Transforming work culture: Key takeaways from CHRO Singapore

CHRO Singapore 2024, organised by HRM Asia, gathered top HR professionals to delve into the dynamic world of flexible work arrangements (FWAs) in Singapore. With the government’s fresh guidelines on FWAs, organisations now have the opportunity to reimagine their work strategies—aiming not only to enhance productivity but also to prioritise employee wellbeing.

Here are five key takeaways from the insightful discussions at CHRO Singapore 2024.

1. HR in the age of flexibility

Christoffer Erichsen, Founding Partner and CEO of Human Inc, emphasised the need for organisations to embrace uncertainty and adaptability in today’s rapidly changing work environment. He highlighted that HR leaders play a crucial role in fostering a culture of agility, which is essential for driving both performance and innovation.

Erichsen urged attendees to “be comfortable being uncomfortable”, advocating for an environment where teams can engage in uncharted territories without fear of failure. This mindset, he explained, fosters what he termed “creative confidence”, allowing HR to address various challenges, including talent management and evolving business needs.

He also pointed out the necessity of redefining performance metrics in an agile context, noting that the goals set at the beginning of the year may no longer align with an organisation’s current landscape. To navigate these shifts effectively, HR must facilitate flexible connections between organisations and talent, empowering employees to take ownership of their roles and environments. This approach, he believes, is critical for enhancing overall performance as the workforce increasingly demands control and flexibility in their working conditions.

Iris Goh, Director of Talent at Forvis Mazars Singapore, added to the point by highlighting the growing importance of fair employment practices in the age of FWAs. As Singapore prepares to implement new FWA guidelines this December, Goh emphasised that organisations must shift their perspective—flexible work is no longer a luxury but a necessity.

She noted that employees today expect progressive HR practices and tailored flexibility in the workplace. Goh added that the guidelines are designed to support employees without compromising business productivity. Each request for flexible work should be evaluated on a case-by-case basis, ensuring that while organisations accommodate their employees, they remain focused on maintaining high performance levels. Ultimately, FWAs should foster a balance where both employee wellbeing and organisational goals are upheld.

2. Leveraging AI for workforce transformation

Lee Boon Huat, Senior Vice-President of Strategy and Growth for Asia-Pacific at Visier, highlighted AI’s transformative impact on today’s workforce. As AI rapidly evolves, it is reshaping how organisations tackle challenges like talent scarcity and cost volatility while also presenting new opportunities to enhance productivity and performance.

Lee emphasised that AI is both a solution and a disruptor—offering the potential to elevate individual productivity while also creating new complexities. He noted that the workforce of the future will be a blend of people and AI, where technology plays a crucial role in enhancing how jobs are performed. This shift will require organisations to rethink their workforce strategies, ensuring they leverage AI to stay ahead in an increasingly uncertain business landscape.

3. Elevating employee experience

Dr Jaclyn Lee, CHRO of Certis Group, emphasised the critical role of data in shaping workforce transformation during her keynote at CHRO Singapore. She referred to the concept of managing “people, data, and culture” as the new imperative for modern organisations. According to Dr Lee, employee experience is shaped by three key components: the technological environment, the physical environment, and the organisational culture.

The technological environment includes the tools and user interfaces employees interact with daily. Employees expect seamless, efficient tools that enhance their work experience. Next is the physical environment, which refers to the physical workspace—everything from desks and chairs to how conducive the office is to productivity. Finally, Dr Lee pointed out that an organisation’s culture is perhaps the most vital aspect of employee experience. If employees do not feel connected to the culture, or if the culture itself is lacking, it negatively impacts engagement and retention.

4. The impact of Gen Z on today’s workforce

During a panel discussion, moderated by Ashokh Menon, Agile Coach and Change Advisor of One Synergy Global, the conversation highlighted the unique strengths and perceptions of Gen Z in the workforce. Don Leow, CHRO of SBS Transit, shared his insights on the surprising sense of responsibility and commitment Gen Z exhibits towards meaningful work. Contrary to the stereotype of being job hoppers, he noted that when connected to an organisation’s mission and values, they demonstrate high engagement and seek roles that allow them to make an impact and grow professionally.

Uday Burra, Head of People Experience Care at Nokia, added that Gen Z values independence and possesses a strong confidence in their ability to challenge norms. He pointed out that they genuinely care about issues, often prioritising the “why” behind their work.

Gareth Poh, Regional Head of HR at C.H. Robinson, echoed the sentiment and emphasised the self-empowerment of this generation. He observed that today’s youth are not just accepting directives but are questioning the status quo. They seek to redefine boundaries, which is evident in their pursuits, such as balancing a full-time job with entrepreneurial ventures on platforms like TikTok.

5. Championing mental health in the workplace

Mental health has moved to the forefront of HR agendas, and this shift was underscored by Sian Hooper, Co-Head of HR for Asia-Pacific at Bloomberg, during her fireside chat session with Kelvin Cen, Head of South-East Asia, Bloomberg. Hooper shared statistics revealing that one in three employees across Asia, including 32% of Singapore’s workforce, experience signs of anxiety and depression. While burnout rates have slightly decreased, 24% of employees still report high levels of stress and burnout.

Hooper highlighted how Bloomberg started addressing mental health back in 2019, even before the pandemic. It began with simple yet impactful roundtable conversations among leaders to destigmatise the topic. Managers were guided on how to recognise signs of mental health struggles in their teams and were given tools to start meaningful conversations. The arrival of COVID-19 accelerated this initiative, enabling Bloomberg to implement a formal strategy around mental health and wellbeing in the workplace. She further emphasised the importance of normalising mental health discussions at all levels, as it plays a critical role in fostering a healthier, more engaged workforce.

With that, HRM Asia’s CHRO Series 2024 successfully concluded its journey across Vietnam, the Philippines, Indonesia, Malaysia, and the final stop in Singapore. We would like to express our deep appreciation to all the speakers, sponsors, and participants who contributed to the event’s success in each of these regions.

Mark your calendars for CHRO Series 2025, which will kick off on 12-13 February 2025 in the Philippines. Click here to find out more!