COVID-19 has proven the well known proverb, “necessity is the mother of all invention” once again. Social distancing measures in response to COVID-19 have led to a remote working revolution and greatly accelerated digital transformation in the workplace.
Organisations across Singapore and the world are reinventing themselves and adapting to the sudden shift in dynamics – and in recent months it has become evident that more needs to be done to better engage and support the overall wellbeing of staff who are adapting to unique and uncertain working conditions.
While it’s generally acknowledged that businesses are doing their best to adapt to the ‘new normal’, employees still feel like they need more help to get through this state of flux. A recent survey on employment trends in 2021 found that 79 per cent of Singaporean small and medium enterprises (SMEs) said they still need more support from employers to achieve their 2021 career goals.
It’s fair to say that in an already unsettled climate, the key to a successful business lies with the productivity of its employees. Unhappy workers who struggle to find stability and purpose can only contribute so much to an organisation before throwing in the towel.
In fact, our survey revealed that 36 per cent of Singaporeans cited a lack of mental health support as the main factor behind employee discontent, followed by financial support (33 per cent).
While working from home has several benefits – like more time with family and fewer hours spent commuting– the effects of the pandemic have triggered or exacerbated mental health issues, largely stemming from longer working hours and heavier workloads as the line between work and home diminishes.
Also Read: Looking beyond the crisis: Top 5 trends that will characterise work-life in 2021
Economic instability, budget restraints and pay cuts have also impacted employee wellbeing, leading to increased stress and anxiety that subsequently affects workplace efficiency and productivity. Whether its implementing blended working models or utilising technology to support employees remotely, employers must remain cognisant of employee wellbeing and needs as we move into the New Year.
The good news is that there’s an upside to all this; the silver lining to this pandemic is a push for businesses to reassess the status quo and reevaluate employee engagement strategies for a new future of work. More employees are also becoming vocal about their needs, which is pushing organisations to equip themselves with resources that can help them live and work better.
Here’s what our survey results suggests employers can do more of in 2021 to enhance the employee experience and boost engagement:
Be clear on expectations about working hours
Now that technology has enabled us to be connected at all times, it can be difficult for employees to feel like they are allowed to log off at the end of the work day.
Our survey found that work-life balance continues to remain a key component of employee satisfaction and 51 per cent of employees agree this should be the most important value for employers to support in the coming year.
No surprises, but this sentiment was much higher for entry level employees (64 per cent) who want work-life balance to be a key priority for employers in 2021.
Employers must assist employees in finding a balance between work and rest, encouraging them to disconnect after work hours unless they receive any urgent requests.
Implement flexible work schedules and switch focus to achieving clear objectives
Flexible working arrangements have increasingly gained traction in Singapore and around the world, so it comes as no surprise that 48 per cent of Singaporeans surveyed indicated a desire for this in 2021.
Employers can also consider giving staff autonomy over their working hours, where possible, as this pandemic has shown all of us that the regular nine to six schedule is certainly not the only way to be productive. Focus on setting clear objectives then provide employees with the freedom to determine their most productive work schedule.
Also Read: How to increase employee satisfaction for the long haul
Review salary cuts and budgeting
While it is understandable that companies may have a tighter grip around annual budgets, or carry out salary cuts to stay afloat during this time, it is also good to check in on employees who may need the financial assistance more than others.
In fact, 41 per cent of respondents have demanded more financial support to meet the rising cost of living and working amidst the pandemic-induced volatility. Perhaps a salary evaluation or an exception can be made on a case-by-case basis for employees who need the aid. This can help to assure and support employees during these uncertain times.
Don’t forget to reward and recognise
Thirty-three per cent of Singaporean employees want to work for an organisation that rewards and recognises their efforts. Some ways to reward and recognise your employees in the digital workspace include making regular team announcements about any new achievements, recognising milestones and encouraging peer-to-peer shoutouts.
Making time for performance reviews and goal setting regularly with individual employees can also motivate and encourage.
Make time to connect
Recreating the same interactions you would experience in a physical office can be difficult to do online, but not impossible. Plan ahead for weekly or monthly online sessions where your team can bond and put work aside for a bit to get together virtually and have fun.
Also, the best way to find out if current processes are actually helping your employees feel motivated and engaged is to put in place a feedback system in place. Consider setting up a monthly survey where you can receive genuine feedback to find out what works or what doesn’t in your workplace.
Managers should also be checking-in with each of their reports for 1:1 coaching sessions. We recommend check-ins occur weekly or fortnightly particularly while employees are working remotely.
Place more importance on your virtual on boarding
First impressions count. Bringing onboard new hires in the new normal is going to be a fairly common occurrence, and organisations now have to adapt to introducing employees into their culture and work processes digitally.
Our survey shows employees are realistic in anticipating the changes that may arise in 2021 due to remote working, but while 69 per cent of employees indicated they feel prepared for these changes, entry-level employees feel somewhat unsure or unprepared (24 per cent) about the upcoming changes – stressing the need and importance for a robust on boarding process in times of uncertainty.
In such unprecedented times, it’s important to look at how you can create the same welcoming atmosphere as in real life, and also have a structured on boarding process to ensure new hires are clearly aligned with their new role, responsibilities and workplace culture.
The workplace of the future will look vastly different from what we might have expected pre-pandemic, and the confidence that employees have in their organisations will be determined by how well employers adapt.
Technology has become an inextricable part of human experience and maintaining employee satisfaction and engagement will rely heavily on the digitalisation of processes and systems that simply makes more sense of today’s business and employee needs.
Through implementing better and more efficient ways of working, we can be confident that the future of work will be brighter for both organisation and employee.
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