Conversation between James Ang, Chief Partner Officer at Dropbox and Leong CheeTung, CEO and co-founder at EngageRocket

Conversation summary

Eighteen months into the pandemic, it is still unclear whether or not we are returning to office anytime soon. Instead of preparing strategies for the unknown, it is more pivotal to build a sustainable workplace that will thrive beyond the pandemic.

In this conversation with James Ang and Leong CheeTung, we discuss how the work culture has transformed in terms of people and work distribution. As leaders in tech companies, they also share how leadership styles must shift in order to maintain employee engagement and boost productivity along the way.

Key learnings and best practices 

What should organisations prioritise during remote or hybrid work?

• Put employees, remote work, and flexibility at the center of work. Make work enlightening for everyone, especially in these difficult times, and keep it human-centric.

• Make remote, distributed work a culture and mindset, not just a concept of location. Remote work is an opportunity to enhance collaboration and communication, no matter who the employees are, what they do, and where they are.
• Encourage employees to find their own productive hours. This is to ensure each work process is efficient and produces high-quality results.
  
  

  

How has remote working affected HR in pooling talents and candidates?

• The way of hiring has transformed completely. Job opportunities are no longer limited to a certain location. Candidates could be anywhere in the world and they can apply as long as they have the experience and credentials that fit the job descriptions.

• Remote working has opened up the pool of talents, resources, and availability. The number of job applications increases, and more candidates are available as there is no geographical limitation.

  

What can leaders do to maintain engagement and connection with employees?

• The role of leaders has become very important in setting the right context within the workplace. Leaders need to put their people first and encourage engagement among colleagues who could be anywhere in the world.

• With a multi-generational workforce – baby boomers, gen X, gen Y, and gen Z all in the same company – leaders must recognize that remote working affects them differently and lead them with empathy.
• Be very active and more frequent in communication. What used to be monthly one-on-one meetings can turn weekly. Set up a brief 15-minute call to ask how employees are feeling, what support they need, and their expectations.
• Remote working could potentially leave a lapse in skills and development. Build a culture of continuous learning to make sure employees are equipped with up-to-date skills.
• Develop the right infrastructure. Hardware, software, platforms, and financial resources must be provided to enable employees to engage in personal development.

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