Ace Flexible Work Arrangements

Tips on how to adapt and thrive in this progressive era of work

Going Flexi: Make Flexible Work Arrangements Work for You

The way we work has greatly evolved post COVID, as people explore different ways to get work done beyond the physical confines of the office. To keep up with the changing work landscape amidst the greater desire for work life balance, the Tripartite Guidelines on Flexible Work Arrangement (FWA) Requests take effect in Singapore from 1 Dec 2024, where all employers must establish a process for employees to submit a formal FWA request.

There are the 3 types of requests that employees can make:

Flexi-place: Work from places outside their office, including their home

Flexi-time: Work at different timings, including staggered hours, flexible shifts and compressed work schedule

Flexi-load: Take on different workloads with commensurate remuneration, including job sharing and part-time work.

Employers need to convey their decision to employees within two months of the request, and rejections cannot be made lightly - they have to be based on reasonable business grounds such as cost and productivity considerations. If the request cannot be granted, employers are encouraged to explore alternative arrangements with their employees.

Feeling unsure of how to skillfully tackle flexible work arrangements?

Guide your journey with these key insights from our Beyond the Blueprint podcast episode “Going Flexi: Navigating Flexible Work”, hosted by Conexus Studio’s managing director Brendan Khor with guests Eugene Chang (CEO and Transition Strategist, Leadership Choices) and Roohid Novinrooz (Head, Workplace Consulting, Occupier Strategy and Solutions, Knight Frank).

Drive long-term, sustainable performance with flexible work arrangements:

What makes your company stand out to attract the perfect candidate? Job seekers are now looking at the total rewards package beyond solely salary - brand values, leadership quality, career progress, benefits and an added degree of flexibility can go a long way to make their work experience more fulfilling, especially for those with caregiving responsibilities. Rather than view FWA as a disruption to regular operations, explore ways to grow your company alongside your employees and support their varying needs.

“Caring for the workforce needs to be at the front and centre of every leader’s mind because it drives loyalty, motivation and productivity, and FWA can be a useful tool to achieve sustainable performance,” said Eugene.

Reimagine the role of the office to draw employees back to office organically:

Make the office where your team wants to be, not just somewhere they are forced to be at solely to clock in the hours. In this new era of work-life integration, people want to go to the office with purpose instead of simply being told to do so, as it has been proven that certain work can still be productively done at home.

“It’s not only about a desk and computer, it’s about the type of spaces that bring people together in spontaneous moments, such as impromptu meetings and opportunities to learn from each other and be together in a meaningful way,” said Roohid.

As work becomes more flexible, what role do you want your office to take on? Reconfigure it to do more beyond work - make it an innovation lab, career enhancer, an extension of your brand and a place to build culture.

Harness the power of the office to generate revenue for your organisation by designing it with flexibility in mind, with versatile spaces to accommodate changing needs. This way, the next time you want to host events, training sessions or even a cosy get-together with clients, you can reduce the hassle of searching for external venues - your office is the ultimate place to be.

Create a flexible, supportive work environment for employees to thrive:

Employees work best when they are feeling comfortable and inspired. Make the work experience more agile for your team by exploring flexible space arrangements, such as desk sharing and multi-use spaces, to empower them to seamlessly connect with each other and innovate together.

Give your team an added boost with smart, intuitive technology solutions, where collaboration can take place easily across both physical and virtual spaces without being bogged down by technical difficulties. Tap on technology to gain data on how your various workspaces are being used, so that you can subsequently make the user experience more efficient and meaningful.

Improve employee wellness with dedicated spaces, such as a rest and relax room and games room, where employees can take a breather and come together for celebrations, and incorporate inclusive spaces to encourage greater diversity and inclusivity where different perspectives can be shared freely.

Kickstart the conversation with employees:

It’s not just about top-down communication. Help your team co-create the vision of their desired workplace and work arrangements by proactively engaging them early and involve them in the process of decision making. Set broad policies and empower managers to grant them to their individual teams. Experiment and refine along the way to create an optimal work experience for everyone.

Plan holistically for success and assess the suitability of flexible work arrangements:

FWA cannot be a standalone measure - it needs to be paired with carefully considered company policies and office design.

“Happy workplaces are very organic, when people grow into it and start using spaces in ways you never think about, it’s a clear indication of a great office space,” said Brendan. “50% of our office space is dedicated to make the office all about socialisation and collaboration.”

While FWA is a progressive step towards the future of work, it may not be suitable for everyone. Despite the convenience, working from home can feel rather isolating especially for new employees or fresh graduates. Making the office a conducive learning space for them to form connections with colleagues, seek help and gain experience is important. Once they are settled in and contributing independently, more flexibility can be considered for a work arrangement that benefits both employers and employees.

Adopt an outcome-driven mindset when measuring success:

How can you determine if your FWA plan has worked? Focus on quality beyond just quantity. Rather than just looking at the amount of time that your employees spend at the office, business leaders should consider business and talent metrics and measure the outcomes that matter, such as employee happiness, productivity and innovation.

Success can come in the form of better, more efficient processes, and improved employee engagement. After giving your employees greater flexibility and choice coupled with a future-forward office space, do you notice employees becoming more engaged with greater productivity and collaboration? If yes, congratulations! You’ve hit the sweet spot between revenue generation and value creation, and can now add FWA to your arsenal of tools to attract and retain talent for greater business growth.

Check out the full podcast below!