employees

When Office Naps Backfire

By Deanna Bonaparte

Some would stand by the notion that getting a quick shut-eye in the middle of the day helps to raise productivity levels in the later half. In fact, a number of leading companies offer nap rooms and encourage afternoon naps in an effort to raise levels of engagement and focus among employees. MetroNaps, a New York company that produces ‘sleeping pods’ resembling space-age lounge chairs, sees leading companies like Google, Huffington Post and Cisco Systems requiring their resources. Employers eager to appeal to employees who want their work to be validated with a good work life balance have no qualms about allowing them some time off their desks for an afternoon nap. But lurking behind these comfortable lounge chairs and afternoon naps are some surprising drawbacks. (Read More Here!)

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When Companies Force You to Resign

By Deanna Bonaparte

The nature of a resignation implies that you are leaving a company entirely out of your own accord. But what happens if your company resorts to artful, unscrupulous means to bulldoze you out of the picture? Do you brave the winds and remain firm or crumble under the pressure and resign? Although it might sit better with prospective employers when they learn that you resigned instead of being dismissed, a thorny situation like this requires you to stay calm and think through the ups and downs of both outcomes. (Read More Here!)

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When Your Employees' Transgressions Become Your Own

By Desiree Yang

A company’s employees are a reflection of management and their unique brand of leadership – they are essentially the management’s responsibility. Hence, when an employee makes a mistake, a portion of the blame will always land squarely on the shoulders of management no matter the nature or severity of the blunder. And since it is near impossible for managers to be aware of every single thing that goes on in their department – especially if it is a large one – it is indeed a bitter pill to swallow when they find themselves having to answer for their employees’ missteps. Fortunately, there are practical steps that managers can take to tackle such sticky situations. (Read More Here!)

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Multi-Generational Worforces

By Desiree Yang

Singapore was dubbed ‘a wealthy nation that can’t afford to retire’ in an article published by CNBC in February last year, with factors such as the high cost of living and increased life expectancy being cited as reasons why many individuals continue working past the statutory minimum retirement age of 62 years. To add on, the Singapore Government has promised to increase its efforts to support citizens who wish to continue working past their retirement age. The Retirement and Re-Employment Act (RRA) was amended to require employers to offer re-employment to eligible employees who turn 62, up to age 65. In addition, other efforts have been put in place to support citizens who want to work longer – the construction of the Devan Nair Institute, a seven-storey complex located in Jurong East, will provide a wide range of sectorial and generic skills-training opportunities. (Read More Here!)

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Why You Should Be Able to Discuss Your Pay Openly

By Desiree Yang

The discussion of salaries among employees has always been viewed as a huge workplace taboo. It is a highly sensitive topic, with the potential to lead to ill will and feelings of resentment. However, the silence surrounding employee pay is to the detriment of employees – for instance, it enables inequitable pay between different genders or ethnicities to persist. (Read More Here!)

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Old is Gold - Traditional Networking vs LinkedIn

By Desiree Yang

Employees are the cogs and wheels in a company’s growth engine, and the right employees in the right position will keep this engine chugging along merrily. It is no wonder that it is a top priority at many companies to actively source for and recruit talent, especially for leadership positions in the organisation. (Read More Here!)

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Why Companies Should Have Family-Friendly Workplaces

By Desiree Yang

The total fertility rate in Singapore has been on the decline for many years now and as of last year, it stood at 1.19. While the government has made efforts to boost birth rates by rolling out policies like the Marriage and Parenthood Package, Singaporeans have remarked that the package still does not adequately address their concerns and struggles (e.g. having difficulty balancing work and family commitments), even with the enhancements that were introduced in 2013. The solution then just might lie with addressing the root of their concerns – the workplace. A company’s employees are its greatest asset, and an office of motivated, satisfied and focused employees is a successful and productive one. However, employees often have a lot more on their minds than just hitting their key performance indicators (KPI) for the quarter, especially so for those who are parents or caregivers. (Read More Here!)

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Why Companies Should Encourage Employees To Go On Leave

By Desiree Yang

Just last year, the Singapore Business Review found that more than 50 per cent of Singaporeans are (self-confessed) workaholics. If that weren’t enough, come this year, they’re apparently an unhappy bunch too. The article, published on CNBC in June, stated that almost half of the employees in Singapore do not think they have the perfect job – with three quarters of them seeing their job only as a way to rake in the dough. By the sound of these figures, many of these workers are in desperate need of a vacation. However, a 2012 The Straits Times article found that eight in 10 Singaporeans do not clear their annual leave. One possible reason for this is the fear – perhaps not unfounded – that they have of being judged unfavourably by their colleagues and bosses if they do so. (Read More Here!)

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Tuning In To Your Employees’ Emotions

By Deanna Bonaparte

In the past, managers were traditionally expected to take a stern no-nonsense approach to any employee who happened to have an emotional reaction in the office. After all, they could not afford to condone behaviour that might potentially thwart said employees’ focus and bring down the team’s morale and productivity. They recognised that unchecked emotions opened the gateway to unprofessionalism, unsavoury office politics and unhappiness among co-workers. As they rationalised it, workers were here to work, not to be mollycoddled or soothed. But the practice of managing people has undergone a paradigm shift in recent years, where the intuitive and compassionate manager of people is increasingly favoured over the harsh taskmaster. An increasingly valued skill in managers today is the ability to tune in to their employees’ emotions and state of mind, identify potential problems and act accordingly. (Read More Here!)

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Convincing Employees to Grow with the Company

By Koh Wanzi

Many young professionals on the job market today view a job change as a move on to greener pastures, and more often than not, a new job does indeed net them higher salaries. They argue that switching jobs allows them to climb the corporate ladder faster, whereas staying with the same company could have them waiting longer for a raise or promotion. (Read More Here!)

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