‘Take into account workers’ feedback for the way forward’
KUALA LUMPUR: Corporate leaders want to continue promoting the work-from-home (WFH) arrangement despite no longer obliged to do so.
3M Southeast Asia Research and Development Operations leader Chan Yen Sze said it would continue to encourage employees to work from home due to logistical reasons, while monitoring their mental health status.
“The work-from-home lifestyle is not for everyone or every organisation. Some may adapt to it comfortably while others may struggle to do so.
“While the reduced commuting time could have led to employees having more time for themselves, others found it tiring and stressful as they channelled the extra time back into work tasks.
“So, throughout last year, 3M leaders and managers have been practising casual check-ins to support and protect our team’s physical and mental wellbeing.”
At the start of the Covid-19 pandemic, she said, 3M employees had to deal with challenges at home, such as facilitating virtual learning or hybrid-model school schedules, supporting family members and adjusting to a new work environment.
“Our FlexAbility programme gives the employees the power and independence to determine what, when, and where they feel most productive and comfortable,” she told the New Straits Times.
She said it allowed the employees to discuss with their supervisors to draw up an employeecentric work schedule to maximise their personal and professional productivity.
“Some examples of FlexAbility in practice include creating focused work time, making time for family needs, maintaining a healthy lifestyle, and participating in volunteer activities.
“For some employees who needed ac- cess to office facilities to achieve innovative and collaborative work, we allowed them back in phases.”
The key in deciding whether to return to the old norm, adopt a remote working arrangement, or take a hybrid solution as the companies move forward, she said, would take into account employees’ feedback and other situations.
“Customising work arrangements based on employees’ roles and personal circumstances will prepare companies for the future of work.”
MauKerja chief executive officer Ray Teng said employers needed to instil physical and remote work cultures in their staff.
“The WFH arrangement is good, but it is challenging as it requires self-discipline among employees.
“In the long run, it can lead to a decline in bonding and trust between employees and impact a company’s work culture.
“Although returning to office is welcome news for employers, they have to remain cautious and ensure their staff adhere to the standard operating procedures.”
Teng said the best option for employers was a “hybrid model”, where employees could alternately work from home and at the office.