How Infoblox built a 9-to-5 that matters

It’s 9am on Monday. Across Singapore, thousands of people are making their way to work, many with a familiar sense of dread. They clock in, check off tasks, and count down the hours until 5pm, when their “real life” begins.

When this becomes the norm, it’s no longer just personal burnout—it’s a business concern that affects productivity, creativity, and ultimately, long-term growth. When work becomes just a paycheck, organisations miss out on unlocking the full potential of their people.

What if we could make the 9-5 as meaningful as the 5-9? During my tenure at Infoblox, I have witnessed firsthand how creating such environments is not only possible but also essential for growth. In our Singapore office, our three core values — inclusivity, transparency, and honesty — are more than statements; they guide how we communicate, collaborate, and solve problems every day.

#OpenToWork in an authentic workplace

In today’s fast-changing business landscape, work is no longer just about earning a living. A recent report found that 97% of Singaporeans desire more meaning in their work, highlighting a desire for a sense of purpose, growth, and community in their professional lives.

Creating an authentic workplace starts with making curiosity safe. Too often, organisations say they value honesty and inclusivity but fail to create the conditions for people to speak up or ask questions without fear.

At Infoblox, we follow a “no stupid question” policy, which encourages people to ask freely, learn openly, and support one another without judgment. This culture of psychological safety extends to our Friday Forum sessions, where employees engage directly with leadership in honest conversations on topics that matter to them.

Organisations should create intentional spaces that celebrate diversity and foster connections beyond their day-to-day roles. For example, our Culture Club and the Women at Infoblox Network, connect employees across departments, breaking silos and fostering a stronger sense of belonging.

We see this making a difference in our people. In our latest Great Place to Work survey, 100% of our employees reported that their work has special meaning and that they can truly be themselves at work. These are not just feel-good results; they reflect a culture of real authenticity.

Beyond benefits: The holistic employee experience

Perks like insurance and paid leave are a given. What matters more—and is far harder to get right—is how a workplace supports people as individuals, not just employees.

Wellbeing initiatives do not need to be fancy to be effective. Simple, thoughtful gestures can improve daily work life. For example, small perks such as office massages to alleviate the strain of desk work, or team lunches to help rebuild connections after extended periods of remote work. These small moments add up—95% of our employees say this is a psychologically and emotionally healthy workplace, and we are working towards making it 100%.

Meaningful wellbeing also extends beyond the office walls. Creating opportunities for employees to give back to their communities connects individual purpose with organisational impact. Our Breast Cancer Awareness Step Challenge and volunteering at Krshna’s Free Meals gave teams a chance to give back. That impact resonates—100% of our employees say they feel they are making a difference, both at work and on the broader community.

The transparency imperative

Perhaps the most critical element of a thriving workplace culture is leadership transparency, especially during times of change and uncertainty. Leaders need to make openness a consistent practice, which involves establishing systems to share information and solicit feedback on a regular basis.

When employee surveys surface areas for improvement, results should not be filtered or hidden. Sharing the full results, along with clear action plans, demonstrates that management respects feedback and is committed to taking action on it. For the Infoblox team, we share survey results openly at our regional meetings, with next steps provided. It’s not just about transparency—it’s about inclusion, ensuring that employees feel heard and involved in decisions that impact their jobs and work environment.

My personal leadership philosophy is simple: If you fail, it’s on me. If you succeed, it’s on you. It’s not about shifting blame rather acknowledging that as a leader, our primary responsibility is to provide the guidance, resources, and support people need to excel—and then get out of their way. That mindset shows up in our culture: 95% of employees say management trusts them to do a good job without being micromanaged.

Transparency also builds a feedback loop of trust. When people feel heard, they contribute more, and when leaders listen, decisions get better. That’s the kind of culture we, as leaders, should be committed to fostering and growing.

A journey, not a destination

The goal is not to be a perfect place to work—it’s to keep moving towards a workplace where people feel valued and connected. What works for us at Infoblox Singapore might not work everywhere. But the principles—authenticity, wellbeing, and transparency—are a good place to start.

One of my favourite takeaways from our Great Place to Work results is this: 100% of our team said, “When I look at what we accomplished, I feel a sense of pride.” To me, that says it all. Our people do not just show up—they care. They see meaning in what we are building.

When people want to be at work, not just get through it, everyone wins. The 9-to-5 becomes something they look forward to. And in today’s world, that is not a luxury. It’s a real competitive advantage.

About the Author:

Lee Anstiss is Regional Director, South-East Asia and South Korea, for Infoblox.