Nearly half of employers in the APAC region (46%) are introducing more flexible working policies this year to attract top talent. Coincidentally, and more recently, governments in Australia and Singapore have also announced new policies and guidelines promoting flexible work arrangements.
Flexible work arrangements not only help companies attract and retain top talent, but they also foster diversity, inclusion, and belonging in organisations by providing opportunities for groups such as working parents and individuals with disabilities to thrive. However, it’s important to consider how to approach flexible work arrangements and address any challenges that may arise. Based on my experience, here are my three key takeaways.
Starting from a position of trust
We understand the importance of leading with trust at LinkedIn. We’ve come to learn that every individual works best in different ways, which in turn means every team works best in different ways too. This approach involves coming from a place of abundance rather than lack, taking into account the unique working styles of our teams, and adapting accordingly. By trusting each other to do our best work, in the ways that are suited for ourselves while staying accountable to what we are responsible for, we signal to our people that we have confidence in what they can offer. Our people have responded well, and this has been instrumental to our success.
It’s crucial to take into account your company’s culture, operational requirements, and employee preferences when deciding on the most suitable flexible options, starting from a foundation of trust. This requires thorough discussions with team leaders and staff to identify the most impactful programs. Remote work and flexible working hours are two popular options that can broaden your talent pool and empower employees to achieve a better work-life balance, especially for those with caregiving responsibilities.
Take proactive steps to keep the team connected, beyond the virtual space
To ensure a successful integration of flexibility into the work environment, companies must proactively employ strategies that keep teams closely connected to the organisation’s culture and pulse, regardless of their location. This requires a shift in mindset from traditional management approaches to a trust-based approach that empowers employees.
We create office experiences for everyday work for the times when we do come together in the office, to maintain office morale and employee satisfaction. At the same time, we leverage social platforms, such as company-internal group chats or virtual hangouts, to foster camaraderie and encourage informal interactions. Additionally, companies can consider organising company-wide meetings, occasional offsite events, or team-building activities to bring employees together in person and strengthen bonds beyond the virtual workspace.
Regular employee pulse surveys can also empower companies to tailor their strategies to address the needs of their employees and organisation, informed directly by valuable feedback from the team. By adopting these strategies, companies can sustain a vibrant culture and enhance the team’s collective sense of belonging, while also achieving their business goals.
Communicate how you are supporting your people
Companies should consider integrating mentions of flexibility directly into their job descriptions. Additionally, highlighting flexibility as a prominent perk in employer branding materials, such as the company’s career site, LinkedIn Page, and social media channels aimed at candidates, can help attract top talent. During interviews, companies should emphasise their commitment to flexibility, showing candidates that they support integrating work seamlessly into their lives.
By prioritising flexibility and effectively communicating this to potential candidates, companies can not only attract top talent but also reinforce their reputation as an employer that values work-life balance. This can ultimately lead to increased employee satisfaction, engagement, and retention, which can have a positive impact on the company’s bottom line.
Now, more than ever, it falls upon leaders to navigate the paradigm shift in today’s workplace, balancing the interests of employees with the success of the organisation. Embracing flexibility may just be the key to achieving sustainable growth, maintaining a competitive edge in our dynamic landscape, and creating a culture of trust, inclusivity, and productivity that benefits both employees and the organisation as a whole.
About the author
Sumita Tandon, HR Director of APAC at LinkedIn is responsible for leading LinkedIn’s HR Business Partners and creating a transformational environment of growth and innovation for employees across the APAC region. She has over 25 years of diverse HR leadership experience across technology, advertising, finance, and hospitality sectors, bringing a wealth of expertise to her role. She has a proven track record of crafting and implementing tailored talent strategies across companies of varying sizes in India and Singapore.
