To successfully shift from remote working to in-person working, employers should prioritise employee experience over traditional perks to keep and attract staff
By Adrian Bebbington Wong
Hybrid work has become a polarising topic for employees and business executives of late. The former often seek more free time for family and personal interests, while the latter worry about potential impacts on productivity, business continuity, competitiveness, and profitability. Many organisations are still navigating the complexities of creating balanced and effective hybrid work models, and remain unsure about how to progress these.
Once in fashion in the aftermath of the COVID-19 pandemic, hybrid work models have become unpopular among swathes of business executives. In September 2024 for example, Amazon announced a return-to-office mandate requiring employees to work in-person five days a week. CEO Andy Jassy said the move was a means to strengthen the firm’s culture. The decision sparked debates and speculation about a “backdoor layoff”.
Matt Garman, CEO of Amazon Web Services, later suggested that employees unwilling to comply could seek employment elsewhere. Garman claimed that nine out of ten employees supported the change, yet over 500 Amazon employees signed a letter opposing the mandate.
In Singapore, discussions about a four-day workweek have gained traction, but as of yet have failed to materialise. A survey by the Singapore National Employers Federation (SNEF) found that only 5% of employers were willing to implement a four-day workweek. Yet 79% rejected the idea outright, with 16% stating they would consider it but were not ready to act.
Such statistics give the impression that workplace wellness is a less pressing concern today than it was a few years ago, despite company executives typically showing concern for employee mental health. As organisations shift their focus, are they prioritising the right strategies to encourage employees to return to the office, or are they relying too heavily on traditional perks like gym memberships to keep and hire workers?
Whether your company is considering retracting its remote working policies, or planning to impose strict in-person working, below are six strategies to bolster employee wellness, with the goal of successfully retaining and attracting staff.
1. Prioritise employee experience
Whether or not hybrid working is the ideal solution for your company, prioritising employee experience is a sound strategy. Conduct surveys to gather employee feedback, and use this data to inform decision-making. Employees who feel heard are more likely to be engaged and satisfied.
2. Create a human-centric environment
If the goal of in-person working is to strengthen culture, actions should align with that intent. For example, adopting a well-organised hybrid model — where all employees work in the office on the same days — can enhance collaboration and maximise productivity during in-person interactions.
Award-winning workplace design firm M Moser Associates recently revamped McDonald’s Hong Kong office to demonstrate the power of intentional design. The new workplace brings people together in a human-centric environment that supports mental, physical, and emotional well-being, promoting wellness and making employees feel cared for.
3. Address presenteeism
Presenteeism, where employees are physically present but not fully productive due to mental health challenges, is a significant concern. According to the World Health Organization, depression and anxiety cost the global economy US$1 trillion in lost productivity annually.
Organisations are mitigating presenteeism by adopting digital tools to support employee well-being. For example, mental health resources and wellness initiatives can help employees manage stress and maintain focus.
4. Leverage digital technology
With Gen Z expected to comprise 25% of the Asian workforce by 2025, forward-thinking HR professionals must embrace digital solutions to provide a modern workplace experience.
Indeed, beyond traditional wellness programmes, businesses are increasingly using technology to enhance mental and physical health.
Digital mental health platforms and employee engagement apps can create a comprehensive employee experience, contributing to an attractive employee value proposition (EVP). A strong EVP not only attracts top talent, it also boosts retention and productivity among current employees.
5. Emphasise bottom-up communication
Internal communication and employee engagement are more important than ever: companies with engaged employees outperform those without by 202%.
A bottom-up approach — where employee feedback shapes leadership decisions — can foster a positive workplace culture. While email remains a reliable communication tool, it should be open, thoughtful, and aligned with company values. Leaders should encourage two-way dialogue to ensure transparency and inclusivity. They should view this as an investment, and collaborate with various communities within the organisation to better understand the unique challenges faced by individuals or smaller cohorts.
6. Keep communication ongoing
Return-to-office announcements shouldn’t be one-time memos. Leaders should actively engage their teams in two-way dialogue to share updates and create an upward channel for employees to voice suggestions, thoughts, and concerns about new work arrangements.
As a full-service communications consultancy, Belmont is well positioned to support your communications needs, whether externally facing or to amplify internal messaging. To learn more about our suite of services, talk to us.