{"id":6532,"date":"2020-05-18T06:24:07","date_gmt":"2020-05-18T06:24:07","guid":{"rendered":"https:\/\/www.synergita.com\/blog\/?p=6532"},"modified":"2020-05-18T06:24:07","modified_gmt":"2020-05-18T06:24:07","slug":"managing-workforce-during-covid-19-epi-4","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/managing-workforce-during-covid-19-epi-4\/","title":{"rendered":"Managing Workforce During COVID-19"},"content":{"rendered":"\n<h3 class=\"wp-block-heading\">About HR Guru&nbsp;<\/h3>\n\n\n\n<p>HR Guru Hub is a dedicated professional online HR resource for employers to get all the HR documents, knowledge, help, and support they really need to manage their employees and employment issues. They provide tailored HR Management consultancy solutions to help you sort out your specific issues and requirements. Together they are cultivating a growing network of HR professionals, HR Consultants, and service providers, forming a critical mass of HR expertise which is raising the bar for standard practices and human resource consultancy in the HR industry. HRGuru was also voted as the Best Consultancy \u2013 HR Advisory, in HRM Asia Reader&#8217;s Choice Award 2017. <\/p>\n\n\n\n<figure class=\"wp-block-embed-soundcloud wp-block-embed is-type-rich is-provider-soundcloud wp-embed-aspect-4-3 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Managing Workforce During COVID-19 | Ep 4 | Synergita Talentcast by Synergita Talentcast\" width=\"840\" height=\"400\" scrolling=\"no\" frameborder=\"no\" src=\"https:\/\/w.soundcloud.com\/player\/?visual=true&#038;url=https%3A%2F%2Fapi.soundcloud.com%2Ftracks%2F818831695&#038;show_artwork=true&#038;maxheight=1000&#038;maxwidth=840\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">TRANSCRIPTION&nbsp;<\/h3>\n\n\n\n<p><strong>Shankar, CEO,&nbsp;<a href=\"https:\/\/www.synergita.com\/\">Synergita<\/a><\/strong>: Welcome to Synergita\u2019s TalentCast series. In today&#8217;s podcast, we&#8217;re talking to Asia&#8217;s leading HR advisor, entrepreneur, and author Tommy Ng. He is the founder and Chief Guru of an advisory company, HR Guru, based out of Singapore. Tommy has more than 30 years of experience in driving HR at companies like the SMRT, Raffles International. He is also part of multiple HR councils. Tommy works very closely with CEOs and the CHROs in the Asian region especially during these tough times of COVID is helping them to navigate the challenges. Welcome, Tommy, and I thank you for taking time to spend with our audience on sharing your experience and expertise. Your guidance and views on what companies can do in this unprecedented situation will be really helpful for us.&nbsp; <\/p>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;Thank you,&nbsp;Shankar,&nbsp;thank you so much for inviting me and&nbsp;honored to be given the opportunity to participate&nbsp;in the&nbsp;Synergita\u2019s&nbsp;TalentCast.&nbsp;&nbsp;<\/p>\n\n\n\n<ul><li>Wonderful!&nbsp;So&nbsp;let&#8217;s begin with some of the conversation&nbsp;let&#8217;s begin with your book Tommy&nbsp;\u201cNothing surprises me, I work in&nbsp;HR:&nbsp;A&nbsp;personal journey,\u201d&nbsp;very interesting and intriguing&nbsp;item. Can you&nbsp;please&nbsp;share some of your journey that inspired you to write such a wonderful&nbsp;book?&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;Sure, Shankar.&nbsp;So,&nbsp;my career, as you have mentioned, in the HR profession&nbsp;span over&nbsp;about three&nbsp;decades.&nbsp;I moved in&nbsp;the private sector in global finance,&nbsp;where I worked in Standard Chartered, very few people know about&nbsp;that,&nbsp;over&nbsp;hospitality of course this is where I have worked in high international breakfast&nbsp;hotel&nbsp;for nearly two decades.&nbsp;Education and learning this in&nbsp;relates&nbsp;to reference knowledge,&nbsp;subsidiary management and public transport&nbsp;as a&nbsp;multi property management&nbsp;and&nbsp;development in&nbsp;Kaokoland&nbsp;and of course in airline aviation industry was in Tigerair&nbsp;and I found that the company&nbsp;HR&nbsp;Guru&nbsp;in 2014 but the business actually took off only in 2016 after&nbsp;a&nbsp;year. After I&nbsp;started&nbsp;a&nbsp;company,&nbsp;I was being recalled or&nbsp;I&nbsp;say in to help out with the&nbsp;demo selling&nbsp;company business&nbsp;all assignment.&nbsp;My vision&nbsp;for HR Guru&nbsp;is very good to empower people, to&nbsp;make&nbsp;the right HR&nbsp;decision,&nbsp;So, HR Guru is&nbsp;really set up&nbsp;I&nbsp;said&nbsp;innovative and niche&nbsp;professional service&nbsp;specializing in HR and people management. We are a team of HR experts and&nbsp;independent&nbsp;professional&nbsp;who possess&nbsp;a wide range of&nbsp;HR&nbsp;functions, views&nbsp;with deep knowledge&nbsp;and&nbsp;understanding of today&#8217;s complexation issue.&nbsp;We provide online on-demand&nbsp;professional&nbsp;HR advice, expert consultation, and&nbsp;customized solution for even the most complex HR challenges and people problems.&nbsp;During my corporate&nbsp;life,&nbsp;I&nbsp;serviced&nbsp;the number of HR&nbsp;symposium, policy counsel&nbsp;and&nbsp;typically I would like to push propel my view points&nbsp;and provide real work&nbsp;and it looks.&nbsp;And many of my students,&nbsp;colleagues, business&nbsp;associates, and&nbsp;even my bosses will encourage me&nbsp;to&nbsp;put together all this account of events&nbsp;and&nbsp;official wisdom into a book.&nbsp;It&nbsp;wasn&#8217;t so difficult after&nbsp;I&nbsp;started writing.&nbsp;Initially,&nbsp;the thought&nbsp;writing&nbsp;was daunting,&nbsp;but&nbsp;somehow&nbsp;I managed to put together the book,&nbsp;and&nbsp;I&nbsp;call it&nbsp;\u201cNothing surprises me, I work in HR: A personal journey,\u201d&nbsp;in about 6 months and the book was published in June 2019.&nbsp;The book is really an easy to digest and illustrates&nbsp;the&nbsp;many reflections of my personal career&nbsp;journey. The book&nbsp;deals&nbsp;with&nbsp;real life situation&nbsp;and the pragmatic&nbsp;role of HR,&nbsp;when we handle crucial issues of&nbsp;the 21<sup>st<\/sup>&nbsp;century.&nbsp;I&nbsp;really hope the book,&nbsp;this book,&nbsp;will resonate with readers and sharing of my experiences will benefit the next generation of&nbsp;HR&nbsp;professional.&nbsp;We,&nbsp;as human beings,&nbsp;are inherently&nbsp;unpredictable,&nbsp;and this precisely this unpredictability makes the role&nbsp;of HR professional so interesting and challenging.&nbsp;So,&nbsp;if you are looking for inspiration&nbsp;in your HR career and feeling stuck in&nbsp;between&nbsp;your objectivity and&nbsp;prosperity,&nbsp;go buy a copy of this book.&nbsp;You can purchase a book&nbsp;easier&nbsp;in my website, www.hrguru.com.sg.&nbsp;Thank you.&nbsp;<\/p>\n\n\n\n<ul><li>Absolutely! Absolutely, Tommy! And it\u2019s a very nice book and especially you have talked about various situations&nbsp;and then how those situations were handled,&nbsp;I think that&nbsp;certainly gives us&nbsp;from&nbsp;a HR&nbsp;perspective&nbsp;some tips and guidelines on handling those situations.&nbsp;Thank you very much,&nbsp;Tommy.&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp; Sure.&nbsp;<\/p>\n\n\n\n<ul><li>So, next coming to COVID, we are already on the 4th week of a circuit breaker, did COVID surprise you? How is the HR industry reacting to this COVID crisis?&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;I think before I touch&nbsp;COVID,&nbsp;let&#8217;s go back several years,&nbsp;when&nbsp;SARS in&nbsp;Singapore,&nbsp;there was so much&nbsp;in 2003,&nbsp;we bring this how quick&nbsp;SARS&nbsp;spread through public hospital in the community infecting at the point&nbsp;at&nbsp;record 238 people and the decree people succumbing to the privacy.&nbsp;17 years on,&nbsp;we are now again facing&nbsp;a global pandemic. It has been three months now since Singapore detected&nbsp;the first case of corona&nbsp;virus, January 23,&nbsp;since then the number of infection case,&nbsp;yesterday&nbsp;right, 19,410, and we are fighting&nbsp;from&nbsp;there&nbsp;COVID-19.&nbsp;For the youngest Singaporean&nbsp;and younger people,&nbsp;watching the crisis unfold is like seeing history&nbsp;coming to life,&nbsp;for the older&nbsp;Singaporean&nbsp;like me, COVID-19 is yet&nbsp;another reminder.&nbsp;Singapore maybe prosperous&nbsp;but&nbsp;they remain a&nbsp;vulnerable country&nbsp;if&nbsp;you then&nbsp;call me&nbsp;exposing and&nbsp;connected to the world. So, when COVID-19&nbsp;first&nbsp;spread&nbsp;from&nbsp;Wuhan China to Singapore,&nbsp;Singapore could be become the worst hit city outside of China. This is not&nbsp;surprising as Singapore was&nbsp;top near hub destination to Wuhan.&nbsp;In fact, all imported from Wuhan. Our&nbsp;global air connection&nbsp;brings&nbsp;to us talent but at the same time you bring to us disease and threats.&nbsp;So,&nbsp;COVID-19&nbsp;outbreak is definitely brought about&nbsp;unprecedented&nbsp;impact on business and workers around the world.&nbsp;In&nbsp;Singapore, the&nbsp;crisis is really hitting real hard,&nbsp;especially retail,&nbsp;travel,&nbsp;and tourism,&nbsp;where most of my clients&nbsp;are in&nbsp;and&nbsp;firms are&nbsp;of course&nbsp;faces&nbsp;business community issue,&nbsp;cash flow issue,&nbsp;supply chain&nbsp;issue with standards like now&nbsp;work&nbsp;from home&nbsp;being the norm, standard work hours,&nbsp;social distancing,&nbsp;HR&nbsp;professional has really got no choice but to adapt&nbsp;and innovate&nbsp;in order to survive the crisis.&nbsp;Now more than ever I think HR&nbsp;beginning to embrace and leverage technology to turn this crisis&nbsp;around,&nbsp;while we can try to simplify and streamline&nbsp;in&nbsp;person event&nbsp;exploring,&nbsp;adopting technology such as collaborative platform that Microsoft&nbsp;Team,&nbsp;Zoom like what we&#8217;re doing now.&nbsp;All this virtual&nbsp;meeting software,&nbsp;I think it&#8217;s the way&nbsp;to move&nbsp;forward and in the absence of reliable information regarding COVID-19 outbreak,&nbsp;HR plays a significant role including that misinformation of facts and assuring our employees of their safety which is&nbsp;their fundamental&nbsp;right.&nbsp;I&#8217;m taking proactive role in educating our employees about the symptom of the disease,&nbsp;the cause of the spread,&nbsp;and the preventive measure one must&nbsp;take.&nbsp;Also,&nbsp;in this new normal,&nbsp;where not everyone will be allowed to go back to work in the company without&nbsp;strict&nbsp;movement tracking mechanisms,&nbsp;social distancing&nbsp;measure,&nbsp;or isolation&nbsp;of&nbsp;employees, our senior employees&nbsp;cause increasingly companies who have no choice but to Institute flexible working arrangements either by law or by necessity,&nbsp;not if but when before the next pandemic occurs again.&nbsp;So,&nbsp;for the HR&nbsp;leaders, they&nbsp;have now&nbsp;have&nbsp;to ensure that through the appropriate&nbsp;flexible work&nbsp;arrangement policies,&nbsp;employees&nbsp;safety and&nbsp;well-being will be protected.&nbsp;Employees&nbsp;even&nbsp;expect these from&nbsp;employers going forward,&nbsp;so companies were to set aside funds and tap into government and so as to promote this flexible work arrangement.&nbsp;COVID-19 is&nbsp;definitely&nbsp;going&nbsp;to change the way business operates, especially HR,&nbsp;surely bring about a sea of change on the paper&nbsp;by HR&nbsp;moving forward.&nbsp;Thank you.&nbsp;<\/p>\n\n\n\n<ul><li>Absolutely, Tommy. And this time communication, collaboration, learning to work from home, remote working, all these things are all critical, and all of us are like learning and then there&#8217;s going to be a new normal for us, So in this&#8230;&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp; It used, used, sorry!&nbsp;&nbsp;<\/p>\n\n\n\n<ul><li>Yes.&nbsp;Please go ahead, Tommy.&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;&nbsp;I was going to say,&nbsp;it used to be a luxury, it used to be something that a government and everyone is encouraging people to adopt&nbsp;flexible work&nbsp;arrangement, the different way, in which we can get people to work,&nbsp;but&nbsp;I think with the new normal, it&#8217;s just going to be something that you will have to do, to survive.&nbsp;&nbsp;<\/p>\n\n\n\n<ul><li>Yes exactly! It&#8217;s becoming&nbsp;a&nbsp;mandatory of our work life schedule now.&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:&nbsp;&nbsp;<\/strong>Yes!&nbsp;<\/p>\n\n\n\n<ul><li>Exactly! So,&nbsp;you are actually working with various companies and then, again consulting them, providing advisory services on various HR initiatives, what kind of services are your clients seeking at this point of time? what do you, what do they need most?&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:&nbsp;<\/strong>COVID-19 is really fundamentally a people-based crisis.&nbsp;Individuals&nbsp;are getting sick and the repercussions for business&nbsp;and&nbsp;society&nbsp;are enormous.&nbsp;So,&nbsp;business leaders&nbsp;will have&nbsp;to&nbsp;attempt response to people parody and therefore,&nbsp;it has to be at the front and center.&nbsp;So far,&nbsp;as HR Guru, we\u2019ve&nbsp;individual,&nbsp;professional and businesses and I mentioned earlier,&nbsp;we offer&nbsp;HR&nbsp;advisory,&nbsp;consulting,&nbsp;outsourcing,&nbsp;learning and development guru&nbsp;coaching,&nbsp;counseling,&nbsp;and search&nbsp;in such&nbsp;unprecedented&nbsp;time,&nbsp;the main concern among most employers is really about business survival.&nbsp;Businesses&nbsp;will need to adapt and restructure&nbsp;if they are going to survive.&nbsp;So,&nbsp;naturally for the past few months,&nbsp;we have been experiencing an update&nbsp;in our workforce&nbsp;transition services.&nbsp;We offer strategy&nbsp;empathetical&nbsp;advice to manage&nbsp;correct&nbsp;sizing and to serve as a&nbsp;key HR&nbsp;business partner&nbsp;to our client.&nbsp;One quarterly we actually&nbsp;enholden&nbsp;one of our&nbsp;clients this&nbsp;very difficult journey&nbsp;to restructure or be shipped.&nbsp;Where appropriate, we also offered redeployment and placement services and assist their displaced employee&nbsp;to find&nbsp;new&nbsp;jobs and minimize&nbsp;workplace disruption. Interestingly,&nbsp;also during this&nbsp;period, we have received numerous inquiries about&nbsp;our&nbsp;HR&nbsp;advisory services. Many&nbsp;are seeking advices&nbsp;on things like accelerating smart work in the workplace,&nbsp;mitigating people reason,&nbsp;managing&nbsp;workplace flexibility and how to step up on&nbsp;their training and development&nbsp;initiative&nbsp;during this downtime to raise using capabilities.&nbsp;On the individual side, we also see a search for one-on-one&nbsp;career transition&nbsp;service.&nbsp;As you know, career&nbsp;transition is an emotional experience&nbsp;that\u2019s tough for those affected to swallow.&nbsp;We have this professional&nbsp;to&nbsp;review your options,&nbsp;refocus that career,&nbsp;and have them together&nbsp;in the&nbsp;next right job&nbsp;in the softest possible&nbsp;time.&nbsp;Now,&nbsp;thank you.&nbsp;<\/p>\n\n\n\n<ul><li>Okay,&nbsp;Okay! Certainly, you have touched upon some of the very&nbsp;very&nbsp;important point in terms of survival, and then taking care of employee, safety, concerns, then again right sizing. All these are all extremely critical, certainly understand those things, Tommy.&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;It&#8217;s a part of the business that we don&#8217;t talk much about.&nbsp;&nbsp;Because really what we&#8217;re doing is&nbsp;to downsize, right size,&nbsp;a very emotional situation but, in today\u2019s state, somehow,&nbsp;we have lots of people coming to us and I think everybody is preparing for the next&nbsp;business&nbsp;cycle&nbsp;and&nbsp;unfortunately&nbsp;loss of jobs going to be&nbsp;a loss.&nbsp;<\/p>\n\n\n\n<ul><li>Right, right, right! But I&#8217;m sure at the same time, you are striking a balance on&nbsp;these stuff, in terms of helping the employee side as well.&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;Yep exactly. So,&nbsp;this way, there are also employees who come to us as individuals and that&#8217;s why we have them&nbsp;to&nbsp;quickly refocus, their career orientation, and then&nbsp;what they require so that they can fire new job as soon as possible.&nbsp;<\/p>\n\n\n\n<ul><li>Okay,&nbsp;Okay,&nbsp;Wonderful. That&#8217;s really very nice of you,&nbsp;Tommy.&nbsp;So,&nbsp;when we talk about the employees, especially, now there are persons from working from home to job continuity and all, what are the guidelines that you are suggesting to the employees?&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;Okay.&nbsp;Yeah,&nbsp;It&#8217;s really about the concern for businesses now&nbsp;for business continuity.&nbsp;To say that we are now living in&nbsp;uncertain times,&nbsp;huge portion of people being forced to isolate and embrace of&nbsp;remote&nbsp;working environment which I also faced with a mirror of issues and concerns that they will have to&nbsp;address.&nbsp;I think&nbsp;the first and foremost,&nbsp;it has to be the employers\u2019&nbsp;obligation&nbsp;in respect of&nbsp;COVID-19.&nbsp;Tripartite panel&nbsp;in Singapore,&nbsp;Minister of&nbsp;Manpower,&nbsp;I&nbsp;should&nbsp;say Union&nbsp;Congress and then&nbsp;Singaporean Nation Employee Federation have issued&nbsp;several guidelines on the&nbsp;major employers of adopting the book pleas.&nbsp;First measure includes&nbsp;reminding employers to practice social responsibility&nbsp;by observing good personal hygiene, monitor the health of the employee by way of temperature,&nbsp;and encourage the employee to visit&nbsp;the hospital&nbsp;immediately if you are unwell.&nbsp;The&nbsp;Tripartite&nbsp;partners have also advised employer to set&nbsp;clear HR&nbsp;policies&nbsp;regarding employee who&nbsp;travel&nbsp;outside of Singapore.&nbsp;Employers are obligated&nbsp;to&nbsp;review all this work-related travel&nbsp;plans&nbsp;and people&nbsp;on essential travel.&nbsp;So, employer obligation would&nbsp;be at the forefront.&nbsp;Secondly,&nbsp;during these trying times,&nbsp;many&nbsp;HR&nbsp;had step up to&nbsp;re-evaluate the&nbsp;HR&nbsp;practices and do what is best for them to survive and sustain the business. To survive and sustain&nbsp;the business,&nbsp;many companies have&nbsp;to row&nbsp;out various cost saving measure, trim not-needed cost,&nbsp;and redeploy assessment power.&nbsp;So,&nbsp;MOM&nbsp;has&nbsp;also updated&nbsp;their Tripartite&nbsp;MI3&nbsp;on&nbsp;managing assessment power and responsible retrenchment.&nbsp;These advisories fix&nbsp;the wind managing such assessment power situation,&nbsp;retrenchment should always be that last resort.&nbsp;After all the options have been considered and found to be unworkable,&nbsp;so we march, think we here,&nbsp;&nbsp;companies like FYI simple airline,&nbsp;I&#8217;ve said that you will be taking several cost cutting measures including&nbsp;headcount for the senior&nbsp;executive, and getting to start to go&nbsp;on&nbsp;their paid leave&nbsp;and this affects about 10,000 employees.&nbsp;Red&nbsp;Top&nbsp;has also announced&nbsp;that they would cut the median senior mansion&nbsp;pay&nbsp;about 137 of them in Southeast Asia&nbsp;and of course,&nbsp;small recently&nbsp;the&nbsp;Singapore&nbsp;based&nbsp;right healing&nbsp;giant&nbsp;has&nbsp;also&nbsp;announced their senior leader have taken up&nbsp;upto&nbsp;20%&nbsp;pay cut.&nbsp;All these&nbsp;comes as&nbsp;the&nbsp;government is rolling out measure&nbsp;specifically designed to protect job&nbsp;such as&nbsp;with&nbsp;subsidy&nbsp;and foreign&nbsp;workers&nbsp;levy&nbsp;rebates. Totally, ready this thumb&nbsp;to use this period of enforced outcome to&nbsp;upskill,&nbsp;reskill,&nbsp;and transform the worker,&nbsp;so&nbsp;that&nbsp;they can&nbsp;meet demand&nbsp;during the rebound.&nbsp;The outbreak will pass&nbsp;definitely at some point.&nbsp;So,&nbsp;HR&nbsp;leaders are now seizing the&nbsp;opportunity to equip&nbsp;the employee with better skills and knowledge,&nbsp;so as to raise productivity&nbsp;eventually.&nbsp;The various government&nbsp;schemes&nbsp;that employees can&nbsp;tap on&nbsp;including those under the national secure future program and the adapting role jobs for the&nbsp;initiated.&nbsp;Company also encouraged to set up complete training committees&nbsp;that&nbsp;will work with the labor movement&nbsp;to place&nbsp;learning capabilities and re-strategize&nbsp;their business.&nbsp;Hopefully,&nbsp;I think many&nbsp;HR leaders are&nbsp;looking at ways to take&nbsp;various government&nbsp;support&nbsp;to offset&nbsp;business at&nbsp;which cost.&nbsp;The enhanced job support scheme covers 75% of all&nbsp;worker employee wages up to the ceiling of autumn&#8217;s head April, May,&nbsp;this service support&nbsp;25% for the remaining Seven months with higher subsidy of 50% for those&nbsp;in service&nbsp;industry and 75%&nbsp;for those in the tourism and aviation industry. Employer can also apply&nbsp;and&nbsp;use the&nbsp;flexible work schedule or what&nbsp;we call is,&nbsp;thumb&nbsp;banking, where staff are&nbsp;picked&nbsp;now even though they do less work but put in&nbsp;extra hours later on for the record the&nbsp;Singapore&nbsp;government has released this new&nbsp;packages to help businesses to offset their&nbsp;costs&nbsp;another during&nbsp;this period. So,&nbsp;we are here and we all know that the government&nbsp;has already released&nbsp;6.4 billion under the unity budget&nbsp;in February,&nbsp;48 billion&nbsp;for the resilience budget in March&nbsp;and of course most recently 5.1 billion under&nbsp;solidarity&nbsp;budget in April.&nbsp;All these&nbsp;are in quicker session&nbsp;to help businesses to withstand the financial strain brought about by this preventive measure distributed to come back to the virus and&nbsp;mitigate the&nbsp;spread.&nbsp;Finally,&nbsp;I think the government has started progressive&nbsp;step for the vital circuit breaker&nbsp;measure.&nbsp;Over the coming weeks,&nbsp;HR&nbsp;leaders would now need to prepare for the savior&nbsp;gradual&nbsp;resumption of the economic and community activities after the end of the circuit breaker which is on&nbsp;first of&nbsp;June&nbsp;this year.&nbsp;The council will be putting in place safe management practices&nbsp;as an&nbsp;integral part of the company&nbsp;operations in practically identifying situation of practices which&nbsp;have high infections&nbsp;and maybe implementing&nbsp;appropriate precautions&nbsp;and safeguard.&nbsp;Thank you.&nbsp;<\/p>\n\n\n\n<ul><li>Absolutely,&nbsp;Tommy. Certainly like the number of avenues through which Singapore government is supporting various organization in this time is really commendable and say me a HR focus on skilling, upskilling, reskilling and then transforming the workforce to,&nbsp; kind of like emerge out and then fight&nbsp;the situation towards&nbsp;newer&nbsp;service lines,&nbsp;newer&nbsp;offeres,&nbsp;I think all of those things will really help the organizations to emerge out stronger and then&nbsp;rebounce&nbsp;back quickly. So,&nbsp;in this situation so like you talked about multiple avenues and then what HRs are doing, coming to specifically around engagement and productivity,&nbsp;what are all your thoughts and guidelines for HR in terms of how they can focus on employee engagement&nbsp;and&nbsp;productivity?&nbsp;&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;Okay&nbsp;as we also put into&nbsp;work from home as routine which is one of my business&nbsp;ideas&nbsp;as usual&nbsp;for&nbsp;quite some time.&nbsp;&nbsp;<\/p>\n\n\n\n<ul><li>Right! Right.&nbsp;<\/li><\/ul>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;Well,&nbsp;this was once an optional luxury.&nbsp;It is now&nbsp;a business imperative involving the use of the investment in technology on social media tool,&nbsp;collaboration platform to promote better communication and collaboration and&nbsp;company so as to enhance the productivity&nbsp;and improve engagement&nbsp;and business&nbsp;outcome,&nbsp;but Interestingly for many employers this is the first time that they are&nbsp;managing a remote workforce of this size and skill. So,&nbsp;if&nbsp;you&nbsp;are&nbsp;one of those employers,&nbsp;who are&nbsp;managing&nbsp;a&nbsp;remote workforce, I&nbsp;put together at least to&nbsp;guide&nbsp;you.&nbsp;I think,&nbsp;very importantly,&nbsp;the leaders have&nbsp;to provide direction.&nbsp;I think now more than ever,&nbsp;employees are relying on their leaders at all levels in the business to take action&nbsp;said and told and communicate. Leadership&nbsp;communication is critical&nbsp;right&nbsp;now,&nbsp;so&nbsp;don&#8217;t&nbsp;worry&nbsp;about&nbsp;overdoing it. Communicate, communicate, communicate, communicate&nbsp;regularly with employees&nbsp;and&nbsp;you have to maintain an open dialogue&nbsp;with them. Secondly, I think it is important to establish structured check-in, a&nbsp;successful remote working&nbsp;arrangement require&nbsp;regular structured&nbsp;communication,&nbsp;so depending on the type of work being done, whether it&nbsp;is independent&nbsp;or collaborative&nbsp;and this can take the form of a series of one-to-one call or a&nbsp;team&nbsp;call.&nbsp;I think the opportunity to not only exchange will relive&nbsp;the update but also maybe remote social interaction such as spending maybe the first&nbsp;few&nbsp;minutes&nbsp;of your team call,&nbsp;to catch&nbsp;up with&nbsp;every one another,&nbsp;just like we did when we started this conversation.&nbsp;What is important really is that the all these calls have&nbsp;to be regular and consistent,&nbsp;so that your employees can be prepared for them and work&nbsp;them into their daily&nbsp;schedule.&nbsp;Thirdly,&nbsp;I think it&#8217;s important for us to implement rules of engagement and to use a collaborative technology&nbsp;check&nbsp;program&nbsp;that\u2019s available. First,&nbsp;set the expectation on the frequency,&nbsp;the&nbsp;mode&nbsp;and the timing of the communication for your team.&nbsp;For example,&nbsp;you can establish a primary mode of communication say using video conferencing via&nbsp;Zoom,&nbsp;Skype,&nbsp;or Microsoft Teams for your regular check-in meeting,&nbsp;but you then can use maybe&nbsp;WhatsApp for more urgent&nbsp;matter,&nbsp;where you need to communicate&nbsp;immediately.&nbsp;Using chat programs allow for faster and more casual conversation that&nbsp;are also&nbsp;conducive for&nbsp;work&nbsp;discussion and reaches&nbsp;the&nbsp;physical&nbsp;discipline when working remotely.&nbsp;Collaborative&nbsp;technology&nbsp;such as Microsoft SharePoint and Google drive also hugely beneficial as they will provide secure place for you to collaborate and store information&nbsp;and&nbsp;files&nbsp;that&nbsp;we can then be easily assessed while&nbsp;working remotely.&nbsp;And the&nbsp;firstly&nbsp;which is very important&nbsp;is&nbsp;two-way communication.&nbsp;I think the key to success&nbsp;of fully remote team&nbsp;is consistent and transparent communication.&nbsp;It can be&nbsp;mean the&nbsp;difference between your team feeling isolated or feeling fully engaged&nbsp;and&nbsp;productive.&nbsp;While working remotely,&nbsp;it is crucial that people are updated,&nbsp;the managers seek out feedback,&nbsp;this is especially&nbsp;as&nbsp;the&nbsp;corona&nbsp;virus situation&nbsp;unfolds&nbsp;and&nbsp;change.&nbsp;A&nbsp;leader should ensure that there are multiple ways&nbsp;for you to reach out to your employee&nbsp;including&nbsp;chat program,&nbsp;mobile&nbsp;communication,&nbsp;email,&nbsp;if it is always better to err on the side of mobile communication and emotional high now and your team is going to take some time to&nbsp;adjust&nbsp;to this change, so&nbsp;set up an employee&nbsp;engagement policy to understand the general&nbsp;mood&nbsp;between&nbsp;your remote workforce,&nbsp;when you receive&nbsp;the feedback, you can enact and follow up through.&nbsp;And&nbsp;remember always show appreciation,&nbsp;yeah,&nbsp;yeah,&nbsp;your&nbsp;employer&nbsp;get&nbsp;to know and say personalized&nbsp;appreciation&nbsp;to the employee.&nbsp;In summary,&nbsp;this&nbsp;is&nbsp;very strange time that we&#8217;re living through,&nbsp;a present where there are&nbsp;aerial challenges for all of us,&nbsp;but be rest assured&nbsp;as&nbsp;HR leader,&nbsp;and&nbsp;thanks to modern technology,&nbsp;you can&nbsp;keep&nbsp;your people engaged,&nbsp;and put up with the working&nbsp;remotely.&nbsp;The global pandemic&nbsp;will likely&nbsp;bring about&nbsp;a&nbsp;lasting and positive change&nbsp;and&nbsp;I think&nbsp;you can have&nbsp;people&nbsp;engaged and productive&nbsp;in the long run.&nbsp;So,&nbsp;stay safe,&nbsp;stay happy,&nbsp;and stay healthy and we will get through this together.&nbsp;Thank you.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Shankar:&nbsp;<\/strong>Absolutely,&nbsp;Tommy. Really very nice set of points. Once again, really wonderful,&nbsp;Tommy. Thank you very much. It&#8217;s really good to learn from your wide experience. Thank you for all the suggestions and tips, and on how companies can manage the COVID situation and then emerge out stronger. Thank you very much. And dear listeners,&nbsp;<\/p>\n\n\n\n<p><strong>Tommy Ng:<\/strong>&nbsp;Thank you for inviting me.&nbsp;<\/p>\n\n\n\n<p><strong>Shankar:<\/strong>&nbsp;Absolutely,&nbsp;Tommy. It&#8217;s our pleasure. Dear listeners, thank you for listening into this&nbsp;TalentCast, I am sure that this would be really helpful in your work rules and then, managing COVID in your organizations. Please stay tuned. And we would like to bring in wealth of experienced, like Tommy&nbsp;to&nbsp;you in near future. Thank you.&nbsp;&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>About HR Guru&nbsp; HR Guru Hub is a dedicated professional online HR resource for employers to get all the HR&#8230;<\/p>\n","protected":false},"author":29,"featured_media":6533,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[303],"tags":[30],"ppma_author":[28],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Managing Remote workforce during COVID-19<\/title>\n<meta name=\"description\" content=\"Tommy Ng, Asia&#039;s leading HR advisor discusses the best HR practices and ways to manage remote workforce during COVID-19.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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