askST Jobs: My colleagues get more flexibility because of family commitments. What about me?

In the article "AskST Jobs: My colleagues get more flexibility because of family commitments. What about me?" published by The Straits Times, human resource director Don Leow of the National Institute of Education shares insights on workplace flexibility. He emphasizes that managers should not assume employees without children have fewer responsibilities outside of work, as family commitments can vary greatly among colleagues.

Leow stresses that fairness doesn't mean treating all family responsibilities equally, but rather ensuring legitimate needs are fairly addressed without disproportionately burdening the same individuals. He advises managers to plan work coverage before employees take leave or reduce hours, share less desirable tasks fairly, and adjust deadlines or bring in temporary resources when needed.

Employees who take on extra work should have their contributions recognized formally. To avoid resentment, managers should communicate any changes in responsibilities clearly and time-bound. Allie Teh, a senior manager at recruitment agency Robert Walters Singapore, adds that workplace flexibility should be reciprocal, with support flowing both ways.

She suggests that employees should support each other when personal commitments arise, just as those without major commitments might cover for working parents. Leow also warns against managers making assumptions about working parents, such as avoiding demanding projects for new parents, which could limit career opportunities. Instead, he recommends asking each person about their needs and capabilities, reviewing these conversations regularly as needs change, and assessing work-from-home requests based on business needs rather than personal circumstances.