By Dr David Teo
The workplace has seen a major transformation in recent years, especially following the COVID19 pandemic. What once defined an “ideal employee”—long hours at the office and constant availability—no longer holds true in the modern work environment. Hybrid work models, including remote work and flexible work arrangements (FWAs), are now integral to business operations and workforce management.
In Singapore, by December 2024, companies must set up internal processes to consider FWA requests. Employers will need to respond to these requests within two months, providing a rationale if they are rejected. This framework encourages a smoother transition to flexible work models, challenging the traditional expectation of constant presence. In a related shift, the Singapore Ministry of Education announced that teachers no longer need to provide their mobile numbers to parents, encouraging healthier boundaries between work and personal life.
This trend is reflected globally, with countries like Australia introducing legislation preventing employers from contacting employees after office hours. Such moves underscore the growing recognition that employee productivity and engagement are tied to flexibility, results, and a sustainable work-life balance, rather than physical presence alone.
Challenging the Traditional “Ideal Worker” Model
A 2022 study revealed that 96 per cent of bosses are more likely to notice the work of employees in the office than those working remotely. This bias presents a challenge for companies transitioning to hybrid work models. The idea that productivity is tied to visibility needs to be addressed for businesses to effectively embrace hybrid models and FWAs.
To overcome this, companies should adopt a results-based approach, where employees are evaluated based on their contributions and impact, not just hours spent at the office. Cultivating a culture of trust is crucial to empowering employees to excel, whether in-office or remote.
Reassuring Employees: FWAs Do Not Undermine Professionalism
A common concern among employees is that requesting FWAs may harm their standing within the company. This worry is often rooted in the assumption that those physically present appear more dedicated. However, mental wellness is a key factor here. Employees who feel supported in balancing work and personal responsibilities are more likely to stay engaged and perform better. If FWAs are viewed as reduced commitment, this can increase stress and negatively affect mental health and productivity.
To address this, companies need to create an open environment where FWAs are not seen as a detriment to career progression. Leaders should promote confidence by emphasising that FWAs are part of a modern work culture that values outcomes over visibility. Providing mental health resources and supporting employees’ personal needs can ensure their professional growth is not compromised.
When employees know that their flexibility is respected and their achievements are recognised, regardless of location, they feel empowered. This enhances productivity and strengthens mental and emotional well-being, ultimately benefiting both the individual and the organisation.
Protecting Work-Life Balance in a Flexible Work Environment
While FWAs offer autonomy, they can blur the boundaries between personal and professional life. Remote employees may feel pressure to always be available, leading to burnout and diminished work-life balance.
To counter this, organisations should establish clear boundaries to protect employees’ personal time. Encouraging regular working hours, breaks, and full disconnection during time off helps maintain well-being. Managers should check in regularly to address any concerns and support employees in maintaining balance.
Providing well-being initiatives, such as mental health resources, structured feedback, and timeoff policies, helps employees recharge and maintain productivity. FWAs should promote a balanced work-life integration, and businesses must be vigilant in preventing overwork.
Fostering Engagement and Connection in Remote Teams
A key challenge for organisations adopting hybrid work models is ensuring remote employees remain engaged and connected to their teams. Without daily interactions in a physical office, employees may feel isolated from company culture. Maintaining strong communication channels that foster collaboration and camaraderie is essential.
Virtual meetings, team-building activities, and informal social events help create a sense of belonging. Ensuring remote employees have the necessary tools and support to stay productive is also crucial.
Recognising and celebrating employee achievements, whether remote or in-office, reinforces value and inclusion. A strong recognition culture boosts morale and helps retain top talent, keeping employees motivated.
Leveraging Expert Guidance for a Seamless Transition
Transitioning to FWAs requires a holistic approach that focuses on operational changes and employee well-being. Partnering with experts, such as International SOS, can offer invaluable support during this process. These organisations have extensive experience in employee health, well-being, and safety, allowing them to offer comprehensive services tailored to managing the complexities of remote work.
From conducting risk assessments to providing mental health support, collaborating with experts ensures businesses can successfully implement FWAs while prioritising employee safety and engagement. This holistic approach helps organisations manage both logistical and emotional challenges, ensuring a smoother transition to hybrid work models.
Redefining the Ideal Worker for the Future
The traditional view of the “ideal worker” has evolved, with businesses increasingly recognising the importance of flexibility. Success is no longer measured by time spent in the office but by the ability to deliver results while maintaining a healthy work-life balance.
However, the future of work remains uncertain. As seen with counter-movements from companies like Amazon, which have reintroduced stricter in–office policies, the future may involve a mix of models. The key for businesses will be adaptability—embracing hybrid work where it makes sense while staying open to more traditional setups when required.
Ultimately, the ideal worker of the future will be defined not by a singular approach but by the ability to thrive in changing environments. Balancing flexibility with evolving expectations will enable businesses to attract and retain top talent, ensuring success in an ever-changing workforce landscape.
Dr David Teo is Regional Medical Director for Asia, International SOS