for the managers to monitor employees with varied work setups. It also makes it harder to resolve conflicts.
    2. Adaptable Workforce

    If the WFH work model supports flexibility, hybrid working takes the flexibility up a notch. You can
    ask your employees to come into the office when necessary, while others remain at home.

    According to Future Forum’s Remote Employee Experience Index, flexibility is a key driver that
    makes hybrid work a desirable model. Being able to work on a flexible schedule and work in a
    physical office influences overall employee experience.
    2. Divided, Isolated Workforce

    In a hybrid workplace, your employees may struggle to maintain relationships with colleagues. Remote workers may feel left out because they miss out on side-of-desk conversations, team lunches and hangouts that their in-office colleagues experience.
    3. Improve Employee Experience

    The hybrid environment can improve employee experience and work satisfaction. For instance,
    letting your workers visit the office to use the company’s facilities or resources helps them do
    their jobs better.
    3. Weakened Company Culture

    Hybrid working may also dilute your company culture. Since team unity is lacking, team members may lose touch with the ethics and values that underpin a brand.

    ​

    Factors to Consider When Choosing a Work Model

    1. Business Growth Stage: The business lifecycle is divided into five stages: development, start-up, growth, expansion, and maturity. Assess which stage your business is at, then select a working setup your company can sustain.
      Suppose you’re a newly-formed start-up and you lack the economic resources. Setting up a physical office is costly, so implementing remote work is ideal.
    2.  Company Team Size: How big is your team? Do you have around 50 to 100 employees or employ less than 20 people? Questions like these will help guide you in choosing the best work model for your business.
    3. Transition Tools: Having the right tools is critical when transitioning to remote work or hybrid work. Your company must have the technology to manage geographically dispersed teams effectively.

    Wrapping Up!

    The in-office, work from home, and hybrid work models have their own advantages and disadvantages. As you figure out a new normal, make sure to understand your company’s current situation and boundaries.

    If you plan on hiring more team members to work full-time in the office, remotely, or hybrid-flexible, CGP is the company to call. We offer different hiring solutions that can help you find the best talent for your business. Our services include talent search, executive search, contracting, and recruitment process outsourcing (RPO).

  • The Evolving Role Of HR: Creating The Best WFH & Hybrid Work Environment

    The Evolving Role Of HR: Creating The Best WFH & Hybrid Work Environment

    The COVID-19 pandemic made many employees embrace work-from-home (WFH) and hybrid work environments. Workers had to miss casual team chats, lunches out, coffee breaks and all things that made office life fun.

    While employees can come into the office a few times a week, hybrid working still hits differently. The empty workspaces and deafening silence can make anyone feel lonely and isolated.

    With the emotional challenges flexible work brings, human resource (HR) leaders must find ways to navigate the new normal. By managing the shift, we mean beyond keeping the communication lines open.

    Here are a few ways HR teams can tackle the hidden toll of remote and hybrid work:​

    1. Promote Transparency in the Workplace

    Loneliness can cripple teams, slow down routines, and impact employee productivity. Many things can trigger negativity in the workplace—and lack of transparency is one.

    Transparency helps set the stage for employee engagement. Employees like it when they’re involved in business activities and given the chance to share knowledge.

    The role of HR is to make transparency and engagement meet. Thankfully, maintaining a transparent workplace doesn’t cost much. Plus, companies can achieve it in different ways, including:

    • Provide shared access to documents and resources. Make information available across the business to drop hierarchies and bureaucracy. It also allows employees to make decisions on their own.
    • Create a culture of open communication. Keep everyone in the loop, recognise employees’ contributions, and encourage two-way communication.
    • Run company town hall meetings. Hold a monthly town hall meeting to share routine business updates. Companies can also use town halls to welcome new employees and let everyone share their experiences or ideas.

    2. Create a Culture of Recognition

    Even before the COVID-19 happened, loneliness and isolation were common. Now, employees might feel even more isolated and alone because of the shift to flexible work.

    Employees who are bottling up their emotions might not perform well, or worse, quit their jobs. This is why human resources leaders must spot signs of loneliness and deal with negative emotions early on.

    But how can HR teams combat workplace loneliness? The solution is simple: promote well-being. Little things like giving spontaneous compliments, such as ‘great job’ and ‘nice teamwork’ or a tangible reward can foster workplace happiness.

    Recognising employees’ individual and collective efforts helps enliven their competitive spirits. When workers feel appreciated, they’re likely to stay happy and motivated at work.

    3. Develop Employee Assistance Programs

    Employees deal with both job- and pandemic-related stress. Add up the personal matters that could also trigger anxiety.

    Take first-time moms who work from home or have to adopt a hybrid work environment as an example. They juggle many things at once—housework, childcare, and job duties.

    It’s imperative for HR departments to help employees overcome such work-life balance challenges. Staying connected with the remote and hybrid staff isn’t always the best option. Some employees don’t trust HR and others prefer venting out to their close colleagues.

    Situations like this call for alternatives like an employee assistance program. Here are a few things covered in the confidential service:

    • Mental health issues. Employee assistance programs can assist employees experiencing anxiety, depression, and other behavioural issues.
    • Health and caregiving issues. An EAP can also help employees with their fitness plans and find caregiving services (i.e., daycare facility, nursing home, etc.).
    • Family services. EAP programs allow workers to seek marriage counselling, family planning, and legal assistance.
    • Counselling. Some EAPs can offer direct counselling to help employees deal with personal problems.
    • Financial services. The EAP service can also assist employees with budgeting and financial planning.

    4. Explore Different, Creative Ways to Collaborate

    Humans are social beings. We live in families, work in teams, crave connections and have a fundamental need to have others around us.

    One of the biggest struggles in hybrid and WFH setups is inefficient collaboration. The problem with online platforms (i.e., Zoom, Slack, Skype, etc.) is they don’t completely engage employees. Some feel anxious to attend virtual meeting and pressured to turn their cameras on.

    Such challenges of flexible work arrangements demand HR professionals to think outside the box. It’s about time they explore more creative, collaborative communication to engage the workforce. Here are a few must-try collaboration ideas:

    • Group people with the same interests. Then, create a private chat room where everyone can talk about it. This idea allows employees to connect with others they haven’t worked with before.
    • For companies with hybrid teams, building a focus room makes sense. Focus rooms let employees work or have a private discussion in peace.
    • Host ice breaker games during town halls to engage attendees. Examples of icebreakers that employees will enjoy are:

    – Choose your favourite. In this game, participants put their coloured dots next to their answers. The host may ask some participants the reason or story behind their choices.

    – Tour guide. The host will ask employees randomly to give a quick tour of their immediate surroundings (i.e., walk through the room, what’s on the desk or the view outside the window, etc.).

    – 18 & under. Participants will share interesting stories or accomplishments they had before they turned 18.

    The Bottom Line

    The remote and hybrid work environments offer companies wide-ranging benefits–from steady business operations to cost-savings, and employee health and safety.

    However, these flexible work models aren’t exempt from workforce challenges. They can create dull, disconnected and unengaged employees. But with proper planning and resources, HR leaders can turn the tables in no time.

    At CGP, we have a comprehensive line of HR solutions that meet the needs of companies with distributed teams, including talent search, executive search, and contracting. Learn more about how we can help you bring great talents together across Asia at www.cgpo2o.sg/our-services.