Ultimate Guide to Work Trends 2021 - Malaysia Edition - JobStreet.com

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CONTINUE READING
Malaysia Edition

Ultimate Guide to
Work Trends 2021
REPORT 2 | HOW
CONTENT
Introduction                    02
What’s New?                     03
Report Overview                 04

Global Demographics             05

Malaysia Results                08
Demographics                    09
Job Market in Malaysia          11
Desired Working Mode            12
Job Preferences                 15
Impact of COVID-19              17

Global Results                  19
Emergence of Remote Working     20
The Future Workplace            25
Conclusions & Recommendations   27

Thank You                       31

                                 1
DECODING
GLOBAL
TALENT
The Post-COVID Job Market
We’re proud to share with you the world’s largest body of
research on work trends, delivering global scale data with
local depth. The results we are sharing with you are valid for a
minimum of 2 years.

We present this to you as part of our ongoing commitment as your No.1 Trusted Talent Partner in
Asia. These results have deep actionable insights for your market that will enable you to better
connect jobseekers to #JobsThatMatter. Following COVID-19, in this ‘New Normal’, jobs truly do
matter more than ever.

How these findings help you:                                       Presented by:
     Provide the ability to be more focused in the
     jobseekers you approach.
     Understand how relevant your company’s
     working model following the impact of COVID-19.               In partnership with:
     Discover how your company values tally with
     current trends to draw talents from different
     locations.
     Review how company culture can be adapted to
     be more appealing.

Source: 2020 BCG/The Network proprietary web survey and analysis                                   2
WHAT’S NEW?
Taking into consideration our ever-evolving employment landscape, and delivering on
the commitment to provide the richest insights, additional areas have been explored
across the 3 reports.

COVID-19                                                           New Mobility
Assessment of direct impact on current                             International Remote Hiring
working mode, employment, efficiency,                              Assessment of perception of mobility
engagement and career outlook.                                     of work (versus mobility of workers)
                                                                   following surge in remote working and
                                                                   increased possibility of remote hiring.
Sustainability
Evaluation of importance of sustainability
& climate impact to jobseekers, status                             Diversity & Inclusion
quo and room for improvement.                                      Evaluation of importance of D&I to
                                                                   jobseekers, challenges faced, status
                                                                   quo and room for improvement.

Source: 2020 BCG/The Network proprietary web survey and analysis                                             3
HOW?
WORK PREFERENCES
Key shifts have emerged in what matters to people at work and their preferred work
model, driven by trends and crisis in 2020.

This report covers the following:

1       Common and sought-after working practices

2       What people look for in an ideal job

3       COVID’s impact on the workplace

4       Importance of diversity and sustainability

Key findings globally:
     Remote working became common, flexible models are sought after.
     What people look for in an ideal job has changed due to 2020 shocks.
     COVID has impacted the workplace in terms of flexibility, collaboration, and tools.
     Diversity and sustainability are increasingly important in certain segments.

Source: 2020 BCG/The Network proprietary web survey and analysis                           4
THE DEMOGRAPHICS

LOCATION
A great amount of time and care has
gone into ensuring the scale of this report
delivers deep and actionable insights.

                       Americas        Middle East & Africa            Europe                       Asia-Pacific

 10, 000 or more
 respondents                                                           Turkey         Russia        Indonesia Philippines

 5,000 - 9,999                                                         Denmark        Spain         Singapore
                       US                                              France         Switzerland   Malaysia
 respondents
                                                                       Germany

                                       Angola                          Hungary        Serbia        China (incl. Hong Kong)
                                       Algeria                         Kazakhstan     Slovenia      Thailand
 1,000 - 4,999                         Egypt                           Netherlands    UK
                       Mexico          Ivory Coast                     Poland
 respondents
                                       Saudi Arabia                    Portugal
                                       South Africa                    Romania

                                       Cameroon          Senegal       Albania        Ireland
                                       Democratic        United Arab   Austria        Luxembourg
 500 - 999             Chile           Republic of       Emirates
 respondents                                                           Belarus
                                       Congo             Zambia        Bulgaria
                                       Jordan                          Finland

                                       Benin             Nigeria       Azerbaijan     Kosovo        Australia
                                       Gabon             Oman          Belgium        Kyrgyzstan    India
                                       Iraq              Qatar         Bosnia         Latvia        Nepal
 50 - 499              Argentina       Iran              Sudan         Herzegovina    Lithuania     Pakistan
 respondents           Brazil          Kenya             Syria         Cyprus         Sweden
                       Canada          Kuwait            Togo          Estonia        Ukraine
                                       Lebanon           Tunisia       Greece         Uzbekistan
                                       Libya             Yemen         Italy
                                       Morocco
 Less than 50          Other
 respondents           Americas        Other Middle East & Africa      Other Europe                 Other Asia & Pacific

Source: 2020 BCG/The Network proprietary web survey and analysis                                                              5
THE DEMOGRAPHICS

AGE,
GENDER &                                                                51%             47%     2%
EDUCATION
                                                                                                Prefer not
                                                                                                  to say

     49%                                        22%                       13%                 13%
                                                                         Secondary        High School
                                                                        Qualification
     Bachelor                         Master/Diploma

                                                                            2%                 1%
                                                                         Doctorate/       No Formal
                                                                          PhD/MD          Education

10                 20                  30                40        50          60         70                 80
Note: Percentage may not total 100 because of rounding

Source: 2020 BCG/The Network proprietary web survey and analysis                                              6
THE DEMOGRAPHICS

INDUSTRY                                                                             14%               8%
& EXPERTISE                                                                         Consumer      Industrial Goods

Most of them work in the consumer industry (14%),
followed by industrial goods (8%) and professional
services (7%).                                                                           7%            6%
Note: Percentage may not total 100 because of rounding
                                                                                   Professional        Retail
                                                                                     Services

      6%                             6%                            6%                    5%            4%
 Health Care                    Technology                    Financial           Public Sector   Travel & Tourism
                                                             Institutions

      3%                             3%                            3%                    2%            1%
    Energy                        Telecom                          Media            Non-profit       Insurance

                                                            Position

      1%                          25%                       Owner or Senior Management
                                                            Middle Management
                                                                                                                5%
                                                                                                                18%
                                                            Lower Management                                    25%
      Legal                         Other                   No Management Responsibilities                      52%

Source: 2020 BCG/The Network proprietary web survey and analysis                                                  7
DECODING
GLOBAL
TALENT
MALAYSIA
The value of this report is that it deep
dives into your market to deliver excellent
local insights.

Respondents:

   5,649
Key findings:
Among respondents in Malaysia, the
difference between those working
completely remote during the
pandemic and those preferring to do
so is only 2%, the lowest among
Singapore, Indonesia, Thailand,
Philippines, and Hong Kong.

Source: 2020 BCG/The Network proprietary web survey and analysis   8
THE DEMOGRAPHICS

AGE,
GENDER &                                                                49%             48%        3%
EDUCATION
                                                                                                    Prefer
                                                                                                   not to say
                                                                                                    & other

      50%                                          8%                       9%                30%
                                                                         Secondary            Master/
                                                                        Qualification         Diploma
    Bachelor                              High School

                                                                            1%                 2%
                                                                         No Formal        Doctorate/
                                                                         Education         PhD/MD

        20                    30                        40         50           60            70
Note: Percentages may not total 100% due to rounding.

Source: 2020 BCG/The Network proprietary web survey and analysis                                                9
THE DEMOGRAPHICS
                                                                   Non-profit

INDUSTRY                                                           Legal

& LIVING
                                                                   Media

                                                                   Travel & Tourism

SITUATION                                                          Insurance

                                                                   Energy

                                                                   Telecommunications

                                                                   Public Sector

       98%                                         2%              Retail

                                                                   Health Care

                                                                   Financial Institutions
         Native                                   Expat.
                                                                   Industrial Goods

                                                                   Technology

                                                                   Professional Services

                                                                   Consumer Products
                                                                   & Services
                                                                   Other
Note: Percentage may not total 100 because of rounding

Source: 2020 BCG/The Network proprietary web survey and analysis                        10
JOB MARKET
IN MALAYSIA
Before, during and after COVID-19
The difference between people working
remotely & on-site combined before and during
the pandemic is only 2%.

   How people worked before                        How people worked at the time            How people want to work
        the pandemic                                 of the survey (end 2020)                 if given the choice

                                                                                                      68%

                            49%
              40%                                                  42%
                                                                            35%
                                                   23%                                   25%
 11%                                                                                                                7%
Completely   Combination Completely               Completely   Combination Completely   Completely   Combination Completely
  Remote       of remote   on-site                  Remote       of remote   on-site      Remote       of remote   on-site
              and on-site                                       and on-site                           and on-site

Source: 2020 BCG/The Network proprietary web survey and analysis                                                          11
DESIRED
WORKING MODE
Job roles
                                                     Working mode before COVID-19 pandemic         Working mode during COVID-19 pandemic

                      IT & Technology
                      Digitalisation & Automation
Digital & knowledge

                      Consulting
    -based jobs

                      Marketing & Communication
                      Media & Information
                      Arts & Creative Work
                      Science & Research
                      Law
                      Management
                      Finance & Auditing
                      Sales
Traditional
office jobs

                      Human Resources
                      Customer Service
                      Purchasing & Logistics
                      Administration & Secretarial
                      Engineering & Technical Jobs
social jobs

                      Service Sector
Physical &

                      Social Care
                      Health & Medicine
                      Manual Work & Manufacturing
                                                     0%     20%     40%       60%    80%     100% 0%      20%     40%    60%     80%       100%

                                                          Completely remote         Combination of remote & on-site      Completely on-site

In the digitalisation and automation industry, those who work completely remote and
remote & on-site combined is more than 90%, up from 60% before the pandemic.

 Source: 2020 BCG/The Network proprietary web survey and analysis                                                                           12
DESIRED
WORKING MODE
Where and when by demographics

Desired flexibility in where work gets done                              Desired flexibility in when work gets done

Global         24%        9%       25%           23%       7%    11%     Global          20%                 44%                 36%

Malaysia        25%      10%          33%            20%        4% 7%    Malaysia        25%                 50%                 26%

Female          25%      11%          34%            19%        4% 7%    Female          23%                 49%                 28%

Male            25%      10%          33%            22%        4% 6 %   Male            26%                 50%                 24%

Days spent remotely per week      5      4   3   2     1   0             Working hours         Completely flexible
                                                                                               Combination of fixed & flexible
                                                                                               Completely fixed

Respondents in Malaysia wanting to work remotely for 5 days a week is 25%, very close
to the global average of 24%.

Source: 2020 BCG/The Network proprietary web survey and analysis                                                                       13
DESIRED
WORKING MODE
Where and when by job role
                                                     Desired flexibility in where work gets done        Desired flexibility in when work gets done

                      IT & Technology
                      Digitalisation & Automation
Digital & knowledge

                      Consulting
    -based jobs

                      Marketing & Communication
                      Media & Information
                      Arts & Creative Work
                      Science & Research
                      Law
                      Management
                      Finance & Auditing
                      Sales
Traditional
office jobs

                      Human Resources
                      Customer Service
                      Purchasing & Logistics
                      Administration & Secretarial
                      Engineering & Technical Jobs
social jobs

                      Service Sector
Physical &

                      Social Care
                      Health & Medicine
                      Manual Work & Manufacturing
                                                     0%       20%       40%   60%      80%         100% 0%     20%      40%      60%        80%      100%

 Days spent remotely per week                5   4    3   2    1    0                          Working hours          Completely flexible
                                                                                                                      Combination of fixed & flexible
                                                                                                                      Completely fixed

 Workers surveyed in the digitalisation and automation industry want to work at
 least 1 day remotely. None of them want 5 full days in office.

 Source: 2020 BCG/The Network proprietary web survey and analysis                                                                                     14
JOB PREFERENCES
Financial compensation is the most important
Financial compensation tops the list when it comes to the job preferences of
respondents in Malaysia. This result is shared with Thailand and Hong Kong.

                    Malaysia 2018                                    Malaysia 2020                                   Global 2020

 #1       Good work-life balance                          Financial compensation                           Good relationship with colleagues

 #2       Career development possibilities                Good work-life balance                           Good relationship with superior

 #3       Learning & skills training                      Good relationship with colleagues                Good work-life balance

 #4       Good relationship with colleagues               Financial stability of employer                  Financial compensation

 #5       Good relationship with superior                 Good relationship with superior                  Financial stability of employer

 #6       Financial compensation                          Appreciation for work                            Appreciation for work

 #7       Appreciation for work                           Job security                                     Job security

 #8       Financial stability of employer                 Career development possibilities                 Learning & skills training

 #9       Job security                                    Learning & skills training                       Career development possibilities

#10       Company values                                  Flexible schedules & workplaces                  Interesting job content

Note: Score calculated as average of answers ranging from 1 (not important at all) to 4 (very important)

Source: 2020 BCG/The Network proprietary web survey and analysis                                                                              15
SOCIAL AND
ENVIRONMENTAL
VALUES
The difference of young people concerned about environmental responsibility
and diversity and inclusion is only 1% - the smallest compared to Singapore,
Indonesia, Thailand, Philippines, and Hong Kong.

Environmental responsibility                                       Diversity and inclusion
Issue of environmental responsibility                              Issue of diversity and inclusion became more
became more important over the last year                           important over the last year

   80%                 83%                      69.6%                83%            84%                68.7%
   Total         Young People                  Globally              Total     Young People           Globally

Would exclude companies that don't match                           Would exclude companies that don't match
their beliefs in environmental responsibility                      their beliefs in diversity and inclusion

   65%                 67%                      51.7%                66%            66%                51.4%
   Total         Young People                  Globally              Total     Young People           Globally
Note: 'Young people' are respondents below 30 years old

Source: 2020 BCG/The Network proprietary web survey and analysis                                                 16
IMPACT OF COVID-19
ON THE WORKPLACE
Malaysia is one of the few countries where every working aspect has been
affected positively by COVID-19.
                                                                                                                    Global

Use of digital tools                                                                                         0.73   0.56

Flexibility in when                                                           0.39                                   0.17
and where to work

Team collaboration                                             0.28                                                 0.04

Effectiveness                                               0.25                                                    -0.02

Quality and style                                        0.24                                                       -0.08
of leadership

Work-life balance                                    0.20                                                           -0.08

Wellbeing of employees                               0.20                                                           -0.24

Score colour key           < -0.2        -0.2 to -0.06        -0.05 to 0.05       0.06 to 0.2        > 0.2

Note: Score calculated as average of answers ranging from +2 (strongly positive) to -2 (strongly negative)

Source: 2020 BCG/The Network proprietary web survey and analysis                                                            17
IMPACT OF COVID-19
ON THE WORKPLACE
BY JOB ROLES
 Media and information is the most adversely affected industry by COVID-19 in Malaysia.
 The worst hit aspect is quality and style of leadership.

                                                                      Flexibility in
                                                        Use of       when & where        Team                          Work-life   Quality & style Wellbeing
                                                     digital tools      to work      collaboration Effectiveness       balance     of leadership of employees
                      IT & Technology                     0.92           0.58           0.29            0.31             0.31          0.21          0.25
                      Digitalisation & Automation         1.04           0.62           0.42            0.39             0.27          0.44          0.40
Digital & knowledge

                      Consulting                          0.97           0.63           0.33            0.30             0.35          0.31          0.13
    -based jobs

                      Marketing & Communication           0.79           0.46           0.28            0.28             0.17          0.24          0.24
                      Media & Information                 0.52           0.00           0.05            0.24             -0.19         -0.24        -0.05
                      Arts & Creative Work                0.66           0.22           0.18            0.28             0.31          0.28          0.28
                      Science & Research                  0.94           0.30           0.14            0.13             -0.03         0.06          0.11
                      Law                                 0.75           0.31           0.09            0.10             0.03          0.05         -0.03
                      Management                          0.85           0.41           0.33            0.22             0.19          0.28          0.19
                      Finance & Auditing                  0.70           0.44           0.29            0.26             0.19          0.24          0.23
                      Sales
Traditional
office jobs

                                                          0.70           0.39           0.23            0.20             0.19          0.21          0.24
                      Human Resources                     0.87           0.43           0.35            0.41             0.25          0.32          0.28
                      Customer Service                    0.59           0.30           0.36            0.31             0.15          0.19          0.14
                      Purchasing & Logistics              0.69           0.36           0.30            0.30             0.21          0.30          0.21
                      Administration & Secretarial        0.47           0.25           0.21            0.21             0.16          0.16          0.15
                      Engineering & Technical Jobs        0.75           0.38           0.23            0.17             0.21          0.27          0.20
social jobs

                      Service Sector
Physical &

                                                          0.61           0.23           0.27            0.19             0.04          0.18          0.06
                      Social Care                         0.50           0.29           0.43            0.43             0.29          0.14          0.21
                      Health & Medicine                   0.68           0.26           0.48            0.38             0.26          0.27          0.18
                      Manual Work & Manufacturing         0.49           0.36           0.34            0.15             0.14          0.26          0.22

 Score colour key                    < -0.2     -0.2 to -0.06         -0.05 to 0.05       0.06 to 0.2          > 0.2

 Note: Score calculated as average of answers ranging from +2 (strongly positive) to -2 (strongly negative)

 Source: 2020 BCG/The Network proprietary web survey and analysis                                                                                           18
GLOBAL
POST-COVID
JOB MARKET
A Remote Future Workplace
This section will explore the impact of COVID-19
with there being a major shift in work models,
practices, and core values. However the pandemic
was not the only major trend that influenced
people's preferences. Social movements and
environmental challenges like the Australian
bushfires also made an impact.

Source: 2020 BCG/The Network proprietary web survey and analysis   19
THE EMERGENCE
OF REMOTE WORKING
                              Before COVID-19                               During COVID-19

                                                69%                        51%
                          31%                                                                  48%
                                                                                 32%
                                 24%
                                                                   19%
                   7%
                 Completely     Combination    Completely          Completely   Combination    Completely
                   Remote         of remote      on-site             Remote       of remote      on-site
                                 and on-site                                     and on-site

The first topic relates to the biggest change for many people – the rise of remote working.
     When the survey was taken (Nov-Dec 2020), over half of respondents were working fully or
     partially remotely (versus 31% before COVID).
     This depends heavily on the job role. The same ratio in digital/knowledge jobs (like IT, consulting,
     or science) is closer to 70%, while in jobs that require physical or social interaction (like
     manufacturing, health care, or social work) is around 34%.
     Countries with either high COVID cases or with already developed digital working practices and
     infrastructure have the highest percentage of people working remotely (mostly Western Europe).
     Workers in countries with lower COVID caseload and/or less readiness for remote work are less
     likely to be working from home, e.g. China, Africa.

Source: 2020 BCG/The Network proprietary web survey and analysis                                            20
A DESIRE FOR
FLEXIBILITY
                                                      89%

           24%                                       25% 23%

                                  9%                                                                   11%
                                                                                          7%
                 5                   4                    3                   2             1           0    (days)
              Completely remote             Combination of remote & on-site       Completely on-site

If given a choice, most people would like to have some flexibility in where work gets done (89%), but
only 24% would go fully remote. People still prefer to be in office a few days a week.
     This desire is not that different across job roles. Even people in social and physical jobs would like
     to have at least some work-from-home days – but it may be less feasible to provide this to them.
     Countries where most people could imagine not going to the office at all (5 days remote work) are
     in Africa, Middle East, and also in the US.
     Meanwhile, Western European respondents are the least interested in spending all their time at
     home, and would prefer a couple days in the office.
People also desire flexibility in WHEN work gets done. In total, 64% of respondents would like some
or full flexibility in defining their working hours.

Source: 2020 BCG/The Network proprietary web survey and analysis                                                      21
IMPACT OF COVID
ON WORK PRACTICES                                                                                                                   Total Score
                                                                                                                                     (Average)

Use of digital tools                               4% 7%        17%             17%                 35%                       19%      0.56

Flexibility in when                   8%           15%          20%             20%                27%                  11%            0.17
and where to work

Effectiveness                   8%            20%               21%             21%                23%             8%                  0.04

Team collaboration             9%             21%               20%             20%                23%         7%                     -0.02

Work-life balance             10%            20%                22%             22%                19%        6%                      -0.08

Quality and style
                              11%             22%               19%             19%            21%            8%                      -0.08
of leadership
Wellbeing of
                        13%                  28%                 18%            18%          17%         6%                           -0.24
employees

Score colour key         Strongly Negative           Negative         Neutral     Positive     Strongly Positive

Apart from the time and location of work, COVID-19 also impacted how people collaborate and their
work-life balance.
     Most people experienced a positive impact on their use of digital tools, especially those in
     knowledge-based jobs.
     The average impact on effectiveness and collaboration was rather neutral.
     However, most workers experienced a negative change in their well-being, especially those in
     physical or social jobs, where they had to continue working in person despite the higher risk.
     Interestingly, no major differences between genders or people with/without children could be
     discerned.

Source: 2020 BCG/The Network proprietary web survey and analysis                                                                              22
SHIFTS IN WHAT
MATTERS TO PEOPLE
AT WORK
    Rank                           2014                                        2018                               Today

     #1                  Appreciation for your work           Good relationship with colleagues      Good relationship with colleagues

     #2              Good relationship with colleagues                Good work-life balance          Good relationship with superior

     #3                    Good work-life balance              Good relationship with superior            Good work-life balance

     #4               Good relationship with superior                Learning & skills training          Financial compensation

     #5                Financial stability of employer                  Career development            Financial stability of employer

     #6                     Career development                     Financial stability of employer      Appreciation for your work

     #7                         Job security                                Job security                       Job security

     #8                   Financial compensation                      Financial compensation             Learning & skills training

     #9                    Interesting job content                  Appreciation for your work             Career development

    #10                       Company values                          Interesting job content             Interesting job content

During a global crisis, it's not surprising that people also re-think the core values they desire in a job.
     Compared to 2018, financial compensation and stability have increased in importance.
     Meanwhile, learning and development got deprioritised.
     However, the top 3 factors people look for in a job are still related to culture, relationships and
     work-life balance. Appreciation for one's work is also rated higher now.

Source: 2020 BCG/The Network proprietary web survey and analysis                                                                        23
SHIFTS IN WHAT
MATTERS TO PEOPLE
AT WORK
Environmental responsibility                                           Diversity and inclusion
Issue of environmental responsibility                                  Issue of diversity and inclusion became more
became more important over the last year                               important over the last year
                      By age group (years old)                                          By age group (years old)
                       77%     73%     68%       66%     68%     67%                     73%     74%     68%       64%     61%     59%

   69.6%                                                                 68.7%
                       60                     60

Would exclude companies that don't match                               Would exclude companies that don't match
their beliefs in environmental responsibility                          their beliefs in diversity and inclusion
                      By age group (years old)                                          By age group (years old)

   51.8%                                                                 51.4%
                       58%     55%     51%       48%     47%     49%
                                                                                         53%     54%     52%       49%     47%     47%

                       60                     60

COVID-19 was not the only major trend that influenced people's preferences. Social movements such
as MeToo or BlackLivesMatter, and environmental challenges like the Australian bushfires also made
an impact.

     ~70% of respondents agreed that the issue of environment and diversity become more important
     to them recently.
     And >50% would actually refuse to work for employers that do not meet their beliefs.

Source: 2020 BCG/The Network proprietary web survey and analysis                                                                     24
THE
                             FUTURE
                             WORKPLACE

Source: 2020 BCG/The Network proprietary web survey and analysis   25
HOW TO BUILD AN
ATTRACTIVE FUTURE
WORKPLACE
The crisis prompted jobseekers to re-evaluate what they want from work – not only the
work location (remote vs. on-site), but also the work practices, values, relationships
they seek.

Employers must adapt to stay competitive. While many employees may be afraid to
change jobs during a crisis, for others (often the best talent) this is an opportunity to
reflect and search for new employers.

Being a pioneer in meeting these expectations can
put firms in the frontline in the war for top talent.

Source: 2020 BCG/The Network proprietary web survey and analysis                            26
CONCLUSION 1

DEVELOP A
THOUGHTFUL REMOTE
WORKING STRATEGY
What workers want:
     Data shows that workers in all job roles desire at least some level of flexibility – but it may not be
     easy to provide this, or managers may not be ready.
     A previous survey shows managers expect 65% of employees to work partially remotely after
     COVID, but our findings show that 89% of employees expect this!

How to meet them:
Carefully consider what model works for which job role.
     Evaluate "remoteability" of job families based on infrastructure need, frequency of interaction
     with stakeholders, etc.
     Think in different personas, the activities they perform, the experiences they go through, and how
     remote work may affect them.
     Models may range from offering remote working as a perk (few days a week based on request in
     selected job roles) to moving to remote work by design (where most employees work from home
     and come to office only for special occasions).

Source: 2020 BCG/The Network proprietary web survey and analysis                                          27
CONCLUSION 1

DEVELOP A
THOUGHTFUL REMOTE
WORKING STRATEGY
Balance governance and flexibility.
     Introduce guidelines on what working models are available under what circumstances, and how
     to request.
     Leave space for individual employees to decide on what they personally prefer.
     Workers who can't benefit from remote working due to the nature of their jobs may feel
     disadvantaged, which can cause huge imbalance within the same company. Consider offering
     them different benefits, e.g. provide good health services, or additional days off.

Ensure the right enablers are in place.
     New collaboration tools and mechanisms
     (e.g. asynchronous instead of meeting-based, virtual agile stand-ups, etc.).
     Right infrastructure at home and office
     (e.g. financial support for home office set-up, hybrid meeting rooms, etc.).
     Virtual learning solutions.

Pilot and monitor success.
     Think in smaller experiments before full rollout of new policies.
     Continuously monitor employee engagement, experience,
     output, and adjust models as needed.

Source: 2020 BCG/The Network proprietary web survey and analysis                                   28
CONCLUSION 2

BUILD A VALUE-BASED
WORKPLACE CULTURE
What workers want:
     Cultural elements such as relationships, appreciation for work, and work-life balance are still top
     importance for workers, even when working virtually.
     Meanwhile, majority felt their well-being suffered during the last year.
     Social and environmental issues are increasingly important, especially for younger generations.

How to meet them:
Enabling leaders to succeed in the new world.
     Post-COVID leadership models will be different, multi-faceted – leaders
     need to be able to use their head, heart and hands.
     Trust is essential, the crisis has shown that people will still perform even
     without being continuously monitored.
     Leaders must be technology champions to enable bionic organizations
     to emerge & support switch to virtual work.

Source: 2020 BCG/The Network proprietary web survey and analysis                                           29
CONCLUSION 2

BUILD A VALUE-BASED
WORKPLACE CULTURE
Encourage virtual connections.
     Informal communication needs to be formally organized (e.g. buddy system, virtual watercooler
     chats, team evenings on zoom, etc.).
     Set up virtual team routines (e.g. morning coffee, evening checkout, etc.).
     Ensure regular feedback on how employees feel and perform, both through surveys/apps and in
     person with leaders.

Focus on employee well-being holistically.
     Provide mental health offering: measure stress levels, design well-being programs.
     Improve physical health standards and build socially distanced work areas.
     Improve health services and insurance offers.

Get serious about social and environmental issues.
     Take a proactive stand on social issues that matter to the company.
     Encourage employees to speak up and contribute, e.g. provide time off for social impact activities.
     Set targets, monitor KPIs and adhere to high diversity & inclusion and environmental standards.
     Upgrade employer brand to reflect these values.

Source: 2020 BCG/The Network proprietary web survey and analysis                                      30
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                                           REPORT 1
                                           Where? Mobility
                                           COVID has completely re-drawn the world map and
                                           the very definition of workforce mobility.

                                           COMING SOON
                                           REPORT 3
                                           What? Labour market shifts
                                           Recent crisis had a significant employment impact on
                                           a set of job roles and career paths, and led to shifts in
                                           jobs people seek and high willingness to retrain.

                                                                                                   31
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