Companies that change will be the ones that succeed

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employees can be very senior managers, brought in to fill a critical gap in a company's leadership or for a fixed term to manage projects. As they are not caught up in the day to day issues of the company, interim managers can take a step back and focus on the critical issues that lead to a project's success. It may be easier to find an interim employee than it is to move an existing employee into a short-term project position. In some cases interim employees may subsequently be offered a permanent position. Untapped Talent Pools By analysing work along the dimension of time, location and load, a number of possibilities open up to introduce flexible arrangements that benefit the company. Once these arrangements are in place, companies will find they have access to a whole new group of potential employees. By offering flexible work arrangements such as working from home or part-time work, the size of the talent pool a company can access greatly increases. In today’s tight labour market, the ability to do so is definitely a competitive strength. According to the Labour Force Survey, it is estimated that in June 2012, around 418,000 residents aged 25 to 64 were economically inactive. Of these, four in five, or about 336,000, were women. Many of these people left full time employment at an age when they are highly skilled and productive. Employers should ask themselves how they can tap into this reservoir of talent by making working arrangements flexible enough so that a parent can contribute economically as well as raise a family. 4 © 2013. No part of this article may be reproduced, excerpted or redistributed in any form without express written permission from Employer Alliance.
A Win-Win for Employer and Employees Giving employees the flexibility to look after both their work and life aspirations will make them better and more stable contributors to a business, so both parties benefit from the arrangement. The experience of many of the members of Employer Alliance is that employees become more productive, more loyal and more committed to the business when they know their family’s needs can also be taken care of. There are enormous possibilities available to companies that embrace flexible work practices. Improvements in productivity and loyalty, together with a reduction in staff turnover and unfilled positions are just some of the benefits companies will experience. Embracing flexible work practices will strengthen a company and enable it to respond to changes when they occur. And this will set the company on the right path for the future both in Singapore and beyond our shores. Success Factors for Flexible Work Adoption 1. Tone Setting by Management – A top-down acceptance and strong encouragement of flexible work fosters a culture which reduces the barriers to implementation. 2. Reorganisation of Work – Take a more dynamic view on how work is organised. Use clear job descriptions and set measurable key performance indicators other than face-time. 3. Empower and Equip Managers – Managers can enhance the company’s drive on flexible work adoption. It’s vital to equip them with the skills and tools which will help them to build trust and overcome face time issues when dealing with employees. 5 © 2013. No part of this article may be reproduced, excerpted or redistributed in any form without express written permission from Employer Alliance.
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Companies that change will be the ones that succeed

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