Since SP Consulting (International) Pte Ltd introduced work-life friendly initiatives such as flexi-work arrangements and paid childcare leave two years ago, there has been zero staff turnover.

At Procter & Gamble’s Singapore office, a telework scheme has helped to boost staff productivity, reduce office rental costs, as well as enable new mothers to balance work and family demands.

These are just two examples of companies that have gained from implementing work-life practices. These companies are convinced that helping employees to strike a healthy balance between their work and personal life benefits both employees as well as the company.

However, every organisation needs to realise that promoting work-life harmony is a business imperative.

Why work-life strategies are critical
Organisations that want to recruit and retain the best staff have to respond to social and economic trends. The increasing number of dual income families as well as the growing elderly population have given rise to the “sandwiched” generation — employees who have to take care of both their children and their elderly parents. Employers have to recognise that their staff have multiple roles to fulfil.

Globalisation and technology advances have affected how, when and where work is done. The desk-bound workplace is increasingly being replaced by the mobile workplace, and it is not uncommon for staff to work at odd hours to connect with clients located in other parts of the world. Addressing the time bind/famine is hence crucial. Employers need to create a more flexible and supportive work environment so that their staff can focus on their jobs while they are at the job.

Towards work-life harmony
The Ministry of Community Development and Sports (MCDS) formed the Work-Life Unit in 2000. That year, MCDS also formed the Tripartite Committee on Work-Life Strategy with the Ministry of Manpower, the National Trades Union Congress and the Singapore National Employers Federation.

MCDS and its tripartite partners jointly organised the biennial Family Friendly Firm (FFF) Award to recognise companies for their work-life friendly efforts.

Results show that more employers are recognising the need to promote work-life harmony. In 2002, there was a significant 27% increase in the number of organisations participating in the award compared to 2000. There was also a more than three-fold jump in the number of companies meeting the award criteria, resulting in double the number of award winners.

Win-win approach
Despite the encouraging results, much remains to be done. Changing mindsets takes time, said Mrs Wee-Lee Gracie, Deputy Director,
Work-Life Unit.

“It took the US, UK, Australia and other advanced countries nearly 20 years to build a work-life friendly culture. Given that Singapore only embarked on promoting work-life harmony in 2000, it would take us some time to build it,” she said.

Addressing concerns regarding the current poor economic situation, Mrs Wee-Lee added, “I would like to encourage companies to look beyond the pressing bread and butter issues and consider the significant, long-term impact of work-life practices on their bottom-line, that is on morale, productivity, talent attraction and retention.”

Ultimately, the work-life strategy addresses both organisational and personal aspirations. It is the win-win approach that benefits everyone in the long run.