The pandemic has changed many of our perspectives on a proper work-life balance. While many of us thought that working full-time in office would be the standard, the pandemic allowed for both hybrid and remote working arrangements. The new arrangements, for many, meant having better control over work and personal commitments.

In recent months, the concept of flexible work arrangements is being further explored in Singapore. In September last year, Minister of State and Manpower, Gan Siow Huang touched on adopting a more “flexible mindset” on a four-day work week and also encouraged employers to be more open to flexible work arrangements in all forms to “best meet their unique business and workers’ needs”.

Are flexible work arrangements the way to go in Singapore? Let’s explore.

What is a flexible working arrangement?

Plainly put, flexible working arrangements are alternative schedules and arrangements to the traditional working style. Some common flexible working arrangements in Singapore include flexi-time, shorter work weeks and remote working.

A quick break down of these flexible working arrangements:

Flexi-time

Targeted at easing the woes of commuting, flexi-time allows the employee to choose their starting and ending time for work, so long as it fulfils the daily required hours. In most companies that adopt flexi-time, there are established “core-hours” where all employees are required to be present.

Shorter Work Weeks

To some companies, a shorter work week would mean that the standard 40 hours could be reallocated to a shorter amount of days. A more modern take on this is the 4-day work week, where the standard 40 hours is reduced to 32 hours, with the same wages and benefits.

Remote Working

Remote working is when employees do not work from a traditional office building. They can work from home or in any other location. In some cases, the employees can also adopt flexible working hours as long as their tasks are completed.

The Benefits of Flexible Work Arrangements:

1. More Time For Personal Life
   
   One of the clear benefits of having flexible working arrangements is having the extra time for yourself, family and friends. Whether it is having the time to pick your children up from school, enjoying the freedom to work in an environment most suited to you or getting that extra 20 mins to clock in a morning run, a flexible working arrangement can boost overall employee satisfaction and happiness.
2. Reduced Operational Costs
   
   Flexible working arrangements such as remote working or shorter work weeks can be beneficial for both the employee and employer in terms of finances. For an employer, this means lesser expenditure on electricity, pantry needs and other office consumables. An employee would get to save on transportation, parking expenditure, lunches and more!
   
3. Improved Productivity
   
   Having more flexibility with time can reduce burnout. In one of the largest pilot studies, 2,500 workers in Iceland explored a 4-day work schedule between 2015 to 2019. The workers reported feeling less stressed, having fewer burnouts and being more energised at work. Having the extra time to recuperate could have a positive impact on employee productivity and focus at work.

The Disadvantages of Flexible Working Arrangements:

1. Issues With Business Efficiency
   
   With flexible working arrangements, managing and communicating with employees may become more challenging. Take this case for an example: As an employer, you might require your employee to perform an urgent task at 5pm. This request may seem reasonable as the timing falls under the typical 9am to 6pm working schedule. However, your employee might have clocked off at 4pm because of flexi-time.
   Situations like these could reduce your business efficiency. There would be a need for better internal structure to mitigate these problems at your workplace.
   
2. Not Applicable To Every Sector
   
   Some organisations, such as hospitals, the transportation industry and government services, do not have the bandwidth to adopt flexible working arrangements. This creates a significant group of workers in Singapore who will not be able to enjoy flexibility in working times and schedules — meaning that there will be some inequality amongst industries in the long run.
   
3. Decreased Customer Satisfaction
   
   One of the major concerns from businesses is that flexible working arrangements would create customer dissatisfaction. These alternatives could reduce a customer’s access to the company’s services and products, which could negatively impact business performance and profits.
   

Should We Work Towards Flexible Work Arrangements?

Post-pandemic, employees are no longer hard-wired to think that five-day work arrangements in the office is the only way to go. Flexibility, benefits and meeting employee’s needs are what underpins most conversations on flexible work arrangements.

Employees want a solution that allows them to better balance their work and personal needs. These personal needs vary with each person. While a young working adult might want the extra time to spend on self-care, an older employee might need this time to take care of their elderly parents or to support their children. Some workers might find that remote working helps in boosting their productivity, while others might prefer flexible working arrangements as it could be more appropriate for their lifestyle and needs. All in all, there is no universal working arrangement that will benefit everyone.

What we can work towards is having employers better understand the needs of their employees. We can shift our expectations away from the number of hours clocked or the location of work, and rather, focus on the amount of work done.

The Most Important Takeaway

In recent months, we have seen flexible work arrangements becoming more common. As mentioned in The Straits Times’s, ‘Flexi-work becoming more common in S’pore despite shift to living with Covid-19’, alongside larger corporations, the public service sector and several other employers have also introduced flexible working arrangements for most of their employees. More so, companies are seen hopping on the bandwagon by adopting more flexible work arrangements for the benefit of their employees’ general morale and productivity. Although, let’s keep in mind that finding a job, or an employer that provides the aforementioned flexible work arrangements should be considered a privilege — rather than an entitlement.

More importantly, working individuals should really figure out if the career path they are on is of the right fit. This is where career guidance can help us discover our career interests, develop greater self-awareness, assess our strengths and barriers to employment, as well as understand the current employment and training landscape.

Click here to register for complimentary guidance sessions with a career coach today!