Flexible working: a new business imperative in the war for talent


Flexible working: a new business imperative in the war for talent

Flexible working is no longer a unique perk offered by trendy startups and technology giants. It is now a business imperative for any organisation and encompasses much more than just a remote work lifestyle. Companies that ignore people’s wishes for flexible working arrangements, including flexible leave and benefits, are missing out on retaining and engaging their current employees, boosting their employer brand and, ultimately, attracting top talent.

Flexible working environments are a chief concern across the Asia-Pacific region. A recent study by the Institute of Public Studies (IPS) found that 1 in 2 Singapore workers believe flexible work arrangements should be the new norm. But flexible work is now defined beyond a hybrid office environment. Employees are seeking flexibility to maintain better work-life balance, requesting flexible leave policies, benefits, and working hours.

Failing to implement flexible working arrangements may result in your top talent walking out the door. And replacing those people is becoming increasingly difficult. Over half of Chief Human Resources Officers (CHROs) reported the shortage of critical talent as the No.1 trend impacting organisations. HR experts warn that businesses that refuse to offer flexible work options could be losing out on up to 70% of job seekers.

Changing your policies overnight to accommodate flexible work, however, isn’t easy. We’ve put together our top tips to help you identify how flexible benefits might work in your organisation and how to create a positive work-life balance for your employees.

What is the meaning of flexible working?

By definition, flexible working is a shift away from traditional working models to adopting more versatile arrangements, such as staggered working hours and the option to work remotely. Most organisations acknowledge the importance of work-life balance and have been practising flexible work arrangements for some time. Things like part-time hours, job sharing, and time in lieu all constitute flexible working.

Post-pandemic, a common example of flexible working in Singapore is a split or hybrid work week. This is when people spend two days in the office and three days at home (or some such combination). Flexible working hours are also more common nowadays, where employees have the option to come into the office between a specified time bracket and leave after they have completed their necessary time in accordance with when they came in.

But flexible working can also be presented in other ways, and your employees are searching for solutions to help improve their work life balance.

What are the benefits of flexible working?

The benefits of flexible working are wide-ranging for employers and employees alike.

Some benefits for both parties include:

  • Work/Life Balance: With the option to manage their own time effectively, employees can balance their personal commitments with their work duties, providing them more time to focus on the things they enjoy or need to take care of outside of work. This could involve attending gym classes, picking up their kids from school, and so on.
  • Employee Retention and Satisfaction: When presented with flexible options when it comes to work, employees feel more respected and understood by their employers, which translates to increased loyalty and commitment.
  • Productivity and Motivation: Flexible working allows team members to tackle their tasks more effectively, where they have the choice to work from environments they are more comfortable in or at times when they are most productive.
  • Alleviated Stress: Employees are less likely to experience burnout or feel high levels of stress if they are allowed to work more flexibly.
  • Autonomy: Many employees fail to work well under pressure or when they feel as if they are being micromanaged. Flexible working allows for a level of autonomy where employees can manage their own work and feel trusted by their employers to get the job done.
  • Successful Recruitment: Potential candidates in the modern workforce are more likely to accept a job offer if the package includes flexible working options, such as hours or remote working benefits.

What are some examples of flexible working?

Flexible working hours

Allowing employees to stagger start and finish times to suit their schedules can make a big difference to their workstyle and efficiency. This gives staff an opportunity to work at a time that best suits their lifestyle, providing it doesn’t impact productivity. If you decide to offer flex time, it might be best to allocate a few hours during the week where all employees should be online simultaneously, or schedule a regular check-in so everyone is on the same page.

Medical leave without certification

This can be a fairly simple change with a significant effect. Not asking for medical certification when employees are sick helps build trust, and shows flexibility and understanding from the employer.

Condensed schedules

This could be anything from a four-day workweek to a nine-day fortnight. Allowing staff to work fewer hours can promote greater productivity. It gives your employees a chance to improve their work-life balance and also helps the business financially.

Unlimited leave

Offering employees unlimited leave is a trend with technology giants Netflix, Adobe and Hubspot. They offer unlimited paid time off (within certain parameters) to align with their strong employee-focused policies. While this is not sustainable for most companies, you may like to adopt a flexible leave approach that works for your business. It is important to note that most employees will not take advantage of this policy, and they will feel higher levels of appreciation towards the company and use their leave respectfully in turn.

Birthday leave

Everyone loves a day off for their birthday, so why not offer it as an extra paid day off for all employees? This small cost to the business could be the deciding factor in recruiting and retaining skilled employees. It sends a clear message that the company supports and actively promotes your health and wellbeing.


Giving your staff the opportunity to combine work with personal travel allows them to maximise their vacation time without it impacting work schedules. An example of this could be an employee traveling to their holiday destination on a Thursday night, working remotely on Friday and then starting their holiday at 5pm that day. In doing so, the employee can maximise their time away without any impact to their productivity.

Temporary changes in schedules

Allowing employees to make temporary changes to their office hours, reducing to part-time for a short period or taking on more hours when needed, gives them the flexibility to work around personal or family commitments while still staying loyal to the organisation.

Lifestyle or recreation leave

Granting employees leave to pursue interests or activities that are important to their wellbeing. This might include sporting activities, volunteering opportunities or health and wellness activities.


Understanding the many different ways to apply flexible opportunities will help you foster a strong sense of company loyalty and respect. Empowering your leaders to deliver these flexible benefits builds rapport and strengthens connections amongst teams.

With greater flexibility comes greater loyalty

Despite an overwhelming push from workers to offer more flexibility, some organisations are still resisting. A study by Ernst & Young revealed that 35% of employers want all of their employees to return to the office full-time post-pandemic.

Fears around lack of oversight, impact on collaboration efforts and challenges in making flexibility equal for everyone make it difficult for some to embrace flexibility in the workplace. But starting small is better than no start at all. Take a look at what simple changes you can implement and let your employees guide you in building a flexible workplace model that works for them.

Improving employee wellbeing and building trust

Beyond the benefits of increased retention, job satisfaction and worker engagement, perhaps the biggest payoff for organisations offering flexibility is building trust.

Trusting your staff to work when they say they will is one of the most empowering things you can do for your people. Without the constant supervision of their bosses, people feel more in control, more autonomous and empowered.

In offering flexible leave and benefits, employers can not only show their loyalty and appreciation to current employees, but also appeal to new candidates, widening your recruitment pool.

How to introduce flexible working into your organisation

Before you research all the ways you can offer flexibility, it’s important to step back and consider the basics.

Understand what flexibility means for your company and team

Just as your organisational and employee values need to be fundamentally aligned, so do your flexible working arrangements. Without understanding what flexibility means for your people and how they want to shape it, you may be creating ‘benefits’ that people aren’t interested in taking up. Or, worse still, you may create the illusion of bias by offering flexibility to some but not others.

You can use engagement and pulse surveys to uncover the key issues around flexibility for your people. What are they struggling with? What would make the biggest difference to them right now? And how do they view flexibility at work in their own roles?

It’s also important to consider generational differences, particularly if your organisation is demographically diverse. Given that most companies now have as many as five generations of workers, it’s likely that everyone’s ideas around flexibility and what is beneficial for them are going to differ. Flexibility to someone in their 20s is unlikely to mean the same thing as it does for someone in their 60s.

How do flexible benefits work?

One way that organisations are tackling this issue is with flexible benefits. Here’s a quick rundown of how flexible benefits work.

    The organisation provides a set of benefits outside people’s regular wages (for example, health insurance, extra leave, on-site daycare).
    The organisation determines the total monetary amount of benefits that can be taken.
    Employees can then pick and choose a combination of the benefits that are most valuable to them.

    Offering these types of flexible benefits can be a good way to ensure people are getting value from the benefits you’re offering.

    It’s important to note that in Singapore, organisations that want to offer flexible benefits must ensure they are correctly reflecting the value of the benefits in Central Provident Fund (CPF) payments. It may be worth getting the help of a trusted HR and payroll advisor with knowledge of the local regulations, as the rules are complex and can be confusing.

    Assess your organisation’s readiness for flexible working

    Review the purpose, mission and realities of your business. How much flexibility can you put into your essential services and what kind of flexibility makes sense for your organisation?

    What will the initial impact be on your employees and how will you manage this impact? Having the answers to these questions will allow for a smoother transition and greater acceptance of flexible leave and benefits.

    Some flexible benefits and leave policies might happen overnight, while others will take time. Building the right framework and gauging employee perspective and support is crucial.

    It’s important to examine your current systems and ensure any new initiatives can be integrated. There may also be knock-on effects of introducing new flexible ways of working, for example, the implications of withholding tax in certain jurisdictions. It can be wise to get expert advice from a trusted corporate services provider.

    Look at business contingency plans and practical implementation methods

    Having a robust strategy and contingency plan for any flexible work arrangement is essential. It’s important to mitigate any risk to both employees and the company when any new framework is implemented.

    Work with your leaders to ensure work can continue seamlessly. What processes do you need to put in place to minimise disruption?

    Consider hiring an external expert who can advise on implementing flexible policies. They can help review the complexities with the leadership team and ensure executive alignment to advise on possible solutions.

    As always, consistent communication about the purpose and practicalities of flexible work is key. Sometimes the biggest hurdle is the last hurdle, which is often communicating why you’re doing what you’re doing. Although with flexible working, and the many benefits it offers, this shouldn’t be too difficult, provided you’ve taken the time to really understand what flexibility means to your employees.


    Take small steps to a build a more flexible workplace

    Flexible working isn’t just a pandemic-related side effect — it will fundamentally shape how we work in the future. And in many ways, it already has. Singaporean organisations that take notice of it and implement flexible working arrangements now, such as working hours and flexible leave policies, will benefit from better retention rates, more engaged and productive employees, and a stronger employer brand.

    But don’t be tempted to implement a blanket policy or copy a model from another organisation.

    It’s important to create the right type of flexibility for your organisation. Find out what flexibility means to your people, consider your business needs and find a solution that works for your company.

    Remember, you can start small when introducing flexibility into your workplace.

    It doesn’t have to be a bold shift. You can introduce flexibility in incremental phases or start with small initiatives. These initiatives might include closing the office at 4pm on a Friday or giving someone the day off on their birthday. Sometimes the smallest gestures can have the biggest impact on your people.

    What does flexible working look like in your organisation now and where would you like to be?

    Enhance productivity and employee satisfaction

    To implement flexible working arrangements with minimal disruption to current operations, one approach is to improve the efficiency of existing workflows and reduce manual labor hours. BoardRoom’s team of experts help to take the stress off your HR team by optimising your payroll processing, which reduces payroll error and in turn employee dissatisfaction. Reach out to us to discuss how you can benefit from our experienced payroll specialists.

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    Now is the time for business transformation in APAC

    Business Transformation

    Now is the time for business transformation in APAC

    In the wake of COVID-19, companies around the world are scrambling to adapt to rapidly changing corporate landscapes. Traditional working models are no longer effective, forcing business leaders to make quick decisions amid widespread uncertainty.

    But with major disruption comes major opportunities for business transformation and expansion.

    This is especially true in the Asia-Pacific (APAC) region. The perfect storm of aligned attitudes, economic promise, consumer engagement and technological advancement culminates in huge potential for businesses of all sizes to not only recover but flourish.

    A bright future lies ahead

    Despite the ground-shaking impact of COVID-19, APAC’s corporate sector remains dynamic. The region’s enormous internal markets, plentiful resources and wide consumer reach have provided fertile ground for a multitude of homegrown innovators and disruptors to thrive. To name just a few, think WeChat, Grab, Alibaba and Tencent.

    APAC businesses have long been hungry for progress, and this collective fervour likely bolstered the region’s resilience through the pandemic. Asian GDP remained relatively stable when compared with other major economies, contracting by just 1.5%, while Europe and the United States experienced falls of 6.1% and 8.9%, respectively. Local businesses continued to scale up during this time, encouraging forward momentum that will be vital for recovery in the years to come.

    Bright future

    Optimism across the region

    The remarkable drive of APAC business owners may be due to their enduring optimism. Corporate Asia is known for its desire to work hard, achieve higher and seize opportunity.

    Despite post-pandemic uncertainty, a 2021 Sun Life survey of 2,400 SME business owners found that:

    • 74% expected their organisation’s financial position would improve in the next year
    • 70% expected the national economic situation to improve in the next year.

    This positive outlook may be why 84% of respondents planned to expand their business in 2022.

    Opportunities abound

    Opportunities Abroad

    Local governments in APAC tend to share the progressive attitudes of their commercial counterparts, especially when it comes to digital innovation and economic recovery.

    Supportive initiatives like Singapore’s Smart Nation continue to be introduced across the region, creating valuable opportunities to collaborate with local partners.

    The positive outlook for Asia’s economic growth is further buoyed by a growing consumer class: MGI research indicates that 70% of Asia’s total population is expected to be part of the consuming class by 2030 — up 15% since 2000.

    APAC is also uniquely positioned to leverage the digital boom that is revolutionising the business-to-consumer landscape. During the pandemic, 60 million people became online consumers in South-East Asia alone.

    How businesses can realise their full potential

    Companies doing business in Asia have a rare opportunity to use the region’s post-pandemic optimism as a catalyst for expansion. According to McKinsey and Company, a prosperous new era for Asia is within reach if companies engage in a collective effort to grow and break new ground.

    The recent Regional Comprehensive Economic Partnership between ASEAN, China, India, Australia, South Korea, Japan and New Zealand will support widespread business development in a number of ways. Importantly, it will strengthen regional economic collaboration by making regional trade and investment safer, easier and more efficient.

    To take advantage of new opportunities for intraregional expansion and connectivity, Asia-Pacific enterprises need to be proactive about adapting their operational and commercial strategies accordingly.

    The power of digitisation

    Asia has the most significant number of mobile phone users globally — a fact not gone unnoticed by the region’s corporate sector. Local companies are embracing tech faster than anywhere else globally, with the pandemic serving to accelerate this process.

    For example, sales of industrial robots in China rose by almost 20% in 2020.

    Perhaps unsurprisingly, Asia is the fastest-growing region in international e-commerce, meaning digitisation is a must for most businesses wanting to get ahead.

    Strength in partnership

    Tech adoption not only opens up business-to-consumer opportunities but also supports business-to-business relationships, which will be vital for APAC’s economic recovery. Initiatives like Go Digital ASEAN are already supporting more cross-country collaboration and market access throughout the region.

    A digitised landscape promotes fluid borders, making it easier for businesses to join intraregional trade networks and thereby increasing Asia’s share of global trade. And as more businesses expand, Asian economies will benefit from each other’s strengths.

    With Asian companies historically favouring alliances, businesses that successfully branch into neighbouring countries now can expect a significant return on investment.

    Climate adaptation and sustainability

    The climate emergency brings many risks for businesses, while climate adaptation provides opportunities. Business leaders will need to account for both if they are to secure growth and resilience for their organisation in the long term.

    Five countries in Asia have proposed or passed legislation mandating net-zero emissions, which businesses will need to cater to in their operations and strategies.

    Opportunities for climate innovation are more abundant than ever. With the costs of solar and land-based wind energy in China and India among the lowest in the world, both regions are positioned to dominate global growth in solar and wind.

    Climate Change

    Focus areas for leaders looking to expand

    In many ways, the proliferation of APAC’s economy now rests on the shoulders of its business leaders. To keep up with the region’s comparatively rapid pace of change, leaders must be bold and agile in their approach to business performance improvement.

    Leaders’ focus areas need to shift. There needs to be greater attention given to corporate governance — which lags behind Western standards — working models and resource allocation, as well as digital innovation and consumer trends.

    1. Business operation enhancement

    Throughout APAC, working environments are changing. Many businesses are implementing hybrid models, with the upshot being greater employee satisfaction and access to broader talent pools. Leaders are also taking action to speed up decision-making and productivity by removing silos and increasing employee autonomy.

    If your work environment reflects a traditional model, you may need to identify modernisation opportunities as part of your expansion plans.

    With the continued localisation of supply chains and increase in domestic trade, businesses will also likely benefit from following APAC’s regionalisation trend. Intraregional partnerships often impart valuable consumer insights, especially if the companies in question collect vast pools of data via their service provision. For example, grocery chain Freshippo allows Chinese enterprises, new and established, to share data in omni-channel supermarkets.

    Strengthening your operations with corporate partnerships will give your growing organisation extra support and resources to thrive.

    2. Product and process innovation

    Asia is home to more than half of the global population, with billions of people engaging with brands online. This means innovative, well-executed digital marketing strategies are likely to exceed expectations.

    According to Sun Life, over 90% of business owners changed their business strategy in response to the pandemic, with new methods of distribution and virtualisation introduced. Research also found businesses that invested in innovative strategies experienced positive changes in performance.

    So, where should businesses put their best creative thinkers to work? With the digital generation expected to make up half of Asia’s consumption by 2030, technological innovation in products and processes should help fast-track businesses’ marketing success.

    Increased spending is expected for:

    Social media
    Food delivery
    Solo travel and dining
    Smaller packaged foods
    Pets and robot companions

    The opportunities for digital product and service innovation are virtually limitless. For example, DBS Bank experienced an incredible 400% increase in their customers’ use of digital tools.

    Whether your business sells products or services, investment in digitisation improvements and opportunities may boost your revenue to a significant degree.

    3. Go-to-market excellence

    To achieve go-to-market success in APAC today, businesses need to intimately know their consumers — and themselves.

    Asia’s new consumers are early adopters of new technology, so it is a good time to take risks with technological innovation. Consider how Grab and Didi quickly acquired ride-hailing giant Uber in South-East Asia and China respectively: despite direct competition from Uber from the outset, both of these start-ups found better ways to meet the needs of local rideshare users through tech.

    Businesses will be wise to use the data they generate from sales to better service their target audiences. In contrast to Western attitudes, Asian customers are generally content to share their data with companies.

    When it comes time to expand, maintaining consistency of brand identity and reputation becomes harder but also more vital. A 2017 Stewardship Asia Centre study showed that 80% of successful and long-standing family businesses had a clearly defined purpose.

    Essentially, businesses need to reaffirm their core purpose and make sure it is communicated effectively to their internal teams and their audiences.

    Grow successfully with a corporate services provider

    There is no doubt that expansion will provide many rewards for businesses that act now, but it is important to do it right. Each APAC country comes with its own cultural nuances and regulatory system, so business functions, strategies and go-to-market plans need to be customised to suit.

    For example, payments platform Stripe has developed tailored products for each region in which it operates, with e-wallets and bank-based systems rolled out in Singapore and Malaysia respectively.

    But regional differences should not cause businesses to hesitate, for the perfect solution may lie in engaging the services of a corporate services provider.

    Innovative full-service providers like BoardRoom are able to handle a wide range of essential corporate functions. They manage everything from payroll to company secretarial while providing clients with one point of contact for fast and easy communication. With comprehensive local knowledge and commercial experience, they can advise companies on the best way to cater to customer preferences in each region.

    It is important to choose a global firm that can grow with you, empower your team to make smart decisions and help you form critical partnerships locally.

    Now is the time to act

    To achieve success in post-pandemic APAC, businesses must traverse untrodden ground. Traditional strategies need to be rethought, and creativity must be employed to leverage fresh opportunities.

    But as businesses collectively expand beyond borders and company incorporation rates rise, contributions to workforces, suppliers and households will increase, supporting a healthy economy as a result.

    BoardRoom provides world-class service at a local level to help your business grow and prosper throughout APAC.

    Contact us for a one-on-one discussion about your individual expansion plans and business goals.

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    How to earn trust with a values-led approach to business operations

    Business Operations

    How to earn trust with a values-led approach to business operations

    Asia-Pacific organisations are taking a values-led approach to business operations in 2022, winning trust from customers, employees and business partners and gaining a clear competitive advantage.

    Trust is a modern imperative for business success, but it’s notoriously hard to build, especially in times of uncertainty. In 2022, businesses worldwide entered a new era of unpredictability as they entered the third year of a global pandemic. During this time, they also had to navigate major economic changes, geopolitical instability and climate emergencies.

    Amid this confluence of crises, trust matters more than ever.

    People are looking to do business with companies they trust and whose purpose aligns with their own beliefs. An Accenture study found that 62% of consumers are looking for organisations to take a stand on issues such as sustainability, transparency or fair employment practices. The closer those values align to their own, the better.

    Having a clear set of values and demonstrating those values in your day-to-day business operations can create a powerful competitive advantage for your business. Those who focus on strong values enjoy more engaged employees, stronger business partnerships and loyal customers.

    Leading with values will lead to sales

    Corporate values can seem like a vague or un-quantifiable concept, but they can be more powerful (and more measurable) than you may realise.

    Research shows organisations that take a values-led approach to business operations gain a clear competitive advantage. According to Forrester, 23% of online adults in Singapore have tried a new brand because they believe in the values the brand stands for.

    The reverse is true too. A recent study from Adobe found that 66% of APAC consumers refuse to purchase from brands that violate their trust. Trust, once broken, rarely leads to repeat customers.

    What are core values?

    Having a core set of corporate values can help clarify where you stand as an organisation and attract the kind of customers, employees and business partners you want to work with.

    Each organisation will have a different definition of corporate values, but, broadly speaking, they are deeply ingrained principles that guide all of a company’s actions; they set the tone for the organisation and shape its culture, operations and activities.

    Core values can also be described as a company’s purpose, something that McKinsey & Company described as being “key to resilience and success in the post-pandemic future”.

    In a study of 200 successful organisations in Asia-Pacific, 80% had a clearly articulated company purpose and felt this was crucial to the development of their business.

    Whether you call it corporate values, core principles or your company’s purpose, the most important thing is to go beyond the words.

    Core Values

    Take action on your values to drive trust

    It’s not enough to simply state your corporate values on your website or display them in your staff kitchen. People will quickly see through this as a corporate PR move.

    You must give your core values meaning by embedding them into your day-to-day business operations.

    For organisations with small set-up and simple business operations, aligning your values to build trust with customers can be a simple endeavour. However, for organisations with large operations, complex hierarchies or offices across different countries within Asia-Pacific, it’s a lot more difficult.

    Here are some examples of best practices in business trust-building.

    Understand your stakeholders' values

    Although the pandemic has had a profound impact, it’s also given us the chance to step back and gain a deeper understanding of what our stakeholders value.

    • What do your customers value? Do they care about social justice, environmental causes, data protection or something else entirely? What type of brands do they want to support?
    • What kind of company do your employees want to work for? What does working for your company say about them and their professional brand?
    • What kind of company do your business partners want to align with? Will your values create a positive or negative reflection on their brand?

    Assess your trustworthiness

    Once you have a clear idea of what values your customers, employees and business partners are looking to align with, look inside your own organisation to assess how well your people engender trust.

    A 2020 Deloitte survey pinpointed four critical contributors to trust.

    • Humanity: Does your organisation genuinely care for the experiences and wellbeing of others?
    • Transparency: Does your organisation openly share information, motives and choices in plain language?
    • Capability: Does your organisation possess the means to meet expectations?
    • Reliability: Does your organisation consistently and dependably deliver upon promises made?

    To gauge your trustworthiness, Deloitte recommends asking your customers, employees and business partners directly how well your organisation meets expectations in each of these areas.

    Examples of best practices in business - two colleagues shaking hands

    Coordinate trust efforts across functions

    Alignment between different business functions is key to building trust within your organisation. When working on trust-building efforts, you’ll need efficient coordination between business units such as product development, HR, marketing and IT.

    As with any company-wide endeavour, gaining support from the executive team is crucial to the success of projects like this. Involving them early and often can help bolster the success of your trust-building efforts.

    Building trust across borders

    Understanding how trust is defined and built is key to gaining a competitive advantage. The problem is that not everyone defines trust in the same way.

    For example, while North American and European cultures tend to correlate openness with trust, leaders in Asia-Pacific put more weight on reputation and competency when assessing trustworthiness.

    Businesses looking to set up in the Asia-Pacific region need to understand these cultural subtleties. It’s an important first step in creating strong bonds with customers, employees and business partners.

    Partnering with a corporate advisory firm that understands these regional subtleties is a smart move, especially if you don’t have people within your organisation who can help you navigate these complexities.

    BoardRoom has an extensive network of professionals with the right expertise to help you understand the market. It simplifies business across the Asia-Pacific region and, most importantly, helps you comply with local laws and stay in tune with your company values. You can find us in:

    • Singapore
    • Australia
    • China
    • Hong Kong
    • Malaysia.
    Map of air routes in Asia

    Is it time to redefine your corporate values?

    Forrester believes that trusted organisations will be the ones that succeed in the 2020s. They’re confident that trusted organisations will build unbreakable bonds with customers, attract the most dedicated talent and create hard-to-copy engagement models with partners and emerging technologies. And that this concept is something people will actually embrace instead of fear.

    However, this sort of task takes a lot of introspection and requires input and coordination from many business functions. Implementing any change or business transformation requires an in-depth understanding of how your team operates, and what support you need to provide to ensure proficiency and adaptability throughout the process.

    It could be one of the most important things you do this year, but it’s not important enough to let your business operations fall by the wayside.

    Let BoardRoom take care of your day-to-day corporate services so you can focus on building long-term strategies to build trust. Whether it’s outsourcing your payroll or having a trustworthy partner to take care of your tax, we can help.

    Take a look at our comprehensive suite of services online:

    Get in touch to find out more about how we can help your organisation.

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