8 Ways Companies Can Make Flexible Work Arrangement a Success

Based on a report by United Nations Development Programme (UNDP) Malaysia and Talent Corporation Malaysia (TalentCorp), employers who adopted Flexible Work Arrangements (FWAs) noticed increased productivity and better quality of life for employees. 

"Making Flexible Work, Work: Towards Better and More Inclusive Work-Life Practices" was released on August 3. The report identified eight main factors that contribute towards a successful FWA. 

The study assesses FWAs that result in an engaged and healthy workforce, despite the pandemic's disruptions and the movement control orders implemented since March 2020, which resulted in more people working from home. 

It compiles crucial findings and highlights critical lessons derived from the Work-From-Home (WFH) and Life at Work surveys conducted by these organisations to encourage the successful implementation of Work-Life Practices (WLPs) and FWAs in this country.

The joint publication is one of TalentCorp's efforts in enhancing Malaysian talent through the diversity and inclusion agenda by providing end-to-end advisory services to support businesses that adopt WLPs.

A roadmap to prepare for the future of work

Human Resources Minister Datuk Seri M. Saravanan stated that the study serves as a roadmap to how employers can take the lead in preparing their workforce for the future of work. 

After a rocky start, many employers and workers find themselves able to make WFH work, as many are adopting a WFH Hybrid Model where employees WFH on a rotational basis. 

Resident representative for UNDP Malaysia, Singapore and Brunei Darussalam, Niloy Banerjee, said that the pandemic had highlighted some fundamental problems about FWA, office configurations, remote working, and cost calculations associated with workspace infrastructure. 

Based on the report, 39% of employers would like to start a WFH policy after MCO.

Here are the eight critical lessons on FWAs and WFH arrangements:

Lessons for employers

1. Move towards trust-based working time or results-oriented arrangement.

2. Ensure top-down buy-in for FWAs at all levels of the workforce.

3. Ensure inclusivity in FWAs design and implementation and prioritise workforce with clear needs for FWAs (for instance, working mothers).

4.Ensure transparent and well-thought-out policies such as providing technical and material support, guidelines and expectations.

Lessons for employees

1. Take the initiative to reciprocate with a fair share of ownership and display commitment and productivity.

2. Hold accountability by focusing on outputs and outcomes, and manage work time and priorities.

3. Ensure regular and constructive communication with supervisors and colleagues to find viable solutions. Employees with children at home should apply ground rules to decrease distractions.

4. Be familiar with company policies on FWAs. It will help employees set limits to maintain boundaries between work and non-work environments.

Where to download

You can download the full report here.

Source: The Star

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