Remote work has its challenges
The global pandemic has dramatically changed the way we work, but nowhere is this more evident than in Singapore. Once a country dominated by traditional office culture, Singapore is now grappling with the reality of a remote and hybrid work environment. While companies in other countries are asking employees to return to the office, many Asian companies intend to maintain the option of remote work. As companies and employees adapt to this new normal, questions arise around employee retention and career progression. How will remote work impact these critical areas, and what can Singaporean companies do to stay ahead in this changing environment? And what lessons can be learned for companies in other cities around the world? A new study by our colleague Marcus Tan from Hult International Business School highlights the issues and solutions of remote workers.
The transition to remote work in Singapore
Prior to the COVID-19 pandemic, remote work was not prevalent in Singapore. The country’s work culture valued a physical presence in the office as an indicator of dedication and productivity. However, the pandemic forced companies to adopt remote work en masse, creating what has been called the “great work-from-home experiment.” As restrictions eased, the question arose as to whether remote work would remain a temporary solution or evolve into a permanent element of Singapore’s employment landscape.
A study focusing on remote workers in Singapore highlights a significant shift in attitudes towards remote work. After initial scepticism, many employees now report greater job satisfaction and improved work-life balance. However, these benefits come with challenges, especially when it comes to career progression and employee retention.
The career advancement dilemma
Career advancement is one of the most pressing concerns for remote workers in Singapore. Traditionally, career advancement was closely tied to being known in the office – being seen by your boss, attending impromptu meetings, and getting involved in office politics. In a remote work environment, these opportunities are limited, leading to the perception that remote workers are less enthusiastic and responsible in their work.
This perception can have real-world consequences. The survey revealed that many remote workers in Singapore fear missing out on promotion and career development opportunities. This is especially true in industries where remote work is still seen as a departure from the norm and not a long-term option. As a result, companies need to find new ways to recognise and promote employees who may not be physically in the office, but who still make significant contributions to the organisation.
Retention: The double-edged sword of flexibility
The flexibility that remote work offers is a double-edged sword when it comes to employee retention. On the one hand, remote work may lead to higher job satisfaction and lower turnover. Employees appreciate the flexibility to manage their work and personal lives, which can lead to greater loyalty to their employer. On the other hand, the demand for a clear career path in a remote work environment may lead employees to seek opportunities elsewhere.
For Singaporean companies, the key to retaining top talent in a remote-first world is to create a clear and fair career progression framework that applies to both remote and office-based workers. This includes rethinking performance reviews, mentoring and networking opportunities so that remote workers are not disadvantaged simply because they are less visible.
Gender factors in remote work
Interestingly, the survey also found that gender plays a key role in Singapore employees’ experience with remote work. Female remote workers report higher levels of engagement and performance than their male counterparts. The findings suggest that women may be better equipped to handle the challenges of remote work because they have better time management skills or a stronger sense of purpose.
But this doesn’t mean women are immune to the challenges of remote work. The factors that drive engagement can also lead to burnout as the boundaries between work and home life blur. Companies need to take note of these trends and provide support to ensure all employees, regardless of gender, can thrive in a remote work environment.
Strategies for success
As remote working becomes more common in Singapore, companies will need to adapt their strategies to retain talent and foster career progression for all employees. Here are some strategies that companies in Singapore can consider:
1. Redefine career paths: Create a clear, transparent career progression framework that applies equally to remote and in-office workers. This could include new performance evaluation metrics and more structured mentoring programs.
2. Invest in technology: Use technology to bridge the gap between remote and office-based workers. Virtual collaboration, project management, and performance tracking tools can help keep remote workers engaged and connected.
3. Foster a culture of inclusion: From virtual team-building activities to regular check-ins with managers, allow remote workers to participate in company culture initiatives. This inclusion helps combat the sense of isolation that can sometimes come with remote work.
4. Support work-life balance: Recognize the unique challenges of remote work and offer support to help employees manage their work-life balance, including flexible working hours, mental health resources, and clear guidelines for transitioning after work.
Conclusion
The future of work in Singapore and the Southeast Asian region is one in which employees will continue to enjoy working remotely. However, this change will require thoughtful strategies to ensure employees have the opportunity to stay and grow their careers with the company. Addressing the challenges of career progression and retention in a remote work environment will enable many Southeast Asian companies to position themselves as leaders in the global market and continue to attract and retain top talent, especially in source markets such as Indonesia, Thailand and the Philippines.
As the work landscape evolves, successful companies will embrace change, invest in their employees, and create a culture of growth and inclusion that extends beyond the physical office.
