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Category: Mental Well Being

  • How To Create A Supportive And Inclusive Work Environment For Mental Health

    How To Create A Supportive And Inclusive Work Environment For Mental Health

    “Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.” – Josh Bersin.

    Modern time demands diversity and inclusion to remain central to what an organisation does. The world knows creating a supportive and inclusive work environment starts from the top. But most importantly, the process begins with an in-depth understanding of the importance of employee well-being.

    A Forbes article says, “Mental health and diversity and inclusion (D&I) are closely connected.” Therefore, fostering an inclusive and supportive work environment is crucial to ensure the good mental health of your people. So, let’s get into further details and unveil what can be done to support employees.

    Link Between Inclusion & Mental Well-being

    Inclusion and mental well-being are strongly linked, and promoting inclusion can have a positive impact on individuals’ mental health.

    • Inclusive workplaces promote higher employee well-being.

    • Employees with good mental health are more inclusive.

    • Inclusive workplaces enable connection with others.

    • Inclusive workplaces support work-life balance.

    • Inclusive workplaces support a positive self-image.

    • Well-planned mental well-being initiatives recognise diversity in the needs of employees.

    • Diversity and inclusion programs recognise mental health and well-being as diversity issues.

    Mental Health & Inclusion: How Can Companies Build a Supportive Environment for Workforce

    #1. Understand Mental Health

    The first step toward creating an organisational culture that supports employees’ mental health is overcoming the stigma. People often don’t discuss their mental health as freely as they discuss other ailments.

    Organisational leaders have the power to break the stigma. To ease the process, the primary focus is to understand the term mental health and the issues that lead to disturbed mental states. It can begin with reading scholarly articles, surfing online resources, and talking to mental health counselors.​

    #2. Increase Awareness

    If you have people shying away from talking about their mental issues, trust us, you don’t have a healthy organisational culture. The need is to educate the workforce and help them manage their mental well-being without fearing ridicule.

    Hiring managers and managers must be trained to handle sensitive issues. The next duty is to direct employees to the best resources to help them fight mental health concerns. Therefore, offering solid training to the leaders on inclusion is crucial.​

    #3. Recognise the Needs of Different Employees

    Devising a well-being program isn’t enough if it lacks accessibility. The focus must be on language, literacy, religion, culture, age, and health status. Additionally, consider the presence of diverse talent within the organisation before designing a well-being program. This will help you in making it accessible to all employees.

    A well-devised program helps in promoting inclusion and a healthy organisational culture.​

    #4. Evaluate the current situation

    Keep a check on the current situation and identify the areas that need improvement. Then, at the next stage, create an action plan and measure the progress.

    The best way to understand the state of employees’ well-being and satisfaction is by conducting company-wide engagement surveys. This will help you strategise and identify appropriate actions to build a happier, healthier, and more productive workforce.

    Did you read it? What is Diversity & Inclusion in the Workplace, and Why is it Important?​

    #5. Track Engagement

    Continuously monitor your organisational culture and gather insights on employee mood, morale, and engagement. For better results, conduct a survey and measure aspects such as the kind of employee energy inside the company, employee engagement level, mood and morale of employees, and changes in company culture.

    The benefit of tracking engagement is developing an environment focused on employee well-being and mental health.​

    #6. Reduce Work Stress

    Employees who are distracted by another taxing task or carry a huge workload tend to feel depressed. Oppositely, people with low work stress can deliver higher levels of productivity. But unfortunately, today’s workforce sees a workplace as a source of anxiety and stress.

    The aim should be to reduce the workload levels and promote inclusion to protect employees’ self-esteem and self-worth.​

    #7. Make Language Adjustments

    The choice of words can soothe or trigger a situation. In other words, your chosen words can build a stigma around mental health or break it up. The crux is to make use of inclusive language. There are a few changes you can make to your language.

    • Use person-first language so the person is not defined by their mental state.

    • Refrain from using inappropriate language.

    • Avoid using certain words that can hurt someone deeply.

    • Be supportive and empathise.

    Final Words

    If a company fails to prevent its employees’ mental health from deteriorating, it can have serious consequences. And these after-effects will impact both individuals and the organisation as a whole. The worse that can follow is poor physical health and a sharp decline in their performance and productivity.

    In the words of Howard Schultz, former CEO of Starbucks, “A company’s most valuable asset is its people. When we take care of our employees, they take care of our customers, and that leads to growth and success.”

    An undeniable statement, indeed, that empowers you to start your journey of creating a supportive and inclusive work environment.

    FAQs

    1. How do you create a positive mental health environment?

    Creating a positive mental health environment is not a single person’s task, but it takes a lot of effort. Here are a few tips to help foster an environment supporting mental health.

    • Train supervisors and managers.

    • Introduce support-focused performance management.

    • Ensure the availability of resources to the team.

    • Have open and human-centric conversations with the team.

    • Offer learning opportunities to shape the employee experience.

    • Practice and model good boundaries.

    2. How can I be inclusive of mental health?

    To be inclusive in mental health, you must:

    • Always keep in mind that an employee is a person first.

    • Check-in with your employee timely.

    • Show them that you care and understand.

    • Have regular conversations with the employees about mental health.

    • Convey a message of diversity and inclusion.

  • How Managers Can Support Employee’s Mental Health?

    How Managers Can Support Employee’s Mental Health?

    Managing a team is more than guiding the team members and delegating tasks to generate the desired results. The central aspects of giving your employees a healthy work environment and supporting the team’s mental health are tied to the team management function.

    Why investing in mental health is imperative?

    As per Mercer (2021), almost 50% of employees worldwide report being stressed in everyday life. A recent study by Cigna shows that stress-related illnesses cost Singapore’s economy about US$2.3 billion (S$3.2 billion) annually and account for about 18% of the country’s total health expenditure (Cigna stress report, 2019). Singapore ranks as the second highest among the nine countries in the Asia-Pacific (APAC) region surveyed regarding healthcare spending attributable to stress-related illnesses.

    Fortunately, employers are striving to extend employee mental health support in every phase of the employee’s corporate journey within their organisations. There are numerous ways managers can consider supporting their team’s mental health.

    Here is our list of strategies for doing this, curated by our team of expert consultants.

    #1. Understand the Factors Causing Workplace Stress

    An optimum level of stress is good and leads to enhancing organisational performance. But considering the increasing levels of workplace stress, there is a pressing need to check and control the factors instigating stress at work. While minor to significant issues could increase stress levels, the most prominent are excessive workload, non-cooperative seniors, unhealthy work environments, and below-average learning opportunities.​

    #2. Give Employees Space to Pause & Seek Support

    Organisational health and employees’ mental health run alongside and are inseparable. The need of the hour is to make employees feel supported and give them enough space to seek support after a required pause.

    Expect situations to change that may lead to employees requiring a breather.​

    #3. Encourage Employees to Take Earned Vacation or Paid Time Off

    Spending some time away from work can refuel employees’ productivity and motivation. Leaders and managers can encourage their people to take some time off and release them from the guilt of requesting genuine leaves.

    Alternatively, managers could consider organising team events for recreational purposes.​

    #4. Normalise Mental Health Talks

    Let’s face it; no one wants to talk about mental health. But regardless, the stigma attached to having conversations around mental health should be discarded. If organisations cannot encourage employees to have a heart-to-heart talk about mental health, their people will keep doubting their self-sufficiency and develop more severe symptoms.

    “Employers that provide mental health and counselling benefits create a stronger social bond and engender greater employee loyalty.”​

    #5. Check-in on the Team Members Regularly

    Asking your team members about their health and family is the firmest step you can take towards ensuring employees’ good mental health. While they might not share if anything is wrong with them, you can still tell them they have someone who is all ears.

    Additionally, managers can identify an effective way to extend employee mental health support to remote employees.​

    #6. Practice Transparency

    Managers must inform their people sufficiently, be it the micro-tasks that cater to an employee’s daily work schedule or meeting with the CEO. From a practical viewpoint, a lack of agenda for tasks, irrespective of their nature, can cause unnecessary anxiety among the team members. Ensure your people know what you expect from them in a particular situation or a meeting.​

    #7. Be Inclusive

    Present-day managers cannot afford to overlook the importance of being accommodating and offering flexibility. As a manager, educate yourself about what’s happening in your people’s lives and support them in the required manner. For instance, you can offer flexible working hours (of course, not at the cost of the organisation’s goals) to team members having childcare responsibilities or ailing parents to look after. Be generous and realistic to the safest extent.​

    #8. Promote Mental Well-being Throughout the Company

    Invest in building an open culture that supports the organisation’s idea of prioritising mental health over other factors. Spread the word and make every employee know you treat mental health on the same terms as physical health. Also, have policies and strategies in place to ensure support to the team members.​

    #9. Set Reasonable Expectations

    It’s important that managers recognise the employees who might be struggling and have a one-on-one with them. Engaging them in healthy conversations and guiding them on how the organisation and its policies can mend the situation and improve their psychological state. And the best person to remove stress by setting reasonable expectations is a manager.

    Team support will, thus, follow to ensure the good mental health of the employees across the organisation.​

    #10. Support Employees’ Pursuits of Fun 

    Make sure your employees take some time out for fun. For example, encourage them to utilise coffee breaks to interact with one another on non-work related topics. Besides, managers can ask them to list their preferred activities for fun outside work.

    Implementing a well-being programme

    As the number of employees suffering from mental illnesses increases due to changes caused by the pandemic, the need for accessible healthcare is paramount. To address this issue, digital healthcare tools offer several apps to scale up treatments. EAPs, well-being webinars, flexible benefits, and mental health training are current solutions most organisations have in place.

    Although digital mental health solutions provide a great alternative for maintenance and preventive care, one-to-one clinical therapy will still be essential to mental health management.

    Before deciding which digital solution to invest in, employers should reflect on their objectives and employees’ characteristics and preferences.

    Here is a checklist of what you can do to implement a future-proof mental well-being programme:

    • Determine your objectives and how to achieve and measure their success.

    • Adopt a holistic well-being pathway that meets your organisation’s objectives by engaging a wellness consultant.

    • Collect feedback from your employees through focus groups and engagement surveys.

    • Engage a wellness consultant to help plan your well-being framework for the year

    Conclusion

    “The workplace is often the most stressful place a person finds themselves in; employees and managers need to watch for signs of deteriorating mental health in fellow colleagues.”

    The only silver lining to building a stress-free workplace is ensuring the continuous provision of employee mental health support. Opportunely, in the end, your people will always remember how you cultivated a healthy work environment that reflects their loyalty towards the organisation.

    Contact the most dynamic team of specialist recruitment consultants to hire highly skilled professionals. We are just a click away.

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    FAQs

    What can managers do to promote mental health?

    Managers have all the rights to bring the required transformation in the organisation’s environment and policies to promote mental health. First, they must understand the factors that cause stress among the employees. Second, they must give enough space for employees to pause and unwind. Third, they must practice transparency and normalise mental health conversations. Additionally, they must consider promoting an inclusive workplace and set reasonable expectations.

    How can managers support employee well-being?

    Managers can incorporate the necessary policy changes and invest in training to educate the workforce about mental health. Apart from this, they can bring small changes throughout the organisation and their way of helping employees manage stress levels.

    How can managers support their teams?

    Managers can support their team by:

    • Talking to them and knowing what is troubling them at work.

    • Giving them space to pause and unwind.

    • Promoting inclusive work environment.

    • Normalising mental health talks.

    • Checking in on the team members regularly.

  • How To Deal With Burnout In The Workplace?

    How To Deal With Burnout In The Workplace?

    Herbert Freudenberger, a psychologist, was the first to use the term burnout in 1974. The term burnout is often seen as a medical condition, but the reality is that it is a psychological syndrome.

    What is burnout?

    Burnout is a state of physical, emotional, and mental exhaustion, doubt, and pessimism. It can destroy employee productivity, affect their mental well-being, and destroy their career.

    The World Health Organization defines burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”

    It was in 2019 when the World Health Organisation declared burnout an occupational phenomenon in the 11th revision of the International Classification of Diseases. The reason behind such a significant declaration was the constant pressure to address the concern.

    With the rising economic pressures, it is imperative to cater to the growing concern of burnout at work. But burnout doesn’t necessarily mean you need to hunt for a new job. While some of you may think you need to do a flip on your career, there are always better and well-thought solutions.

    Let’s help you tackle your burnout and prevent it from being a huge block to your purpose. Additionally, the blog will introduce tips hiring managers (and employees) can adopt to help everyone in an organization maintain work-life balance and mental well-being.

    How can Employees Deal with Burnout?

    #1. Pay Attention to What and When You Feel

    Start identifying your emotions because they constitute a major part of burnout. Monitor your feelings and check for them when they arise, lest resentment and frustration should follow you.

    The best way is to talk to yourself and seek answers to questions such as:

    • What am I feeling now?

    • Why am I feeling this way?

    • Is someone’s actions affecting me?

    • How can I cope?

    #2. Release Your Stress

    Letting stress buildup within you can lead to an explosion (not literally!) but will lead to emotional outbursts. Find a way to vent out that is disrupting your mental peace and has the capacity to destroy your career.

    Everyone is unique, and so are their ways of releasing their stress. However, the most common ways to let the pressure out are:

    • Talking to a friend or a family member your trust.

    • Going out for a walk and spending alone time.

    • Playing your favourite sport.

    #3. Build Healthy Relationships with Co-workers

    Make it easier for yourself to ask for help by developing healthy relationships with your colleagues. Not only will you be able to share good times with them, but it will also give you access to shared resources and a sense of community.

    Consider doing the following:

    • Identify like-minded people and interact with them daily.

    • Stay away from negative people but don’t disrespect them.

    • Talk to your seniors, express your interest in interacting with the team’s brilliant & intellectual minds, and seek their assistance.

    #4. Stick to a Work Schedule

    Undoubtedly, work possesses the potential to keep you sane throughout life. Nonetheless, it can also affect your health and mental well-being if you stretch yourself and make your life revolve only around work. Instead, try setting and sticking to a work schedule that leaves you enough time to focus on other activities..

    Try the below-mentioned tricks:

    • Log out all the work email accounts and communication platforms from your personal devices.

    • Be an early riser and reach your workplace ten minutes before the scheduled time.

    • Don’t discuss or let office-related issues disturb your family time.

    #5. Find Ways to Make Work More Fun

    You can take charge of making your work life fun and interesting. However, we do not mean to indulge in fun activities in a way that starts affecting your work productivity. Ask your manager to incorporate fun yet mind-boggling activities that can make you learn and unwind simultaneously.

    You can take up a few ideas:

    • Finding creative slogans to define your team’s mission

    • Sharing the best & worst work-life experiences.

    • Bringing up innovative ideas to fuel your department’s growth.

    How Can Hiring Managers Deal with Burnout?

    #1. Provide Employees with Recovery Time

    Remember! Your employees are humans first and have personal lives too. Seeing your employees push themselves daily to handle the pressure or meet deadlines is a warning sign for you. Therefore, you must provide recovery time.

    But before that, ensure the respective managers meet the team member in person and get to the problem’s root cause. Also, checking on employees should be a regular activity.​

    #2. Extend Social Support

    The old proverb “United we stand. Divided we fall” supports the prevention of burnout and educates hiring managers to foster community among employees, powering team support and letting employees connect. This will help employees seek guidance to battle workplace burnout.

    Additionally, managers can schedule weekly team lunches or plan activities that bring the team together.

    RELATED READ: How Can Employee Engagement Benefit the Company?​

    #3. Connect Employees to the Organisation

    Help employees connect to their purpose and make their work life meaningful. People who relate to their role in the organisation feel more connected to the company and its purpose.

    Managers can build a connection between the organisation and its workforce. On top of that, shed light on how each employee contributes to organisational success and why their role matters.

    Why should Companies Worry About Employee Burnout?

    The facts here will justify the reasons why there is a need for companies to take employee burnout seriously. Employees who experience burnout are:

    • 63% more likely to take sick leave

    • 13% less confident in their performance

    • 2.6 times more aggressive in hunting for a new job

    • 23% more likely to visit an emergency room

    Bottom Line

    With burnout reaching its pinnacle in today’s corporate world, is it possible to hope for better? Of course, it is. Burnout is preventable. It requires good organisational hygiene, better data, more timely and relevant questions, smarter (more micro) budgeting, and ensuring that your well-being strategy includes wellness offerings.

    The employees, hiring managers, and organisations need to understand the severity of dissatisfaction with work before taking steps to curb it. Watch for symptoms and detect them in yourself and your coworkers. Across the globe, employers can play a key role in improving people’s health in several ways. With collaboration and shared commitment, employers can make a meaningful difference in their employees’ lives and their communities.

    FAQs

    1. What are the five symptoms of burnout?

    The five symptoms of burnout are Excessive stress, Anger & frustration, Detachment, Loss of energy and Lack of motivation.

    2. What is the best way to recover from burnout?

    The best way to recover from burnout is the combined efforts of employees, managers & hiring managers, and the organisation.

    Employees must identify their feelings towards work, talk to their seniors or vent out in a comfortable way. They should also stick to a work schedule and make work fun.

    Managers and hiring managers must give them time to recover if they feel a person is experiencing burnout. Moreover, they must extend social support and make them feel valued.

    Lastly, organisations should take measures to cope with burnout and create policies that support their efforts.

    3. What is the major cause of workplace burnout?

    The major cause of workplace burnout is a heavy workload and excessively long work hours. These reasons frustrate people as they have less time to devote to themselves and their families.

  • What Is Diversity & Inclusion In The Workplace, And Why Is It Important?

    What Is Diversity & Inclusion In The Workplace, And Why Is It Important?

    ​Diversity is a way of life, and we know intuitively that it matters. Many studies have showcased and proved the benefits a diverse workforce can bring to organisations, and the meteoric rise of conversations around the concept further confirms it.

    Amidst the rising importance of workplace diversity, social media showcases some discussions around racial injustice, systemic racism, and biases. These conversations keep reintroducing millennials to the importance of racial diversity in the workplace – a term that constitutes the largest chunk of the term diversity.

    ​ Today, workplace diversity & inclusion (D&I) goes beyond the dialogue of gender, race, and ethnicity and is more than policies, programs, or headcounts.

    According to a survey done by Glassdoor, 67% of job seekers consider workplace diversity as an important factor when considering employment opportunities, and more than 50% of current employees want their workplace to do more to increase diversity.​

    What is Racial Diversity?

    “Racial diversity is the acknowledgment and celebration of differences between racial groups. Diversity recognizes and values differences within and between racial identities, noting the intersectionality of many groups, including ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, and values.” – Howard University School of Law Library.

    In simpler terms, racial diversity in the workplace refers to the range of similarities and differences individuals possess that make them unique. It enriches the work culture and enables employers to access a wider pool of talented professionals.​

    Importance of Racial Diversity in the Workplace

    The definition of a workplace being nothing more than a place where a person comes and works from nine to six is obsolete. Present-day employees want to work in an inclusive place where they are accepted irrespective of their racial identities and racial groups. When an organisation brings people together from all walks of life, it’s amazing what can be accomplished.

    Importance of Racial Diversity in the Workplace
    Great Place to Work Institute defines a diverse and inclusive workplace as one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all work areas. The “all areas” part is important.

    Nowadays, organisations promote racial diversity and let people know they acknowledge the concept through social media platforms.

    With diversity and inclusion gradually becoming an integral part of recruitment practices, employers have started focusing more on hiring a diverse workforce.

    Various factors contribute to letting recruiters incorporate diversity & inclusion into the workplace.​

    How to support & promote Diversity & Inclusion at work?

    #1. Bring Leaders to the Forefront

    Promoting diversity & inclusion is a complex issue as organisations have to deal with deep-seated beliefs and implicit & explicit biases present in the workplace culture. Notwithstanding, when leaders drive change, it doesn’t solely revolve around impacting employee attitude. In fact, it involves self-reflection as leaders must first identify and understand their own feelings towards a racially diverse workforce and what they will face working with them. This will help them assess their leadership style and create opportunities to promote diversity.

    You can, for instance, ask them to be a spokesperson for overcoming racial discrimination or mentor racial groups within the organisation. Alternatively, you can also show them the benefits of having a diverse workforce.​

    #2. Offer Feedback Channel

    In her book Diversity in the Workplace, Bärí A. Williams presents numerous interviews with business leaders on how to battle unconscious bias and provides examples of successes that were lifted up by diversity.

    This success, in real life, can only come if we start being vocal about race in the workplace. To speak up, you should first acknowledge that talking about race can bring awkwardness, and you must validate others’ feelings to remove their discomfort. Be open to hearing and learning from others’ experiences. Listen more to others and be genuinely interested in creating a better workplace for everyone.​

    #3. Revisit the Hiring Practices

    HR teams must closely check the recruitment process and see how they can make their organisation completely inclusive. Recruiters must be open to receiving applications from candidates belonging to different races. Additionally, the hiring panel must also comprise interviewers from different racial groups, which will prevent bias from happening during job interviews.

    Even the job descriptions should seem to welcome racial diversity and must avoid using phrases related to race. Such recruitment practices will help you have a more racially-diverse workforce.

    tipartite standards

    Recognised for Our Progressive Employment Practices

    At CGP Singapore, we have recently adopted Tripartite Standards that comprise a set of verifiable, actionable employment practices in a specific area of employment that employers can publicly commit to adopt and implement at their workplaces.​

    #4. Conduct Training

    Racial equity is an underrated term, but it contains a deep-rooted meaning. By promoting and creating employee training programs, organisations can boost racial diversity within the work environment. Present work cultures make it imperative to invest in training people across the organisation to promote racial diversity.

    According to reports, a 1% improvement in racial diversity similarities between upper and lower management boosts company efficiency by $729 to $1590 per year per employee.

    There must be some upskilling at the employee and organisational level to prepare them for racial equity and racial diversity.​

    #5. Formulate & Implement an Anti-discrimination Policy

    An anti-discrimination policy must firmly establish that discrimination is not tolerated in the company. The policy must set out clear expectations and desired behavior in the workplace. Besides, there should be a defined complaint procedure to make it easy for employees to raise their concerns that can be further investigated.

    Doing this brings inclusion to the organisation and creates a work environment that compliments racial diversity.​

    An Insight into Racial Diversity in Singapore

    Singapore is among the most innovative and prosperous hubs in the world, with a high concentration of immigrants. Singapore achieved independence in 1965, and its founding fathers instituted measures to promote racial and ethnic unity.

    This South-East Asian island nation is popular for its technology-ready aspects and being multicultural, with a mix of people of Chinese, Malay, and Indian descent. The population consists of different religious faith groups, including Buddhists, Christians, Muslims, and Hindus. Singapore’s ethnic and religious diversity has resulted in relative racial harmony in society and the corporate world. Moreover, it has set an example for other nations to learn.​

    Conclusion

    Racial diversity in the workplace is pivotal for both parties– employers & employees. According to a report, racially and ethically diverse companies perform better financially. Such companies are 35% more likely to outperform their respective national industry medians’ financial returns.

    And the statistic that proves why racial diversity is an important aspect for employees is:

    As per the Deloitte report, 83% of Millennials actively engage in work when companies foster a more inclusive work environment.

    A racially diverse environment fosters progressive change and collaborative team works, and the organisation should head in the right direction. Not as a way to match what society asks but because it brings ample benefits and the way it impacts the environment.

    FAQs

    1. What are the different types of diversity in the workplace?

    There are 4 types of diversity in the workplace, which include:

    1. Internal diversity: Internal diversity refers to situations that a person is born into. In other words, these things are the ones that a person doesn’t choose for himself and are impossible to change. The examples are race, ethnicity, age, national origin, cultural identity, gender, and physical ability.

    2. External diversity: This refers to the characteristics that other people and surroundings heavily influence. However, a person can change these aspects.

    3. Organisational diversity: Organisational diversity refers to the differences between people assigned to them within a workplace and distinguishes one employee from another.

    4. Worldview diversity: Worldview diversity changes with time and includes internal, external, and organisational characteristics.

    2. Is racial diversity important in the workplace?

    Yes. Racial diversity is important in the workplace as it boosts employee engagement and productivity. It makes the workplace comfortable for everyone across the organisation.

    3.  What are the three ways to handle diversity?

    The three best ways to handle diversity are:

    1. Highlighting personal uniqueness and appreciating individual differences.

    2. Developing policies adhering to company goals that are accessible for everyone to review & understand.

    3. Continuing to evolve with employers, understanding changes, adjusting existing policies, and working on new diversity and challenges.

  • How Can Employee Engagement Benefit The Company?

    How Can Employee Engagement Benefit The Company?

    “What is the miracle drug to mitigate workplace challenges?” This is believed to be the most common question asked by every employer.

    Employees feel that “It is how committed we are to the work, goals, and values of the organisation, which is a result of the organisation’s approach towards making us feel valued and engaged.”

    Before understanding how employee engagement can benefit the company, let us decipher the term employee engagement. It is one of the critical indicators in gauging work satisfaction and refers to how happy the employees are with their professional roles and passionate about what they do.

    ​

    As Ken Blanchard said,

    “Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.”

    Top recruitment firms in Singapore advocate that organisational success starts with employee engagement, and leaders are responsible for keeping employees inspired, informed, and valued. Teams go from being good to being great when they are genuinely engaged. Let’s explore this more closely.​

    Benefits of Employee Engagement

    Boosts Team Performance

    Employee engagement benefits the team as the employees naturally perform better when they work with a group of engaged employees. Amazingly, employee morale is very contagious and spreads faster across the organisation.

    Employers that motivate their people are more successful with higher organisational profitability. So, whether you are trying to engage your team by giving them challenges or opportunities, you do it for everyone’s good.​

    Improves Retention Rates

    As per a 2021 study, 73 percent of employees would consider quitting their jobs even if they weren’t looking for a job change at the moment. Employees cite lack of recognition, internal office conflicts, and lack of pay raise as some of the reasons for quitting.

    Engaging employees can reduce turnover and hiring costs.

    According to Forbes, engaged employees are more likely to stay motivated and committed to their employer. This factor drives the organisation forward and empowers it to achieve its goals efficiently.​

    Reduces Burnout & Improves Mental Wellness

    The World Health Organization defines employee burnout as an “occupational phenomenon resulting from chronic workplace stress that has not been successfully managed,”

    An organisation that bothers to keep the stress level among employees under control brings good results– for itself & employees. Additionally, conducting a workplace wellness program leads to better employee experience and engagement.​

    Fosters Employee Loyalty

    When you keep your employees engaged, they will start developing an emotional connection with the organisation that will foster loyalty on their part. Other factors that strengthen their loyalty are making them feel appreciated, giving them autonomy to make some decisions in urgent situations, and not micromanaging them.

    ALSO READ: Best Practices for Positive Employee Experience and Retention Rate​

    More Teamwork & Innovation

    Healthy competition among teams makes the workplace healthier. Therefore, it is necessary to recognise people’s performance and attitude towards work. You can make your people work well on a team level by praising and appreciating them.

    Engaged teams also become a bunch of great innovators who work relentlessly to think beyond their capacity and bring out-of-the-box ideas to the table. And because the top recruitment firms in Singapore collaborate only with organisations that uphold their employee engagement strategies, it becomes necessary for every organisation to keep employees engaged in getting the best talent.​

    Better Sales & Customer Service

    Anyone can become a salesman, but not every salesman can be equally efficient. So then, where does the difference lie? The level of motivation, persistence, and engagement a salesman possesses makes him stand out from the crowd.

    The correlation between positive employee experience and positive customer experience proves the importance of keeping employees engaged. The more engaged your sales & customer service team, the better.​

    Promotes Growth

    Increased growth includes but is not limited to selling more products or services. Engaged employees organically assist organisations in strengthening their bond with customers, bringing a 10% increase in customer ratings. Further, it can result in a 20% increase in sales & profitability.

    There has been enough evidence proving happy employees make happy customers. And when you have happy customers, the organisation will itself grow.​

    Generates Employee Advocacy

    Employee advocacy is the biggest perk of employee engagement. Team members start feeling happy and proud to work for and with their employers and naturally become brand ambassadors.

    The concept positively impacts marketing, branding, and talent acquisition efforts and exposes your brand to a broader audience.​

    Final Thoughts

    Employee engagement isn’t another corporate buzzword but is the kingpin that stands to support an organisation’s growth. It’s a process and an ongoing commitment to keeping the employees engaged. People want to be treated as people and know they matter.

    Cornerstone Global Partners, the most sought-after recruitment agency in Singapore, advocates organisations must give an unrivalled commitment to employee engagement. Having effective strategies in place helps create a better work culture, reduce staff turnover, increase productivity, and build better work and customer relationships.

    “A group of people get together and exist as an institution we call a company so they are able to accomplish something collectively that they could not accomplish separately – they make a contribution to society, a phrase which sounds trite but is fundamental.” – David Packard, the late co-founder of Hewlett-Packard.

    We are among the top recruitment firms in Singapore and follow this quote and spread its importance to let organisations acknowledge the necessity to keep the employees engaged.

    Help your employees win at work!

    RELATED READ:

    FAQs

      1. What is employee engagement?

    As defined by some experts, employee engagement refers to the degree of commitment a person feels to the organisation and its goals. While some explain it as the extent to which a person cares about his job. Engaged employees care about their work and keep a check on how their work is contributing to the organisation.

      1. Why is employee engagement important?

    Employee engagement has been proven to reduce staff turnover, boost productivity & efficiency, improve customer service, and increase profitability. In addition, an engaged team makes it easier to run a business by letting the leaders focus on higher-value activities like innovation, process improvement, and growth & development to keep the organisation running smoothly.

  • Quiet Quitting, what Is It And How Can We Combat It?

    Quiet Quitting, what Is It And How Can We Combat It?

    In this post covid era, quite a few novel behaviours have emerged that have encouraged new sound bites, discussions, and hot topics one of which is “Quiet Quitting.”

    For some, this is a ridiculous term giving voice to lazy workers who want to get paid for doing the absolute minimum but for others, it’s a very real epidemic that has seen current and potential employers rethink their retention strategies so as not to lose talent.

    What is Quiet Quitting?

    Wikipedia states that “Quiet quitting is an application of work-to-rule, in which employees work within defined work hours and engage in work-related activities solely within those hours. Despite the name, the philosophy of quiet quitting is not connected to quitting a job outright, but rather doing precisely what the job requires.” In essence, it refers to employees who put no more effort into their jobs than absolutely necessary.

    Ultimately, there seems to be a generational divide which has been present for years whereby Millennials have been asking “What can my employer do for me?” which was a definitive shift from the, “What can I do for my employer” mentality of previous times.

    It is fact that Quiet Quitting is definitely something that is more popular among younger workers, but that is not to say there has been a change in the attitudes of older employees, especially since the covid epidemic.​

    Workforce Dissatisfaction – Time to Address It

    Another buzz phrase that has raised its head in this new era is “The Great Resignation” where people have decided to leave rather than do unfulfilling work. This together with Quiet Quitting refers to workforce dissatisfaction that must be addressed and which can no longer be ignored.

    As a Generation X, I was intrigued to see people rather not work than have no income to speak of or in fact a much lower income should they choose to do what they want rather than what they needed to. Covid then introduced WFH or Hybrid working and significantly reinforced the notion that work is an activity, not a place that was embraced by both young and old. This could definitely be down to a previously undiscussed level of collective burnout that employees were experiencing but had not addressed.​

    Hidden Signs Your Employees are Quiet Quitting at Work

    As both an Employer and Recruiter, I would strongly recommend that you recognise hidden signs your employees are in Quiet Quitting mode at work. Of course, there are many signs but one basic sign is noticing an undesired change in behavior in the way people interact with others. Other signs could include getting disengaged from the work, no more taking initiatives, isolating from the team and having a changed perception of work.

    Disengagement in work

    Disengaged employees often exhibit a slow working tempo, are easily distracted, and have minimal contribution. They basically demonstrate an overall lack of interest.

    A lack of initiative

    At some point in time, employees tend to lose interest in putting their best foot forward and give up on their responsibilities to initiate things that can bring great results for the organisation.

    Individual isolation from the team

    Isolation at work is a type of social isolation that can fill an employee with a feeling of being separate from others. Gradually, the person appears disengaged and stops interacting with co-workers, ultimately impacting overall productivity.

    Changed perception of work

    Employee output and motivation are directly proportional to their perception of work. Employees can never feel satisfied with their job if their perception of work and the organisation’s vision & mission are not aligned.

    ​Related Read: Best Practices for Positive Employee Experience and Retention Rate

    ​What leaders can do to combat quiet quitting?

    Cornerstone Global Partners (CGP) recently completed an online poll to ask “What leaders can do to combat quiet quitting?”

    We received 125 votes.

    Stay Always Updated with CGP Singapore. Follow Us on LinkedIn

    ​Let’s talk about each one of them.

    Build relationships, be upfront, and be open about workload

    No organisation can ever succeed if it doesn’t communicate well with its team members. Leaders ought to cultivate an environment that values relationships within teams and is open about expectations while letting employees speak up and share their side of the story when required.

    Re-engage and motivate your employees – show gratitude

    Valuing employees and making them feel a part of the organisation can bring exemplary results. Leaders must motivate employees by acknowledging their efforts and rewarding them. This also boosts the employee retention rate.

    Encourage sustainable growth – invest in employee growth

    A company grows when its employees do. Most employees believe a company that values their growth & development is more likely to have their loyalty. The management must ensure uninterrupted learning for its employees, so they continue to evolve.

    Maintain boundaries and respect work-life balance

    An organisation’s environment should also promote respecting boundaries and being mindful of work-life balance to march forward in the right direction.​

    In the end…

    In addition, it is integral that employers listen to employees and foster a praising and awarding culture. If people enjoy their work, no matter where it is they are working from, then a natural outcome will be more engagement and productivity.

    At CGP Singapore, We help employees better manage work and personal needs by offering Flexible Work Arrangements. We are committed towards building a better workplace and work environment for our staff, thus helping our employees to achieve good work-life balance and a fulfilling career. Share your interest if you are looking to join our unique, fun, and innovative business and become future hiring experts. Know More Here

  • Best Practices For Positive Employee Experience And Retention Rate

    Best Practices For Positive Employee Experience And Retention Rate

    Employee retention has become a pertinent problem for many companies in the Asia Pacific. According to a survey finding from PwC Global, only 57% of employees in APAC are satisfied with their jobs and at least one in five desires to switch to a new employer.

    Changes in workplace expectations and possible manpower restructures are escalating due to imminent global inflation. Coupled with uncertainties and disruptions of the pandemic over the past 2 years, many people are spurred to reflect on how they are treated at work, re-evaluate their priorities, and eventually quit their jobs in pursuit of a better quality of life.

    Ongoing trends of the Great Resignation and Quiet Quitting are already in full swing and have become obvious manifestations of global workforce discontent.

    These trends raise an essential question – How can employers then ensure employee happiness, prevent further disengagement, and foster positive employee experience and retention rate?

    But, before that first understand what is employee experience and why it is important.​

    What is Employee Experience?

    Employee Experience is a holistic combination of all the interactions an employee experiences during its journey with an organization – from recruitment to onboarding and career development, to exiting the organization. These interactions include people, systems, policies and workspaces.

    ​ Employee experience includes everything – how an employee feels, how they perceive their potential and abilities, and the effect on their well-being.

    Employee experience is a pivotal factor that significantly impacts employee satisfaction and is very crucial throughout the entire employee journey. In the wake of the COVID-19 pandemic, everything about employee experience has fundamentally changed versus earlier times. Employee expectations and so do their priorities have shifted.

    Chris Lui, Director – Corporate Services Recruitment Team at Cornerstone Global Partners Singapore, shares best practices to help you deliver a positive employee experience as well as optimize retention rate.​

    Advocate Employee Wellness and Invest in Employee Growth

    The aftermath of the pandemic has taken a significant toll on both the physical and mental well-being of the workforces, hence supporting employee well-being by talking to them and gathering feedback is the biggest way to prevent disengagement and improve the employee experience.

    Offering merely a hybrid remote work environment should not be the sole solution, but genuinely checking in on teams to gauge their overall happiness towards work and aligning their career paths go a much longer way, providing a sense of fulfilment and meaning.​

    Encourage to Have Authentic and Heart-to-Heart Engagements

    Employees need to be able to trust their managers, which also requires employer transparency. Traditional hierarchical structures and top-down, command-and-control approaches may not work anymore and may further create a transparency gap.

    Employees want to feel empowered and secure in what they do and how they are being invested in their growth within the company, hence a heart-led leader that displays traits of empathy, vulnerability, and humility demonstrates tenacity and credibility to their employees, and will stand out during turbulent times at work.​

    Offer Fair and Competitive Compensation

    …but not as the sole factor to retain talent

    Manpower restructures post-pandemic have led to increasingly heavy workloads as employees are putting in even more hours than before, inspite of remote work privileges. It is therefore important to re-assess employee wages based on industry standards to prevent them from looking at greener pastures.

    However, hasty reliance on compensation counter-offers to retain talent attempting to move on with no basis towards their work productivities is clearly unsustainable and may create a wrong signal to employees where they feel a shift of power in their favour to ask for unrealistic remuneration demands beyond their actual work capabilities.

    Hence, employees must be clear and transparent about the pay structure and employers should increase bonuses and their wages only when employees have demonstrated that their value is truly deserving of it.

    In fact, offering skill specialization through specialist training or adding motivators to existing roles through increasing autonomy and task variety are more often than not better alternatives to increase job satisfaction and retention for the employee.​

    At the end…

    Employee retention will always be a constant concern for many companies, but the main key strategy for employee retention is to always make sure that employees are heard, and feel appreciated. Whether it is financial incentives, education and skill enhancement growth opportunities, or well-being benefits, feeling valued at the workplace fosters a sense of fulfilment and resilience, despite a volatile economic landscape today.

    ​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.

    Know More​

    ALSO READ:

  • 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).

  • Coffee With Tricia Liverpool – General Manager, Singapore

    Coffee With Tricia Liverpool – General Manager, Singapore

    Tricia Liverpool is the General Manager for CGPO2O Search business overseeing 9 different verticals in Singapore. With over 20 years of recruitment experience gained across Australia and Asia Pacific, Tricia founded Leo Harper specifically to service the Communications industry whether that be placing Senior PR Managers or Communications Heads to the MDs of Creative Agencies. She partnered with Fortune 500 companies in Singapore, mainland China, Hong Kong, Malaysia, Indonesia, Thailand and Australia with her USP being people in the industry can be confident they are dealing with someone who was from the industry.

    Prior to running her own business, Tricia was the Managing Director of a major UK owned Singapore based recruitment business, working across 7 different verticals. She was instrumental in starting the contracting desk in order to serve the changing Asian recruitment model and doubled the size of the organisation before venturing out on her own.

    1. Where are you from and tell us a bit about your background?

      I am originally from the UK but left in 1996 to spend a few months in Hong Kong. 25 years later and I have since moved to Sydney, Melbourne, back to Sydney then Singapore, Bali, and back to Singapore!

    2. How did you fall into recruitment?

      I was dating someone who worked for a large British recruitment firm, so I spent a lot of time in their reception waiting for him and listening to the buzz of what was happening in the office. I began figuring out how to “join the dots’ in regards to candidates, clients, and roles and became quite adept at asking questions and making suggestions. His boss eventually suggest I make the move to Australia to join a completely new recruitment business he was setting up and the rest is history.

    3. How has Covid-19 situation impacted the culture of the business?

      I started at CGP in the middle of this year at the height of WFH and so I had never had the luxury of meeting the team either in a professional or social environment. However, I was struck by the camaraderie of the teams even before we finally got to see each other in the flesh, albeit briefly, in the new office we moved into in June. The Covid-19 situation has definitely meant less interaction and less of an ability to promote a corporate culture.

    4. As a leader of a business, what have you learnt during such unprecedented times?

      That every opinion matters. Given we do not have a traditional physical presence in the office, remote working has meant that we spend a lot of time on Zoom calls and it is easy for fatigue to set in and for people to not contribute. Therefore, it is even more important that everyone has a chance to be heard as it can be quite isolating otherwise. We encourage feedback at all levels and allow individuals to take the reigns away from purely the management.

    5. Has CGP needed to evolve as a business?

      Definitely but that has more to do with growth than covid. Having started in China the company is now expanding rapidly in Singapore and South East Asia so we have had to ramp up our hiring and ensure our brand is relevant to this region hence the new website, the added headcount and even the new office.

    6. How has CGP supported the mental health of its employees?

      We already had a regular HIIT session instigated by our Head of Marketing and we also engage in regular virtual games with fun prizes at month end which have proved to be popular. More recently we have recently signed up for a Wellness App called Isabel to help our employees to focus on everything from meditation to financial wellbeing to nutrition.

    7. What other initiatives has CGP come up with to help employees stay engaged?

      A monthly newsletter to share results, new joiners, new client wins etc. “Virtual Gong” i.e. a placements board that is shared via WhatsApp. Food deliveries to reward/surprise employees who are WFH. Remote training sessions to foster their development.

    8. Given the changes in the economy, what does onwards and upwards look like for the business?

      We are ahead of target and intend to keep the momentum in 2022. We will be adding a couple new disciplines to increase our value proposition and focus on promoting from within. We also intend to increase our footprint in the Southeast Asian region.

    9. If you could go back in time, would you have changed any of the decisions you have made during such challenging times?

      No, so far the journey with CGP has been rewarding and if I am honest since I ran my own business before joining, the WFH scenario has made the transition easier. I have had more time to plan whilst being in my home office and look at the strategy for growth. I am very much looking forward to 2022.

    10. What advice would you give to those considering recruitment?

      I always equate recruitment consultants to being part Matchmaker, part Private Detective and part Counsellor. Since people are our commodity, a recruitment consultant must be comfortable in knowing there is never a day that’s the same as the next and if you are comfortable with that, then it can be an exciting and lucrative career choice. Also, there is a severe lack of talent in the market currently and so it is a very busy time!

  • 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.