Empowering Talent: Flexible Work Solutions for Optimal Performance

Business Case

Cartus’ work-life harmony strategy is rooted in its people-first culture, which strives to create a strong and engaged community at the workplace. Even as employees seek greater flexibility and autonomy at work, the organisation also recognises the potential to improve business outcomes through flexible working and has made flexible work arrangements (FWAs) an integral part of its company culture. 

In addition to being a powerful talent attraction and retention tool, Cartus has found that flexible working empowers and encourages individuals to find the most efficient ways of working, to excel in both their professional and personal lives. This cultivates high-performing teams in which employees are more energised, motivated and productive. 

Featured Flexible Work Arrangements

• Flexi-time (Staggered time)
  Employees may start and end work outside of the core working hours of 8.30 am to 5pm, to fulfil the required eight working hours, if work tasks are completed in a timely manner. 
• Hybrid work arrangements 
  Employees may work from home four days a week and work in the office within their teams once a week on designated ‘Hub Entry Days’.
• Creative work schedules
  Employees may opt to work from other locations for a fixed number of days each year, subject to their supervisor’s approval.  
  Employees may avail of the ‘Work Remotely from Overseas’ option where they are granted approval to work remotely from an overseas location up to four (4) days. They may also request to extend this for up to 20 working days a year, subject to approval. 

Implementation

At Cartus, the majority of the organisation’s job roles allow for flexi-place and flexi-time arrangements, empowering employees to take control of their workday through flexibility in managing their time and schedules. Even so, the senior management is actively involved in planning and providing support to ensure the long-term sustainability of FWAs.  
These are some critical factors that have facilitated the successful implementation of flexible work arrangements at Cartus.  

Implementing a goal-oriented performance management system

Goal setting plays an integral role in the organisation’s performance-driven work culture. Cartus’ performance management system requires employees to work collaboratively with their managers to set ‘SMART’ goals (i.e., Specific, Measurable, Attainable, Realistic and Time-Bound). These individual targets and objectives are aligned with the larger organisational goals, helping employees to understand how their overall performance supports business growth.

Management has found that as employees are included in determining individual work goals, they demonstrate higher levels of motivation to achieve them. Additionally, when considering FWAs, employees proactively assess how flexibility may be integrated into their work schedules without compromising productivity.  

Equipping managers to lead virtual teams

The management recognises that managing virtual teams demands a unique skill set to maintain engagement and productivity. To address this challenge, a comprehensive training program has been implemented to empower managers with the necessary tools and strategies to effectively lead remote teams.

The cornerstone of this solution is a training module on Managing Virtual teams specifically designed to equip managers with the skills and knowledge needed to excel in managing virtual teams. This training covers a range of topics, including communication strategies, remote team collaboration, performance management, and fostering a positive team culture in a virtual environment.

In addition to training, clear expectations and guidelines have been established to facilitate effective communication and collaboration within virtual teams. This includes requirements such as weekly team huddles to promote alignment and camaraderie, regular one-on-one meetings between managers and team members to provide support and feedback, and a commitment to maintaining a 2-hour response time for emails to ensure timely communication and support clients.

Maintaining employee engagement and connection 

As Cartus embraces a hybrid working model, preserving team dynamics and fostering a strong sense of connection among employees remains a top priority. Recognizing the importance of maintaining engagement in this evolving landscape, the management has implemented several initiatives to ensure that employees feel connected and supported, whether they are working in the office or remotely.

• To facilitate collaboration and interaction among team members, Cartus has introduced designated in-office days based on team schedules. These specific days encourage face-to-face discussions, brainstorming sessions, and team-building activities, fostering a sense of camaraderie and unity among colleagues.
• In addition to in-office days, regular team meetings are held to provide employees with opportunities to share insights, address challenges, and collaborate on projects.

Furthermore, Cartus has invested in IT solutions to facilitate seamless communication and collaboration among employees. Over the years, the organization has gradually transitioned from desktop computers to personal laptops, empowering employees to stay connected and productive regardless of their location. These IT solutions enable real-time communication, document sharing, and virtual meetings, ensuring that teams can collaborate effectively and efficiently, whether they are working in the office or at home.

By prioritising employee engagement and connection, Cartus is committed to fostering a positive and inclusive work environment. This proactive approach to maintaining engagement underscores the organisation’s dedication to promoting collaboration, innovation, and success in the evolving landscape of hybrid work. 

Outcomes

The outcomes of implementing Flexible Work Arrangements (FWAs) at Cartus have resulted in tangible business benefits, affirming the effectiveness of its work-life harmony strategy. These outcomes include:

• Sustained High Employee Engagement
  Cartus has maintained consistently high levels of employee engagement since 2021, indicating that FWAs have positively impacted employee satisfaction, motivation, and commitment to the organization. In 2023, Cartus scored above the national norms across all measures on its annual employee engagement survey conducted by an external analytics firm.
• Reduced Overhead Costs
  By adopting hybrid working models and optimizing office space utilization, Cartus has significantly reduced overhead costs, particularly rental expenses, by 60%. This demonstrates the cost-saving potential of FWAs.
• Improved Employer Branding
  Cartus has gained recognition for its progressive workplace practices, earning accolades such as the Winner of the Tripartite Alliance Award 2023 for Work-Life Excellence. This enhanced employer branding enhances Cartus's reputation as an employer of choice, attracting top talent and reinforcing its commitment to employee well-being.
• Enhanced Client Satisfaction
  The motivated and efficient workforce resulting from FWAs has translated into improved client satisfaction scores. Employees' ability to balance work and personal commitments effectively has led to increased productivity, responsiveness, and overall service quality, ultimately benefiting client relationships and business outcomes. In 2023, Cartus APAC clients rated their service as '99% Favourable'—an increase of four percentage points from the prior year.

Altogether, these positive outcomes underscore the success that can be achieved when a company prioritises fostering work-life excellence for its employees. Cartus' commitment to implementing FWAs as a key component of its work-life harmony strategy has not only yielded tangible business benefits but also contributed to creating a positive workplace culture, driving employee satisfaction, productivity, and organisational success.