This article first appeared on Her World: https://www.herworld.com/independence/career/time-or-money-what-would-gen-zs-and-millennials-choose
Her World’s “Can We Just Talk: Career Edition” is based on our 2024 What Women Want survey, which is an islandwide questionnaire where we profiled Singaporean women largely between 25 to their 40s to find out their thoughts on the most pressing issues when it comes to the career and the workplace.
In this episode on flexible work arrangements, founder and executive director of PropertyBank, Edith Tay, as well as LinkedIn’s Career Expert and head of editorial for APAC, Pooja Chhabria discuss how flexibility is reshaping work culture.
Would you rather have a higher salary or be able to work from anywhere in the world? According to Her World’s What Women Want 2024 survey, seven in 10 readers would consider accepting a lower salary for more perks and benefits – one in 10 would definitely do so.
Increasingly, flexibility and work-life balance often outweigh financial incentives for many. But what exactly are these perks and how are companies adapting to meet these changing expectations?
The perks and benefits that move the needle
For today’s workforce, especially Gen Zs and millennials, perks go beyond the traditional benefits package.
“Salary is not the be all and end all of what would attract [jobseekers] to a job or an opportunity,” notes Pooja Chhabria, LinkedIn’s Career Expert & Head of Editorial, APAC.
“Some tangible benefits that they are looking for is work-life balance, career advancement, and internal mobility. Intangible benefits are culture and values. Today, Gen Zs and millennials are putting a lot of focus on whether the company values align with their own personal values. In fact, one of LinkedIn’s research says that seven in 10 [jobseekers] would actually focus more on culture and values than salary.”
Flexible work arrangements top the list of these sought-after perks, with remote work options, flexible hours, and the ability to design one’s workweek becoming non-negotiable for many. These offerings provide the autonomy and freedom that younger employees increasingly demand.
Salary is not the be all and end all of what would attract jobseekers to a job or an opportunity.
Pooja Chhabria, LinkedIn’s Career Expert & Head of Editorial, APAC
Why flexibility equals satisfaction
It’s no secret that flexible work arrangements play a huge role in employee satisfaction. The ability to control when and where one works not only improves work-life balance but also drives productivity and reduces burnout.
“Companies are using flexible work as a way to attract diverse talent. In fact, because of that work-life balance, productivity could also improve,” highlights Pooja. “That’s because companies are sending the signal that [they] trust their employees, and that they believe in them driving outcomes and results rather than those fixed hours.”
Employees feel trusted, valued, and empowered to perform at their best when they have the flexibility to integrate their personal lives with their professional responsibilities.
Employees feel valued and empowered when they have the flexibility to integrate their personal and professional lives.
Edith Tay, founder and executive director of PropertyBank, reflects on how this balance has impacted her: “I had surgery last year and couldn’t physically go to the office for half a year. In the past, I would’ve needed hospitalisation leave, but now I can still join meetings and work from home even while recovering.”
Edith emphasises that adaptability is key: “We’re all receptive to these changes because change is the only constant.”
The flip side: The disadvantages of flexibility
While flexible work arrangements come with benefits, there are also drawbacks. For women, especially working mothers, blurred boundaries between home and work can lead to feelings of being ‘always on,’ increasing the risk of burnout.
“Whenever I’m home, my son tends to disturb me while I’m working because he’s playful,” shares Edith. She’s learned to manage this by establishing clear boundaries, like closing the door to signal that she’s working. “It’s about managing yourself and time – whether that’s arranging for childcare or sending the kids to their grandparents.”
Moreover, remote work can exacerbate career advancement challenges, with fewer in-person interactions potentially sidelining those who are out of sight. There’s also the perception that those who take advantage of flexibility are less committed to their careers, which could impact promotions and leadership opportunities.
“Visibility is very important at the workplace,” agrees Pooja. “I’d say that that’s where company policies play a very important role. There should be equitable opportunities given as well to go line in line with flexible work arrangements.”
While office sizes may shrink as not everyone needs to be in daily, office spaces remain essential.
Edith Tay, founder and executive director of PropertyBank
The future of flexi-work arrangements
Looking ahead, flexible work arrangements are here to stay and will likely evolve further.
“Three key trends come to mind,” says Pooja. “First, flexibility is here to stay. Second, artificial intelligence (AI) will play a significant role. And third, there will be a stronger focus on employees’ holistic well-being.”
Edith adds, “Physical office spaces will still be important. Employers invest a lot in creating attractive work environments. While office sizes may shrink as not everyone needs to be in daily, office spaces remain essential.”
As companies experiment with different models, we could see more personalised work arrangements tailored to individual needs rather than one-size-fits-all policies. Technology will continue to enhance remote collaboration, making flexible work even more efficient. But to fully leverage these benefits, inclusivity must be a priority, ensuring that all employees, regardless of their work arrangement, have equal access to growth and visibility.
“It’s about finding the best of both worlds,” Pooja sums up. “Office spaces will remain crucial for collaboration and culture-building, while working from home delivers the flexibility employees want.”
ART DIRECTION RAY TICSAY
PRODUCER CHERYL LAI-LIM
PRODUCED BY STUDIO+65
