Latest news with #flexibility
Entrepreneur
9 hours ago
- Business
- Entrepreneur
RTO Mandates Need to be 'Less Dumb,' Says Dropbox CEO
Dropbox CEO Drew Houston says RTO needs to be smarter than having people return to the office to do the same Zoom calls they could have done at home. Companies like Amazon, JPMorgan, X and Disney are among those who've given return-to-office mandates to employees. And Drew Houston, CEO of Dropbox, says they are living in the past. "Forcing people back to the office is probably gonna be like trying to force people back into malls and movie theaters. Nothing wrong with the movie theater, but it's just a different world now," he said during an appearance on the Leadership Next podcast. Related: Dropbox's CEO Explains Why the Company Adopted Jeff Bezos' 'Memo-First' Meeting Culture from Amazon Houston voiced the frustrations of many employees who feel like they waste time, energy, and money when they commute to do the same thing that they do from their home office setups. "We can be a lot less dumb than forcing people back into a car three days a week or whatever, to literally be back on the same Zoom meeting they would have been at home," he said. "There's a better way to do this." Dropbox follows a 90/10 rule, reports Business Insider. In this arrangement, employees work remotely 90% of the year and in person 10% of the year. Houston has said that his management style favors "trust over surveillance" and that when it comes to trying to make the office more appealing, management should understand that workers "value flexibility a lot more than snacks." Related: Jamie Dimon Says RTO Complaints Come From 'The Middle'
Independent Singapore
3 days ago
- Business
- Independent Singapore
'You get to decide if you stay down or try again' — Laid off SG woman once earning S$10K/month, finds fresh start in the gig economy
SINGAPORE: After a near-death experience from a ruptured appendix in 2015 and being laid off from her corporate job of 10 years shortly after, 43-year-old Yang Baoli Florence struggled to find a job for six months. Previously, earning a monthly salary of S$10,000 even made her job search more difficult. Despite actively applying for roles across the public, government, and private sectors and her willingness to take a pay cut, she only received blunt responses that they couldn't match her previous salary and implied she wouldn't stay long. She told The Independent Singapore that HRs would tell her to 'look elsewhere' instead of 'wasting their time'. 'It was a deeply challenging period, not just professionally but personally,' Ms Yang said, sharing how she had to juggle mortgage payments and bills while feeling lost and discouraged. With few options left, she decided to get a taxi licence and is now working as a TADA driver. Ms Yang said the biggest blessing she got from entering the gig economy was the flexibility to look after her elderly parents. While she's not earning as much as her previous job, she said she makes enough to support her family, enjoys working at her pace, and doesn't need to work long hours. She also shared that simple conversations she had with her passengers allowed her to sometimes share her story and encourage them as well. Many Singaporeans have been turning to the gig economy to fill long periods of unemployment, some taking on delivery gigs or giving tuition . While many tapped into upskilling through their SkillsFuture credits, many still reported difficulty landing a job . In May, Jobstreet reported that 42% of Singapore employers are planning to expand their permanent headcount in the first half of 2025 . However, a recent report from Indeed stated that job postings fell for the fourth straight month in April —though levels remain above pre-pandemic figures. Ms Yang advised those facing similar struggles: 'Never stop learning and never be afraid to start again.' She said, 'Take a new licence, take a new course. Sometimes, it's in the trying and even failing to discover your true strengths and passions.' To her, success is defined not by title or salary, but by how far one has come. 'No matter how high you once were, life can knock you down but you get to decide if you will continue to stay down or to get back up and try again,' she added. /TISG Read also: 53-year-old retrenched Singaporean dad launches indoor air quality company after his toddler kept falling sick
Khaleej Times
4 days ago
- Business
- Khaleej Times
Not just remote: A unique take on the future of work
In the aftermath of the global pandemic, as organisations around the world still grapple with the 'return to office' debate, the UAE is methodically crafting a hybrid work model that breaks away from traditional norms. Rather than conforming to a rigid divide between remote and in-office work, the country's approach emphasises flexibility, adaptability, and seamless technological integration. While hybrid work models have gained traction across various sectors in the UAE, the telecommunications industry offers a particularly compelling lens through which to examine this evolving culture. Companies like e& and du are navigating the shift with approaches that reflect both technological capability and an understanding of changing workforce dynamics. While talking to BTR, their strategies highlight how hybrid work is being operationalised within a sector that sits at the crossroads of connectivity, innovation, and national development. Beyond flexibility and productivity, hybrid working models offer tangible environmental and social benefits. Fewer commutes mean reduced carbon emissions, helping cities move closer to sustainability goals. Office footprints can shrink, leading to lower energy consumption and more efficient use of resources. For employees, the model supports better work-life balance and mental wellbeing, while for employers, it fosters a more resilient and inclusive workforce. As the UAE advances its sustainability agenda, hybrid work stands out as both an economic and ecological win. It isn't just about toggling between home and office. It's about intentional flexibility. Across sectors, we're witnessing a shift from rigid schedules to fluid routines designed to balance productivity, wellbeing, and collaboration. This approach is uniquely local, shaped by the UAE's ambitious digital agenda, its multicultural workforce, and a deep cultural emphasis on community. It's not just hybrid; it's holistic. e&: Designing with Purpose, Leading with Empathy At e&, the hybrid work model is neither accidental nor reactive. According to Ali Al Mansoori, Group Chief People Officer, this new way of working is 'an intentional design shaped not just by what we learned during the pandemic, but by a deeper commitment to our people, our planet, and our purpose.' Since the launch of our One& Culture, we've been rethinking how we support our people at every life stage, whether it's through more flexible and inclusive parental policies, enhanced education support for children of determination, or meaningful updates to our leave policies,' he said. 'This isn't a temporary arrangement,' Al Mansoori stresses. 'It's a thoughtfully crafted approach that supports flexibility while keeping us connected and collaborative.' e&'s hybrid structure thrives not only because of its policies, but also because of the powerful infrastructure behind it. One standout is its adoption of Oracle Cloud Infrastructure - Dedicated Region (OCI-DR). As the first in the UAE to launch Oracle Fusion Human Capital Management on DRCC, e& has digitised and personalised the employee experience at scale. The result? A culture where flexibility is not the enemy of performance, but a facilitator of it. Du: Hybrid by Design, Flexible by Necessity While e&'s model is engineered with long-term intent, du blends intentionality with adaptability. For Fatema Al Afeefi, Chief People & Impact (Acting), the company's approach is shaped both by post-COVID realities and a forward-looking vision. 'Du's hybrid work model appears to be both an intentional design and a flexible adaptation,' she explains. 'It leverages the UAE's emerging hybrid work culture, characterised by informal routines shaped by trust and results,' she explains. The company leverages the UAE's emerging hybrid work culture, characterised by informal and adaptive routines shaped by trust and results. du's efforts are aligned with fostering employee productivity and engagement while embracing the broader vision of workplace modernisation.' Central to this balance is du's modern headquarters at Dubai Hills, designed to foster innovation and collaboration. But even beyond the physical space, du's true strength lies in its investment in people. Whether through the Harvard Manager Mentor Program, Huawei-certified training, or its Future X and Digital Talent initiatives, du focuses heavily on equipping employees with future-ready skills. The company's Digital Talent Program has also created pathways for employees to align their personal growth with market needs, cementing du's place as a cornerstone of the UAE's digital economy vision. Empowering with Tech, Leading with Culture If there's one clear takeaway from both companies, it's this: hybrid work doesn't work without a powerful combination of technology and trust. At e&, this synergy is embodied in their GenAI-powered 'e& Assistant', a tool embedded into Microsoft Teams that helps employees navigate systems, complete tasks, and find information; all without adding complexity to their workflows. Combined with an internal AI Academy and a robust AI Graduate Programme, e& is actively preparing its workforce for a smarter, tech-enabled future. And this future is deeply inclusive. 'In 2024, 62% of e&'s AI graduate hires were women, with a growing number of Emirati participants. This isn't just a productivity enabler,' says Al Mansoori. 'It's a reflection of our values, gender diversity, youth development, and national progress.' Du mirrors this commitment to engagement and equity. Their Engagement Ambassadors, recognition programs, and transparent feedback loops, measured through Microsoft Viva Glint, help maintain cohesion across remote and office setups. In fact, du's engagement scores place it among the top 10% of companies worldwide, and in the top 25% within the global tech sector. What's emerging in the UAE isn't a copy-paste of Silicon Valley or European remote trends. It's something original: a hybrid work culture informed by regional values, empowered by world-class infrastructure, and led by companies that believe in purposeful growth. This model understands that hybrid isn't about where work happens, but how and why it happens. It blends flexibility with accountability, autonomy with alignment, and innovation with empathy. In a world of extremes where some companies enforce strict office returns and others go fully remote, the UAE is navigating a third path i.e. quietly, confidently and successfully. From Policy to Practice Of course, hybrid work comes with its own set of challenges. Scaling flexible routines across departments, ensuring cultural alignment, and maintaining equity across different work modes are complex tasks. But both e& and du are showing that it can be done with clarity, investment, and empathy. For policymakers and business leaders, the UAE's approach offers valuable lessons. It shows that the hybrid model isn't a tech issue or an HR trend; it's a human story. One about rethinking trust, autonomy, and purpose in the workplace. As governments around the world debate the future of work, the UAE has quietly built one. And perhaps, it's time the rest of the world started paying attention. As the nature of work continues to evolve, the UAE is quietly shaping a version of hybrid work that reflects its unique social, technological, and corporate landscape. In the telecommunications sector, where agility and innovation are critical, companies like e& and du are not just adapting, they are actively redefining how and where work gets done. Their experiences illustrate that hybrid models, when grounded in trust, flexibility, and purposeful technology, can be both scalable and sustainable. As other industries look to refine their own approaches, the telecom sector's journey offers valuable lessons on building resilient, future-ready workplaces in a region undergoing rapid transformation. Quick Take – Key Hybrid Work Enablers Human-centered Design: Both e& and du prioritise employee wellbeing, flexibility, and life-stage-specific policies. Advanced Infrastructure: E& leverages Oracle Cloud Infrastructure and GenAI tools, while du uses sustainable workspaces like Dubai Hills HQ. Future-ready Learning: From AI Academies to Harvard Manager Mentor courses, continuous learning is central to hybrid success. Trust and Transparency: Engagement surveys, leadership town halls, and open feedback systems underpin workplace cohesion. Inclusion and Diversity: With initiatives promoting Emirati talent and women in tech, hybrid work is being used to narrow — not widen — equity gaps.
Forbes
6 days ago
- Business
- Forbes
How Microbreaks Can Be Your Key To Career Success
The concept of working nine to five is a vestige of the past, where 'punching the clock' was a relevant term. Today's workday allows much more flexibility about when and how we work. We have more control of our time, and when we use it properly, we can be more productive and creative. That's where microbreaks come in. These mini do-list interruptions aren't signs of distraction or laziness, they're a key to amping up attention and combating burnout. Microbreaks are short, intentional pauses taken throughout the workday to help reset your mind and body. They can be as brief as a few seconds or last several minutes. Microbreaks are varied and range from standing up to stretch, walking around the office, sipping water, glancing out the window, or even doing a quick breathing exercise (this Quick Calm technique from Stress Coach Jordan Friedman is popular, and as potent as it is pithy). Unlike scheduled vacations, full lunch hours, or other big pauses, microbreaks are woven into the rhythm of your day. They're mini but mighty moments of motivation and mindfulness. Microbreaks aren't just feel-good rituals. Research consistently shows that our brains can maintain focused attention for only about 25 to 30 minutes before fatigue sets in. Instead of thinking of breaks as interruptions, consider them investments in sustained performance. Microbreaks are also energy boosters. A 2022 PLOS ONE study found that microbreaks, even those as short as 27 seconds, significantly boost vitality and reduce fatigue. In addition to increasing energy, these mini moments can help with physical health. Taking a 5-minute walk every 30 minutes helps regulate blood pressure and blood sugar, offsetting the physical effects of sitting at your desk, according to research from Columbia University. It's time to adopt a new mindset. Microbreaks aren't about slacking off. They're about working smarter. Nearly 25% of Americans take a microbreak at least once per hour, according to this new study. 89% of the study's respondents say they use them to reduce stress, and 93% use them to refocus. Just as important, the study found that about 50% of those who are using microbreaks regularly say that skipping them actually leaves them feeling more tired. Here are some microbreaks you can easily integrate into your day: If you're a leader, manager, or just someone who cares about workplace wellness, creating a culture that embraces microbreaks pays dividends. Here's how to get those around you to adopt the microbreak habit. Microbreaks aren't a distraction from work, they're a modern workplace survival strategy. In a world of shrinking attention spans, digital fatigue, and endless back-to-back Zoom meetings, these tiny intermissions can restore your clarity, energy, and enthusiasm. The next time you find yourself staring blankly at your screen, give yourself permission to pause (or the mandate to microbreak!). Your career will thank you. William Arruda is a keynote speaker, author, and personal branding pioneer. Join him as he discusses clever strategies for using AI to express and expand your brand in Maven's free Lightning Lesson. If you can't attend live, register to receive the replay.
Daily Mail
29-05-2025
- Business
- Daily Mail
Hybrid work model best for productivity, says Australian government report on working from home
A landmark government report has revealed working from home is actually more productive than coming into the office - in moderation. WFH really took over during the pandemic with more than a third of Australians now doing their job at home. With managers trying to get staff back into the office more often, the Productivity Commission has concluded work from home arrangements are in fact more productive, as staff are spared the long commutes. 'Allowing workers to work from home some days can improve worker satisfaction and allows people to benefit by avoiding the commute to work, meaning they have additional time for other purposes,' it said. Working from home has proven particularly popular with women, who are more likely to be the primary carers of children, making them the key beneficiaries of flexible arrangements. A hybrid model, mixing work from home and the office, was seen as the best approach to encourage creative interactions. 'Workers do not need to be in the office full-time to experience the benefits of in-person interactions,' it said. 'As a result, hybrid work (working some days remotely and some days in the office) tends to be beneficial to productivity, or at least, is not detrimental to productivity.' The Productivity Commission, however, said in-person interactions were more likely to spark initial breakthroughs. 'A key reason for this is that in-person interactions may be better for collaborative tasks and idea generation,' it said. 'Experimental evidence from engineering firms indicates that idea generation benefits from in-person interactions but in-person and virtual teams were equally effective in evaluating and selecting ideas that have already been developed.' The report cited the case of IT firm, during the pandemic, spending more time on meetings 'which reduced the time available for work tasks; meaning hours worked increased while output declined'. 'The evidence on working from home is still evolving. However, given most studies find hybrid work to be either neutral or positive for labour productivity, there is no evidence to suggest that the trend towards hybrid working has contributed to the productivity loss phase of the productivity bubble,' the commission said. But it warned that less experienced workers may struggle with work from home. 'For less experienced workers, in-person interactions may be an important avenue for skill development as there may be a greater knowledge transfer from senior workers and junior workers through informal in-person interactions,' it said. Working from home has become a divisive topic with the Commonwealth Bank and ANZ requiring staff to spend 50 per cent of the time in the office, while Woolworths wants staff to return to the office three days a week. Former Liberal leader Peter Dutton lost the last election, and his own seat, after dumping an election policy plan to force Canberra-based public servants back into the office, as other public servants working from home across Australia feared they would be next. The policy was so disastrous politically that Jane Hume, who devised that unpopular WFH plan, was dumped as the Opposition's finance spokeswoman in new Liberal leader Sussan Ley's reshuffle. Before the pandemic in March 2020, just 12 per cent of Australians reported working from home on all or most days of the week. The proportion of Australians working everyday from home more than doubled to 31 per cent by September 2020, when Sydney and Melbourne were in lockdown. After those lockdowns, 27 per cent worked from home at least some of the time during the week, indicating increased popularity of more hybrid work arrangement. By August 2024, 36 per cent of those with a job reported that they usually worked from home. 'As working from home is a fundamental change to how people do their jobs, it is likely to have implications for labour productivity,' the report said. Australia is in a productivity crisis, where output for every worker declined by 1.2 per cent in 2024. The culprit, however, wasn't work-from-arrangements but a lack of new investment in technology that would make workers more productive. 'Capital matters for productivity because more capital (the machines, equipment and other durable goods that are used as inputs in production) means workers can produce more goods and services,' it said. During the 1990s to the mid-2000s, productivity in Australia grew at an annual pace of more than two per cent as the introduction of the internet enabled companies to more efficiently share data. Economists are hoping artificial intelligence could revive Australia's faltering productivity - regardless of whether staff are based at home or in the office.
