42% of HR leaders say it’s difficult to involve managers in driving meaningful change

New report: EngageRocket and NTUC find that work-life harmony is directly correlated to employee engagement but Singapore businesses adopting WLH strategies is lagging

42% of HR leaders say it’s difficult to involve managers in driving meaningful change

A new report from EngageRocket, the National Trades Union Congress (NTUC) and NTUC U Women and Family, has found that work-life harmony (WLH) is directly correlated to employee engagement but Singapore businesses adopting WLH strategies is lagging.

The survey of 3300+ people across 10 industries, found that 42% of HR administrators find it difficult to involve managers in taking action that can drive meaningful change in their organisation.

“The likely antidote for promoting the implementation of WLH strategies is buy-in from top management. Involving them as sponsors of the schemes is crucial as WLH strategies may involve a change in ways of doing business. Since champions of the strategies understand the needs of employees and how the change can positively impact the organisation, they are more likely to secure buy-in by integrating the needs and benefits from both sides, said Kris Ong, Senior HR Manager at SLS Bearings and participant in the WLH Survey program.

The report also found that work-life harmony is directly correlated to employee engagement - those who have managed to achieve greater degrees of harmony are more engaged. 32% of employees with high work-life harmony satisfaction are engaged and willing to recommend their workplace to others.

“Work-life harmony has a clear effect on employee engagement. When one experiences anxiety or stress at work to the point of feeling overwhelmed, it affects our ability to think about, focus, and do the right things,” said Ong.

However, employers should be mindful that one work-life strategy does not fit all, the report suggests that organisations should consider different schemes that can benefit different segments and take care not to neglect any specific segment.

According to the study, employee support schemes have the highest impact on work-life harmony - but are adopted the least. Additionally, enhanced leave provisions and flexible work arrangements can also have a positive impact.

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