Building a distributed workforce for organisational success

The pandemic has transformed the way the world works, from remote work to cross-border collaboration. This changing dynamics of the workforce requires organisations to recognise that the best talent is not limited to a particular location, and organisations in Singapore should be intentional in building a global talent marketplace where they can attract and retain the best talent, said Jane Lee, Head of Asia-Pacific Sales at Remote.

Speaking with HRM Asia, Lee noted that the Singapore government has recognised the importance of cross-national experience and exposure to attract and retain talent, and that organisations need to be intentional in their efforts to create a distributed workforce. In such a model, culture is paramount, she stressed, and organisations that are looking to be remote first must have the right intention, processes, and strategies to hire global talent successfully.

“Having excellent communication skills and digital literacy is crucial, especially when remote work is the norm.” – Jane Lee, Head of Asia-Pacific Sales, Remote.

She continued, “In my experience when communicating with clients and organisations in Singapore, there are certain qualities that are highly valued when it comes to global talent. For instance, having excellent communication skills and digital literacy is crucial, especially when remote work is the norm.”

“The Singapore government is investing heavily in programmes to enhance the digital capabilities of small- and medium-sized enterprises (SMEs), and such partnerships can similarly provide support to local talent in their efforts to find work overseas. Therefore, I believe there are numerous opportunities for organisations that prioritise the acquisition of global talent with these skill sets and collaborate with entities that offer such support.”

When it comes to building a successful distributed workforce, Lee encouraged organisations to adopt a remote-first mindset, which involves being intentional about the culture and processes, particularly when seeking global talent. She cited an example of how more SMEs and organisations in Singapore are looking to hire engineers from countries like Pakistan or Poland. However, it is crucial to have the right strategies in place. For instance, taking an office mentality into remote work in these circumstances might lead to friction and inefficiencies between employers and their employees.

A shift towards a distributed workforce can empower employees to stay resilient and keep them attached to employers, said Lee, who explained, “Giving employees flexibility and ownership of their time is essential to retaining talent. As the talent market shifts to an employee’s market, these are powerful tools in attracting and retaining the best talent.”

She cited Remote’s Global Benefits Report 2022, which found 62% of decision makers expect remote work to become more common over the next five years and 69% of employees feel the same. Furthermore, 57% of the respondents rank flexibility as even more important than their compensation (40%).

“Building a distributed workforce is vital for organisations seeking to attract and retain the best talent globally,” she concluded. “Recognising the shift in workforce dynamics is essential to creating a successful talent strategy that is intentional, flexible, and remote first. By doing so, organisations can empower their employees to stay resilient during a recession and succeed in an evolving business landscape.”

To find out more about Remote, visit booth 13 or hear them at the Power Talk Stage on May 10 at 12:20pm (SGT) during the HR Tech Festival Asia 2023, which is taking place from May 10-11.