Month: November 2022

Is a 4-day work week feasible today?

Is a 4-day work week feasible today

Is a 4-day work week feasible today?

boardroomsuperadmin

The latest buzzword in the corporate world is the 4-Day work week. According to a survey conducted by Indeed, 88% of Singaporean employees supported the push of a 4-day work week with the same salary.

The 4-day work week has been touted as a solution to improve work-life balance without sacrificing productivity, but does it work for all organisations?

Click the video below to listen as our Chief People Officer, Stephen, shares his views on the 4-Day work week.

Click to play video

The key questions Stephen answers are:

  • Does a 4-day work week work for all industries?
  • What are the potential challenges for organisations wanting to implement a 4-day work week?
  • Which 3 key areas should organisations look into when implementing a 4-day work week?

About Stephen

Stephen has three-decades of human capital experience in the professional services industry. Previously a Partner and HR leader from Big Four firm KPMG, Stephen is a passionate leader who believes in the optimisation of human potential, and promotion of empathy and humility as a central theme in managing the organisation’s most prized assets. He possesses consulting, strategic and operational experience in the talent agenda. His forte lies in the development and delivery of people and transformational solutions, with a specific emphasis on the recruitment, development, management and retention of talent.

Related Business Insights

5 ways to build trust in your organisation

5 ways to build trust in your organisation

5 ways to build trust in your organisation

boardroomsuperadmin

Building trust in your organisation

How do we keep our employees from joining the Great Resignation? Studies have shown that trust is key to attracting and retaining talent, key to building a sustainable business.

Why is trust so important?

A 2015 study by Interaction Associates showed that high-trust companies “are more than 2½ times more likely to be high performing revenue organisations” than low-trust companies.

How does trust drive economic value?

Trust helps attract and retain talent, which is key to driving economic value in an organisation and ensuring its sustainability in the long term.

In a study done by Paul J. Zak, neuro-economist and author of “Trust Factor: The Science of Creating High-Performance Companies”, it was found that compared with people at low-trust companies, people at high-trust companies report:

Payroll outbound 2B Trust eDM graphic

Source: https://hbr.org/2017/01/the-neuroscience-of-trust

Results of leaders who build trust

Organisations with a high level of trust have: 

01

Engaged & collaborative employees

02

Low voluntary turnover rate*

03

Employees who are more productive employees

*According to research from The Great Place to Work Institute and Fortune, companies that rank in the Top 100 Best Companies to Work For have a voluntary turnover rate that’s half the rate of their industry peers.

These factors are imperative to building a successful business, especially in an economic downturn and talks of a recession. How then can leaders build trust effectively?

2B Trust Infographic

Besides building trust with employees, organisations also have to understand other stakeholders’ values to succeed in the long term. Click here to read about how to earn trust with a values-led approach to business operations.

Related Business Insights

Benefits of adopting an equitable remuneration policy

Benefits of adopting an equitable remuneration policy

Benefits of adopting an equitable remuneration policy

boardroomsuperadmin

Addressing pay equity in one’s organisation is a process that starts with what fair pay means to your organisation, where you’re falling short, and what you have to do to address those issues. Even after the implementation of an equitable remuneration program, how then do you ensure that your organisation’s remuneration program stays competitive and relevant?

With more than thirty years of HR experience, Stephen Tjoa, BoardRoom’s Chief People Officer, shares with us his perspective on an equitable remuneration policy in this video.

In this video, Stephen answers:

  • What is the essence of an equitable remuneration package?
  • What are 3 key benefits for organisations to adopt an equitable remuneration policy?
  • What can organisations do to maximise the benefits of their equitable remuneration policy?

Click to play video

About Stephen

Stephen has three-decades of human capital experience in the professional services industry. Previously a Partner and HR leader from Big Four firm KPMG, Stephen is a passionate leader who believes in the optimisation of human potential, and promotion of empathy and humility as a central theme in managing the organisation’s most prized assets. He possesses consulting, strategic and operational experience in the talent agenda. His forte lies in the development and delivery of people and transformational solutions, with a specific emphasis on the recruitment, development, management and retention of talent.

Related Business Insights