In this article, Priya Sunil concentrates on the viewpoints of the employer, a line manager, and a Millennial from foodpanda.
For this case study, Luc Andreani - the managing director will be the representative for foodpanda, an on-demand international food delivery service.
He thinks it is essential to have the appropriate policies in place to make sure staff strike a balance between their professional and personal life in the organization's fast-paced tech/e-commerce environment. Otherwise, they run the risk of becoming burned out and the business might lose some of its best workers.
With that view in mind, the business has put forward a number of initiatives. It provides benefits like flexible working hours and two days of working remotely each month. He says that these perks are available to not only full-time employees but part-time employees and interns as well, which they are extremely proud of . In addition to that, they also organize cross-departmental team bonding activities to encourage staff to get to know one another. Additionally, employees who have been with the company for more than a year are eligible for free training through its "Panda Learns" program.
Work-life balance is prioritized as one of the important strategies to boost organizational productivity, competitive advantage, morale, and even efficiency, according to Sri Hadisti, HR Manager at foodpanda Singapore, who represents the line manager's demographic.
She continues: Employees will be able to experience an improved sense of job satisfaction and higher motivation at work with the proper techniques in place. This will improve your employees' loyalty and dedication to the organization by fostering a work atmosphere they enjoy coming to.
Work-life balance hasn't always been simple for staff, though. Let’s take Darryl Chua for example. He is the Regional Operations Manager at foodpanda APAC and also a representative of the Millennial generation. In the past, he had trouble with managning stakeholder expectations, which negatively impacted his mood and eventually his ability to perform at work.
It took Darryl some time to realize that it’s perfectly acceptable to ask for assistance or advice when managing his workload or when he feels like his personal needs are also being affected, as these problems will definitely take a toll on his work performance. It is difficult to escape this vicious cycle, but the key is to recognize it and seek the correct guidance, he said.
In these situations, he emphasizes how important it is to get more active in the programs and set an example for others. Even if a company has a solid program in place, he adds, it will fail because the management does not accept it or actively participate in it, even while they are encouraging their employees to do so. It doesn't convey the correct message that less experienced workers are welcomed to participate in these efforts as well.
Speaking about the next priorities, Andreani states that the company is attempting to resolve the issue of individuals working "systematically long hours." The team has determined that there are two underlying causes, organizational inefficiency and employee inefficiency, with the former being given immediate emphasis.
Foodpanda intends to implement time-management training for all employees, not just for those who may be experiencing this problem, in order to tackle staff inefficiencies. He explains that you never know when you could experience job-related overwhelm, and we want to ensure that our staff has the tools necessary to help them feel empowered in their work. Additionally, the business has eliminated the need for employees to clock in or out, relieving them of tension.
He anticipates that organizational inefficiency will take more time to improve, but the team is committed to doing so. In order to prepare for the support required in the six to twelve months ahead, the leadership team has made it a priority to increase the tech team. This is a strategy that the company seeks to implement across all teams.
Finally, he reveals that the business is also fostering an office culture that prioritizes output above input, or hours, in order to put more emphasis on results than on the time required to accomplish those achievements.
Through these discussions, it has become clear that there are numerous methods to attain work-life balance, but of course a single method can’t be the answer to this question. In reality, these regulations ought to be crafted to meet the requirements of both the organization and the staff.
Overall, flexibility is encouraged, and it must be emphasized that, with each implementation, the focus should ultimately be on output rather than input—the caliber of the work produced rather than the amount of hours put in.
Source: humanresourcesonline.net
