Remote employers ought to consider the impact of Southeast Asian household cultures in measuring performance and productivity among their employees.
This is one of several insights from in the latest Chief of Staff Asia research paper, on remote working. Navigating Remote and Hybrid Work Boundaries in Southeast Asia, available now, is now available for subscriber download here.
Dhirendra Shantilal, strategic adviser at Singapore-based global recruitment agency TG Group, discusses the strong filial ties and culture of intergenerational support that are characteristic of the region.
“Extended family members are often included within the immediate family’s living arrangements. This may not always be conducive to remote work,” he says.
In a small home or crowded household, a variety of distractions and interruptions may arise and hamper productivity.
This is an added concern among younger workers such as millennials and Generation Z, as it is common in the region for these age groups to still be living at the family home. There may be conflicts or a struggle to set boundaries during their working hours, given that they are expected to assist throughout the day with household responsibilities such as chores, assisting ageing relatives, and watching younger siblings.
In this context, employers can offer non-restrictive schedules and measure productivity through results-driven performance instead of hours worked. These are also circumstances where a hybrid setup may be more conducive, depending on the geographical situation between employer and employee.
