About 9 in 10 workers throughout ASEAN are working longer hours to keep away from dropping their jobs

About nine in 10 employees across ASEAN are working longer hours to avoid losing their jobs

The financial downturn caused by COVID-19 has pressured many companies to implement cost-cutting measures, together with pay cuts and layoffs, casting doubt on job safety for workers globally.

Notably, in ASEAN, nearly 9 in 10 workers have felt the necessity to work longer hours simply to maintain their jobs. 

The latest UOB ASEAN Shopper Sentiment Examine discovered that 89% of workers in Singapore felt they wanted to place in longer hours to keep away from dropping their jobs, with the same development seen within the 4 different markets included within the survey – Indonesia (92%), Malaysia (90%), Thailand (87%) and Vietnam (90%).

Polling 3,510 people aged between 18 to 65 years previous throughout the 5 ASEAN markets, the research discovered that in contrast with their ASEAN counterparts, workers in Singapore additionally had the best concern (88%) that firms will select to retrench to chop prices amid the financial downturn.

Whereas these within the 4 different markets have been much less involved, greater than half of workers nonetheless shared the identical sentiment – Indonesia (65%), Malaysia (78%), Thailand (77%) and Vietnam (78%).

Zooming in on Singapore, regardless of their bleaker sentiments on the influence of COVID-19 on job safety, a silver lining may be seen, within the type of higher work-life steadiness as WFH turns into a everlasting choice.

Singaporeans anticipate work-life steadiness to enhance as WFH turns into a everlasting choice

Nearly three quarters (73%) of Singapore workers anticipated that work-life steadiness will enhance as working from residence frequently turns into a everlasting work choice.

Additional, seven in 10 (70%) of respondents additionally stated their productiveness will enhance as they’ve better freedom over how they handle their working hours.

Singapore’s MOM continues to advocate for the implementation of FWAs

Throughout yesterday’s Parliament sitting, Minister of State for Manpower, Gan Siow Huang confirmed that the Ministry of Manpower (MOM) will proceed to advocate for the implementation of versatile work preparations (FWAs).

In response to a Parliamentary query by MP Dr Wan Rizal, on whether or not the MOM will take into account normalising work-from-home preparations within the post-pandemic interval and advocate amongst firms for extra flexibility in work preparations past the present disaster, she stated: 

“MOM will proceed to advocate for the implementation of versatile work preparations (FWAs). In 2019, about 85% of employers provided some type of formal or ad-hoc FWAs within the office. Greater than 7,000 firms have additionally adopted the Tripartite Commonplace on FWAs. MOM welcomes recommendations to implement FWAs in additional workplaces and can proceed to share good practices with employers.” 

Whereas Minister Gan famous that it’s encouraging to see employers persevering with to permit their workers to work-from-home (WFH) at the same time as extra are allowed to return to the office, she acknowledged that WFH will not be at all times potential. 

“We’re heartened by the pace at which firms and workers have tailored to the WFH preparations throughout this era. Whilst extra are allowed to return to the office, some employers proceed to permit their workers to WFH and return to the workplace solely when wanted. It’s an encouraging signal that extra folks recognise the advantages of working from residence, and that it’s changing into a part of the ‘new regular’.

“On the similar time, we recognise that WFH is probably not possible beneath sure circumstances. These embody conditions the place staff need to be bodily current on the office to function equipment, or the place there are challenges in working from residence as a result of unconducive residence environments.” 

A hybrid working mannequin at UOB

At UOB, to allow its folks to keep up wholesome work-life steadiness by way of versatile work preparations, the financial institution has been growing a hybrid working mannequin wherein workers in eligible roles have the choice to work within the workplace or remotely. 

It’s at the moment testing eventualities, redesigning its bodily workspaces and enhancing its digital infrastructure to make sure its folks thrive on this new regular of labor. 

Additional, to assist the success of its folks, UOB can be planning digital engagement classes to arrange them for the transition and creating coaching programmes for managers at UOB to allow them to handle groups in a hybrid work atmosphere.

Dean Tong, Head of Group Human Assets, UOB, stated that as firms plan for the way forward for work and the office, the extent to which they apply versatile work preparations will type an essential component to sustaining work-life steadiness, productiveness and engagement.

“The final six months have been one of the vital disruptive durations for firms and their workers however by and enormous, Singaporeans have risen to the problem and tailored to new methods of working. Now that they’ve had the expertise of a distinct option to work, many workers predict extra flexibility in working from wherever they are going to be most efficient and which most closely fits their work-life wants. Cultivating a hybrid office that balances productiveness with the flexibleness for workers to work from the place they select will likely be key in serving to them to attain long-term work-life steadiness and well-being.” 

Greater than half of Singapore residents frightened about psychological well being and happiness

The influence of COVID-19 on folks’s lives has additionally raised considerations round wellbeing, with 56% of Singapore residents frightened about their psychological well being and happiness.

Moreover, 70% of Singapore workers believed their employers can pay extra consideration to their employees’s wellbeing on account of the teachings of COVID-19.

Amongst respondents, these between the age of 24 to 39 years previous (62%) in addition to younger professionals who’re married with kids (71%) expressed best concern over their emotional well-being.

These two teams of respondents additionally had the strongest view that their workers will focus extra on workforce well-being – 73% of respondents between the age of 24 to 39 years previous and 82% of younger professionals who’re married with kids believed that their workers will focus extra on their employees’s well-being.

Tong stated: “We’re aware that extra individuals are feeling socially disconnected and remoted as they spend extended durations at residence. As such we’re utilizing know-how, digital engagement programmes and digital instruments to assist our folks handle their workload and well-being. Our folks have instructed us that the digital programmes, sources and assist that we offer have helped them to remain engaged and to keep up a constructive mindset as they proceed to work by way of these troublesome instances.”

Picture / 123RF

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