Flexible Work Arrangements Are Key to Hiring and Retaining Talent

Business Case

Today, about 15 per cent of Paradise Group’s 1,300-strong workforce benefit from the company’s FWA and telecommuting programme. Having a variety of flexi-work schemes which cater to the different groups of individuals puts Paradise Group in a more favourable position as a potential employer. 

It also serves as a retention tool for existing employees who can no longer work regular full-time hours due to personal circumstances. They can consider part-time work options instead of exiting the workforce altogether. 

Moreover, employees on Flexi-Work schemes enjoy similar benefits as their full-time, regular counterparts, such as monthly bonuses and outlets-related incentives. 

Featured Work-Life Programmes

Paradise Group Holdings has implemented four out-of-the-box FWA schemes for its frontline or operational F&B employees.

• Half-day regulars - For senior workers, those with family or caregiving responsibilities
• Workday regulars - For homemakers who prefer working certain hours on weekdays
• Weekends/Public holidays - For tertiary students and young adults
• 3-day work week - For senior workers, those with family or caregiving responsibilities. 

Implementation 

By leveraging FWAs, the company is able to attract and retain talent through the following strategies: 

Casting a Wider Net

The restaurant group has been working with organisations such as Yellow Ribbon Singapore and Project Dignity to provide job opportunities for their beneficiaries. They also go the extra mile to work out the existing FWAs or requests on working patterns or hours for them. To accommodate “gig” workers such as food delivery personnel who are unable to commit to full-time hours, the company also shares FWAs-related information when the opportunity arises. 

Enabling Remote Work Corporate Functions

The company recognised the benefits of continuing to offer work-from-home options, such as lesser time spent on commuting and more flexibility in work and life schedules.

As such, the company introduced the telecommuting scheme for employees who perform office or corporate functions. Prior to launching the programme, the company laid the groundwork to ensure employees were ready for the switch. This included establishing the infrastructure, arranging for laptops for all employees, providing access to databases and VPNs, and having the IT support team on standby.

The company also researched industry-based protocols for staff working from home, and updated employees on remote work initiatives, including employee engagement.

Currently, Paradise Group’s employees have returned to the office to facilitate interaction and operational needs after the two-year lockdown. However, the organisation continues to provide telecommuting opportunities twice a month and recently introduced staggered work hours. Originally operating from 9am to 6pm by default, employees can now come in earlier or later, depending on their needs.

Enhancing Flexibility to Prepare for the Future

To further demonstrate its commitment to its employees’ work-life harmony, Paradise Group adopted the Tripartite Standard on Flexible Work Arrangements in April 2020 and enhanced their flexible work options. This is to further attract jobseekers to join their progressive organisation, as well as retaining their good employees.  With different FWAs in place, the company has greater flexibility in manpower deployment. 

Moving forward, Paradise Group expects flexible work arrangements to dominate the future of work patterns and is likely one of the main motivations for employees, especially the relatively younger generation.

The organisation strongly believes that the sooner employers embrace FWA practices, the fewer challenges they would face in meeting the needs of the evolving workforce. This, in turn, will translate into greater employee satisfaction and retention.

Outcomes

The implementation of FWAs has improved Paradise Group’s talent retention significantly. It also enhances engagement, motivation, productivity, and satisfaction whilst addressing employees’ work-life needs. Company data shows that their employees stay for an average of 3 years. More than 22 per cent have been with the company for 5 years and above, whilst 5 per cent have more than 10 years of service. The longest-serving service/kitchen staff has served for about 17 years, and about 100 employees are set to receive their 10-year-long service award this year. All these are a testament to how flexibility in a workplace has contributed to a happier and engaged workforce.

This case study has been adapted from Singapore Business Review article.