S’pore bosses conflicted over employee work-life boundaries & productivity, new survey shows

The struggle between respecting work-life boundaries and maintaining productivity is a growing issue in Singapore’s business landscape. 

According to The Independent Singapore, a recent survey by Indeed revealed that while many employers recognise the need to protect employee well-being, concerns about productivity losses still dominate. 

Let’s take a closer look at what the data reveals about this ongoing conflict.

Employers fear productivity loss despite awareness

According to the survey, a staggering 88% of employers in Singapore are aware that failing to respect work-life boundaries could lead to talent loss. 

In today’s competitive job market, employee well-being is no longer just a nice-to-have; it’s becoming a necessity for retention.

However, despite this awareness, 78% of employers still worry that not being able to contact employees outside of working hours would negatively impact productivity. 

This reveals a conflict: how do employers balance the need for constant availability with the necessity of healthy work-life boundaries?

Burnout, turnover, and talent loss

Regular disruptions to personal time are having serious consequences for both employees and businesses. 

The survey found that such disruptions contribute to higher rates of burnout, lower employee engagement, and, ultimately, increased turnover. 

Employees feeling overwhelmed and unable to disconnect are more likely to leave, creating further challenges for businesses to retain top talent.

Nearly half of the surveyed employees (46%) said they would consider quitting their jobs if their right to disconnect was ignored by their employer. 

This shows just how crucial it is for companies to draw clear lines between work and personal life.

The impact on health and personal life

Beyond burnout, after-hours work communications are also taking a toll on employee health. 

A significant 59% of respondents said that their personal lives were negatively affected by work-related interruptions, while 37% reported that these disruptions had impacted their mental and physical health. 

It’s clear that this constant connection is having long-term effects that extend far beyond the workplace.

Saumitra Chand, a career expert at Indeed, highlighted the importance of embracing boundaries, stating, “In today’s talent-driven market, boundaries aren’t a weakness; they’re a competitive advantage. Companies that allow structured downtime will not only attract top talent but also create a thriving, healthy work culture.”

Singapore’s work culture is already pushing limits, with the average worker clocking in 44 hours per week—well above the traditional 40-hour mark. 

This extended work time makes it even more crucial for companies to establish clear work-life boundaries to protect their employees’ health and prevent burnout.

And it appears that even hybrid work arrangements don’t do much to alleviate these challenges, as Singaporeans seem less satisfied with hybrid work arrangements compared to their global counterparts. 

A report by Unispace showed that only 78% of Singaporean employees were content with hybrid work models, significantly lower than the global average of 87%.

Why is hybrid work less satisfying?

In another report by The Independent Singapore, experts have pointed out several reasons for this dissatisfaction. 

Jianhan Qiu, Principal of Strategy at Unispace Asia, suggested that Singaporean employees are spending more time in the office than they would prefer. 

On average, workers spend 3.7 days in the office each week, while they would rather limit this to 2.6 days. This mismatch between expectation and reality is a source of tension.

Additionally, there are generational differences in how hybrid work is approached. Older employees tend to work more from the office, while younger Gen Z employees lean towards flexible work options. 

This generational divide can lead to feelings of pressure and dissatisfaction among younger employees who may prefer a more adaptable schedule.

The need for flexibility and employee-centered policies

Experts agree that flexibility is key to improving employee satisfaction. Qiu noted that 87% of employees would consider spending more time in the office if flexible start times were an option. 

Furthermore, 92% of Singaporean employees expressed interest in experimenting with a four-day workweek.

Saikat Chatterjee, Senior Director in the Gartner HR Practice, added that the erosion of work-life balance is a major cause of dissatisfaction among Singaporean workers. 

While employees value the autonomy they experienced during the pandemic, the return to office life has been fraught with logistical challenges, such as booking meeting rooms and managing technology. 

As companies push for office attendance, it’s essential to recognise that this may not lead to better performance or engagement.

What can employers do?

To address these issues, companies need to involve employees in shaping hybrid work policies that reflect the diverse needs of different departments and functions. 

As Chatterjee noted, “Organisations need to engage and involve employees in co-developing their hybrid policy.” By customising these policies, employers can create a work environment that accommodates a wide range of needs and preferences.

Furthermore, improving workplace design to include more collaborative spaces, quiet areas, and natural light could significantly enhance employee satisfaction. Small changes can have a big impact when it comes to creating a more comfortable and flexible working environment.

Featured Image Credit: jcomp