Human Resources Work Trends for 2023 and Beyond

WiseNetAsia Knowledge Center
Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved

 

Human resources strategies have to align with work trends. Hybrid work, global staffing, remote work, and online onboarding are some of the new trends that have become the norm for HR departments and division heads worldwide. Having more in-depth knowledge of work trends enable employers to make better talents planning.  With a new year just around the corner, we have put together work trends that would essentially mold the future of work.

Human Resources Work Trends for 2023 and Beyond

The labor market today is more competitive than ever. Work setups are continuously evolving. Making decisions for an evolving and uncertain future workforce can be quite difficult. Fortunately, there are trends that we can use as a guide to help us gain insights into how we can create strategies to attract and retain the best talents. Here are some of these HR trends:

Hybrid and Remote Work setups are here to stay

We can look forward to more flexibility in terms of work setups. Employees actually prefer to work from home rather than work onsite. In fact, statistics show that a remote working option is seven times more likely to attract applicants than any other working option. This is not really surprising considering that there are so many benefits to working remotely.

For starters, employees can save time, energy, and money if they work from home. They no longer have to wake up very early to prepare for work and commute to the office. They do not have to buy new clothes and shoes every now and then. They can eat a freshly cooked meal as opposed to a fast-food takeout or a microwavable lunch.

Plus, they no longer have to endure traffic during rush hour. Aside from being able to save time, money, and energy, they also get to spend more time with their family members. This is great for working mothers with younger children.  To accommodate the need of work flexibility, HR departments can design work setups on working with employees that are not physically present most or all the time. There should be clear processes on how to screen, interview, and onboard new employees remotely, supported by cloud-based systems and online portals.

Using Predictive Analytics

There is no doubt that modern technologies are shifting the dynamics of workplaces. Predictive analytics with its combination of artificial intelligence, analytics software, and big data have redefined the talents landscape for employers.

Using predictive analytics can help employers make better hiring decisions. It helps to determine which candidates have higher chances of success in the job and which ones to reject based on their resumes, cover letters, assessments, pre-screens, and even social media. It will also analyze past and present data to effectively forecast future outcomes.

During the hiring process, HR managers can simply run resumes through the software to find out which candidates are qualified. Their profiles will be scanned to see which ones closely match the job descriptions.

If you are running a hiring software, here are some of the major keywords to find out which candidates are suitable:

  • Human resources experience
  • Recruiting
  • Staffing
  • Retention
  • Social media
  • Onboarding management
  • Communication skills
  • Inclusion and diversity
  • Benefits and compensation
  • MS Office
  • Innovation
  • Collaboration
  • Employee relations
  • Human Resource Information System (HRIS)
  • Leadership development
  • Job analysis
  • Manpower planning
  • Performance management
  • Talent development

Predictive analytics basically digs deep through data to extract, dissect, and categorize information. Then, it identifies patterns, correlations, and irregularities. In an organization, the collected data regarding prospective hires and existing employees can be turned into actionable insights.

Using Employee Management Applications

Employee management applications enhance productivity and engagement, whilst providing transparent and real-time data. Implementing them can yield many positive results. Some of these benefits include:

  • Making onboarding easier and more efficient.
  • Enhancing the training experience of employees and bridge communication gaps.
  • Providing more accurate time tracking for processing payrolls.

HR teams can use these applications to analyze employees’ trends, and also to obtain and store employee’s historical data.  Employers can also use these applications to connect with remote employees faster and more conveniently.

Providing Unique Perks

A survey of about 18,000 employees across Asia Pacific was conducted by PricewaterhouseCoopers or PwC Global, a company that offers professional business services. According to results, only 57% of employees in Asia Pacific experience satisfaction with their job. One in five plan to switch to a new employer. One-third intend to ask for a raise in the next twelve months while another one-third intend to seek promotion.

Millions of workers have already changed or quit their jobs. Employees continue to resign in search of more meaningful and fulfilling work. Because of this, small companies have a hard time competing with larger companies in terms of benefits and wages.

Small and medium enterprises can provide unique perks too, based on their own creativity and budget.  For instance, an area allocated for snacking, chilling, and having coffee, vacation bonuses, additional paid time off, or education reimbursement etc.

To find out what employees want, HR department can give out surveys, ask employees for their ideas and preferences, and provide the feedback to decision makers so that they can take the necessary actions. Keeping employees happy is guaranteed to make them want to stay for good.

When employees are happy and satisfied, they will be more productive at work. On the other hand, employees with mismatching skill sets can result in productivity and efficiency loss.

With the recent developments in technology and work setups, HR managers and staff need to reassess how they do things. They also need to learn how to deal with situations that they have never encountered before.

Prioritizing Employee Wellness

Despite continuous efforts on bringing life back to normalcy in most countries, the prolonged COVID-19 pandemic and its aftermath effects have taken a serious toll on everyone’s mental health. So, employee wellness has become more important than ever. HR professionals should find ways to detect mental distress amongst employees. They have to make sure that they are armed with the right resources to deal with such issues.

During and after the pandemic, people are more conscious about the overall wellbeing of their own mental health, their family relationships and personal finances. HR departments can create employee assistance programs as well as wellness programs to help employees deal with their physical and mental health issues. Additionally, they could provide more self-help courses on personal improvements.

Advise for HR Professionals

HR management has long been a vital part of organizations. In fact, they greatly contribute to the successes and failures of the companies they work for.

For HR professionals, you need to realize that work trends are ever-evolving, and that you need to cope with them to stay on top of your game.

Always keep your ear to the ground for new trends. Do not be afraid to think outside the box. Go beyond your own market, country, and industry to learn what other people in other fields are doing.

Read, watch, and listen to news reports. Browse social media and online communities. Find out as much as you can about these emerging HR trends. Then, research how you can improve or adapt your strategies.

Rethink the way you train employees and ask for their feedback, as well as how you convey your messages. Remember that remote and hybrid working models are becoming the norm today. Nevertheless, you should also think long-term. Consider how present trends can affect the HR industry five, ten, or twenty years down the road.

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WiseNet Asia Appointed as Committee Member of China Talent Exchange Association

Sep 21 2022, Beijing – The China Talent Exchange Association kicked off the first meeting for its Human Resources Training Professional Committee in Beijing today.  WiseNet Asia from Singapore is the only foreign human resources company appointed as the committee member. The Director of the first special committee is Mr. Xu Xiao Dong, member of the Party Committee and Deputy General Manager of CIIC Group.


Remote participants including Mr. Wesley Hui, Founder, WiseNet Asia participated in the kick-off meeting online. With the inaugural meeting, Secretary-General Ding Guo Jie of China Talent Exchange Association announced the establishment of the Human Resource Training Special Committee, and President Wang Jian Hua awarded the Human Resource Training Special Committee a license.

The participants conducted in-depth exchanges and discussions on the future development and directions of the human resources training industry, industry research and norms, and work tasks in 2022. The meeting aims to promote industry peer exchanges and facilitate human resources development through the training committee.

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ANNOUCEMENT: BEWARE OF JOB SCAM USING WISENET ASIA BRAND NAME

We were recently made aware of a job scam whereby scammers are impersonating as WiseNet Asia’s recruiters and sending email to job candidates requesting for personal information, asking the job candidates to click a job link, etc.

If you receive any suspicious purported WiseNet Asia recruitment consultant’s email, please be alert of the following:

EMAIL DOMAIN
All emails from WiseNet Asia China, Singapore and Malaysia are sent from only one single email domain which is @wisenetasia.com and not wisenetasia.net

PURPORTED RECRUITMENT CONSULTANTS ASKING FOR UPFRONT PAYMENTS
WiseNet Asia will never ask for any upfront payments such as interview fees, recruitment fees, medical check fees, job recommendation fees etc. We will also not ask for any personal banking details.

WISENET ASIA DO NOT HAVE A TELEGRAM CHANNEL
WiseNet Asia do not have a telegram channel. Our recruitment consultants reach out to job candidates through email, direct phone calls, whatsapp and LinkedIn. We do not contact job candidates via other social media channels.
All our consultants’ profiles are available in LinkedIn. Our management team’s information is available on the company website: https://wisenetasia.com/our-management-team/

DIRECT JOB OFFER
Our recruitment consultants in all countries adhere to a structured recruitment process; hence we do not email job candidate with a direct job offer. A job candidate usually has to go through several rounds of interviews before landing a job. Do not click on any link of job offer.

MULTIPLE GRAMMATICAL ERRORS
An email with multiple spelling and grammar errors is an indication of scam. Do not respond to such email.

REPORTING SCAM INCIDENT
To report a scam incident, click the link in your respective countries:
Singapore – https://www.csa.gov.sg/singcert/reporting
Malaysia – https://www.mcmc.gov.my/en/make-a-complaint/make-a-complaint

To notify us about a scam using our brand name, please email to info@wisenetasia.com
For quick verification of information, please refer to our offices contact details here: https://wisenetasia.com/contact/

Screenshots of sample scams using the WiseNet Asia brand name:

A scam email prompting the receiver to click on the attachment

A scam message from a purported WiseNet Asia recruitment consultant

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WEBINAR: Opportunities in China – Singapore Guangzhou Knowledge City

 

Recruitment Talks for NUS Students and Alumni

Join us for a lunchtime talk to learn more about the opportunities in one of the fastest-growing cities in China – Guangzhou. Learn more about the China-Singapore Guangzhou Knowledge City and the city’s talent attraction policies through our speakers, Mr Kenneth Teo, Deputy CEO, Guangzhou Knowledge City, and Mr Wesley Hui, Founder, Wisenet Asia.

Date: Wednesday, 28 September 2022

Time: 12pm – 2pm

Industry: Executive Search

Faculties: College of Design and Engineering, Faculty of Arts and Social Sciences, Faculty of Science, Faculty of Law, School of Computing, NUS Business School

Target Audience: All students

Click Event Page for Registration: Opportunities in the China – Singapore Guangzhou Knowledge City – NUS Centre for Future-ready Graduates

Register by 28 September 2022

 

 

Top Interview Tips from the Experts

WiseNetAsia Knowledge Center
Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved

This article was originally published November 2020.  Updated September 2022

Over the past few years, our experts have carefully studied the hiring process of top companies across various industries. We have learnt how the AI interviews are being structured, the most common skills they’re looking for and what you can do to land your dream job. Keep reading to find out more about the top hacks to have a successful interview.

The rise of AI in the job market

Many Asian companies are now switching to virtual interviews and recruitment webinars when it comes to hiring new talent. Most of these companies are now using artificial intelligence(AI) to hire candidates as well. This is due to the time-saving benefits that come with AI in the hiring process. It has the potential to automate most of the processes and help companies save a lot of time. The recruiter could easily arrange and organize many files, positions and applications at once.

AI is now becoming one of the most widely used recruitment techniques by companies in Asia.  It is being used in the initial stages of sorting, ranking, and shortlisting candidates. This process usually involves the usage of past data from successful and unsuccessful applicants. This data is used to train the AI machine for the hiring process.

AI is being used by most of these companies to collect the data of candidates and students that have been recorded over the years. This will help them in making accurate decisions when it comes to selecting candidates.  Companies are regularly testing the collected data to ensure that the objectives and goals that they need are being met by candidates. It is believed that the application of AI will become more popular in the coming years.

How to have a successful job interview

One of the things that many job seekers fear is rejection. This is why so many job seekers get nervous especially when it’s their first interview. Having a successful job interview is not just about the qualifications and experience that you have. It’s also about being confident and understanding how the process works.  By following the best practices, you will build your confidence, answer questions comfortably, and increase your chances of landing your dream job.

Do your research

The most important thing to do before going for an interview is to make adequate research about the company.  Look out for as much information as possible to make sure that it is a company you would like to work with. Look out for their successful projects, their financial stability and how well the employees are being treated.

Prepare your questions

This is one of the interview hacks that a lot of job seekers seem to miss out. Going for an interview doesn’t mean that you will only be answering questions. There will be a section of the interview where the employer asks if you have any questions for them.

When you ask questions, it shows them that you are interested in the position and you have done your research. Saying ‘No’ at this point can stand against you and affect the rest of the interview. To have a much higher chance of winning the interview, try preparing some questions ahead.

Dress for success

This is another important factor that can determine the success of your interview. Aside from your qualifications, make sure that you are well dressed for the interview. You don’t have to wear expensive suit, so just pick something that makes you feel confident. Try picking the clothes you want to wear a night before the interview day so that you won’t need to rush. Ensure to stay clean and confident.

Take important files and arrive on time

Another interview hack is to always prepare copies of your work portfolio when going for an interview. Even if you have sent it as an email, you need to show them proof of your skills and experience.  By bringing it along, it will build your credibility and make it easier to tell your story. After preparing all the important files, make sure that you respect the schedule. This means that you should not arrive too late or too early. The best practice is to arrive 10-15 minutes before the start of your interview. This helps in making a good first impression on the recruiter and gives you more edge over other candidates.

Stay positive during the interview

You must maintain a positive conversation throughout the interview. Try as much as possible to avoid negative remarks when asked about your past experience. Focus on the lessons you learnt from the experience and don’t try to blame anyone from your past. This shows the recruiter that you are confident in your skills and experience.

Watch your body language

To win a job interview is not just about the things you say. You need to understand how to respond to a professional environment. Your recruiter will closely observe your body language during the interview. Make sure to speak, smile, maintain a good posture and shake hands when necessary.

Tips for a successful interview with artificial intelligence

Always study past questions

One thing that is common about AI interviews is the repetition of question format. The questions won’t be repeated word for word, but it usually has the same structure. Study the recommended texts that were used for the same interview by previous candidates.

Stay focused throughout

When it comes to AI interviews, you must remember that you will be staring into a camera throughout. If you make too many mistakes, the machine automatically disqualifies you. Therefore, make sure that you don’t occupy your mind with distractions, stay focused and try your best to answer the questions. You can try practicing a few times in front of the mirror. By doing this, you will learn more about yourself and discover some habits that need to be changed. The bots have been trained to study all mannerisms and facial features that you may have.

Record your answers

Some companies will give candidates a limited amount of time to answer the questions. Not finishing your answers on time means that you get cut off the section with only a few chances left. Develop your answers and make sure that they are short, succinct and effective. Even if the company promise to give a second trial, respond to the questions as if you only have one shot. You can also try to record your answers during practice. Listen to them over and over again and look out for areas that need corrections.

Conclusion

Winning an interview might be easier than you think. A lot for people keep failing interviews because they don’t prepare enough. Always prepare your mind for any interview you want to attend. Stay confident that the outcome will be positive and make sure to put in your best. You can also seek advice from people who have successfully passed the interview in the past.  This will keep you ahead of the competition and make it easier to land your dream job.

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Netxus Global inked MOU with Singapore Tourism Board and Yabuli China Entrepreneurs Forum to facilitate Singapore and China enterprise development

Beijing, 24 August 2022– In the 6th Singapore Tourism Board Greater China MICE Conference, Netxus Global, the Singapore Tourism Board and Yabuli China Entrepreneurs Forum signed a Memorandum of Understanding (MOU) for three years to work together on helping China and Singapore enterprises’ growth and business development in the region, and also facilitating financing and investment.

Aside from helping enterprise growth, the collaboration also aims to build an exchange platform for Singapore and China talents for the purposes of learning from each other, and to create business partnerships within a regional eco-system.  Enterprise development and international co-operation will be promoted through conferences, seminars, etc.

The MOU’s other scope of operations include working together on expanding the influence and brand awareness of the Yabuli Forum in international economic forums, and to promote exchanges and mutual visits between the governments, enterprises, institutions and entrepreneurs of Singapore and China through the Yabuli Forum and other related business activities.

Read more related news: 新加坡旅游局大中华区会奖业大会新意满载，新中业者携手“重‘绘’狮城” (qq.com)

 

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About Netxus Global Pte Ltd

 Netxus Global is an artificial intelligence international business platform.  With its base in Singapore, Netxus Global empowers global political, businesses and academics through intelligent analysis and network distribution technology. We are able to provide accurate future intelligent skills training, international network contacts and facilitate the deployment of global talents.  Netxus Global offers businesses with iSPAN services for global market intelligence(i), Future skills enhancement(S), global talent placement (P), advisory for business or market venture (A) and global network connections (N).

Headquartered in Singapore, Netxus Global is a JV company formed by WiseNet Asia and the Millet Holdings.  For more information, visit http://www.netxusglobal.com/

 

About Yabuli China Entrepreneurs Forum
Set up in 2001, Yabuli China Entrepreneurs Forum is the leading social organization that gathers together successful business leaders in one common platform, with the mission of nurturing and facilitating growth of new businesses.  Yabuli’s signature events include the Annual Yabuli Forum, Youth Forum and the China-US Business Leaders Roundtable.  For more information about Yabuli, please visit:  www.cefco.cn or global.cefco.cn/

 

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Smart China Expo 2022

CHONGQING, China, Aug. 22, 2022 – WiseNet Asia and Netxus Global (a subsidiary of WiseNet Asia and Millet group of companies) both participated in the Smart China Expo (SCE) 2022, held in Chongqing from August 22 to 24.  The theme this year is Smart City. Gathering more than 50 of the Fortune Global 500 and Fortune China 500 enterprises, this event showcase the cutting-edge achievements in China and Singapore.

Netxus Global’s AI and data enabled global business platform helps companies enhance efficiencies through intelligent analysis and network distribution technology.  Cutting-edge artificial intelligence, machine analysis, and big data enable Netxus Global to provide accurate market intelligence, pre-emptive skills training after skill gap analysis, global talent placement and business advisory and network connection.

Netxus Global is a new economy entity that completely transforms WiseNet Asia.  This set up is instrumental to IMDA’s encouragement to company’s digital transformation.

As companies transit to a digital future, the major obstacle facing enterprise growth in an endemic era is local talent with global vision, and the strength and tenacity to face everchanging uncertainties.  WiseNet Asia helps companies to scale growth through its one-stop human resources solutions.  WiseNet Asia’s core strength is executive search and confidential executive search for mid to senior management positions, and recruitment with HR consulting for companies setting up and expanding in Singapore and China.

View more information:  Smart China Expo 2022 | ichongqing

Event Information:

Date: Aug 22 – Aug 24, 2022

Time:  10am – 7pm

Main Event Venue: Chongqing Yuelai International Expo Center

 

 

 

 

 

 

 

 

 

 

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Striking Strategic Collaboration for Global Expansion – Netxus Global and Thinkthrough Consulting Inked Partnership

Singapore, 7 July 2022 – In a move that jointly builds competitive strength in the global market, Netxus Global Pte Ltd, Singapore and Thinkthrough Consulting, India has entered into a strategic collaboration to achieve the following objectives:

(a) Leverage each other’s expertise and geographical presence to scale business development and enhance customer service;
(b)  Connect to each other’s networks and resources for expansion of service offering and strengthening of global network;
(c)  Create exchange and business leads globally through Singapore and India.

With this agreement, both parties will share the global resources and expertise to grow the footprint and clientele internationally for each other. Both parties will put in joint efforts to enhance the global network and tighten the collaboration on the areas of human resources advisory, skills and training, market development, network integration and industry development.

Netxus Global Pte Ltd is represented by Mr Wesley Hui, Founder and Ms. Alice Chan, Co-Founder and Managing Director. Thinkthough Consulting is represented by Mr Parul Soni, Global Managing Partner and Mr Vijay Ganapathy, Co-Founder and Partner.

 

From left to right: Mr Wesley Hui, Founder, Netxus Global and Mr Mr Parul Soni, Global Managing Partner

 

From left to right: Ms. Alice Chan, Co-Founder & Managing Director, Netxus Global; Mr Wesley Hui, Founder, Netxus Global; Mr Parul Soni, Global Managing Partner and Mr Vijay Ganapathy, Co-Founder and Partner.

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Imposter syndrome is real and growing, and here’s how to deal with it

WiseNetAsia Knowledge Center
Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved.

Back in 1978, Pauline Rose Clance and Suzanne Imes, both renowned American psychologists first described impostor syndrome as an “internal experience of intellectual phoniness”.

What does that mean and what exactly is impostor syndrome? Impostor syndrome, also known as perceived fraudulence which involves feelings of self-deprecation, self-doubt and personal incompetence that persists despite achieving stellar results in terms of education, work experience and life accomplishments.

In other words, people suffering from impostor syndrome will constantly doubt their intelligence and capabilities despite evidence of high achievements thus having this irrational fear that they may come off as a fraud, undeserving of their positions in life although they have earned it through hard work and competence.

Studies have shown that impostor syndrome is extremely common among Asian adolescents to young adults and this is mainly due to their upbringing and culture.

Impostor syndrome is often comorbid with anxiety and depression and it is associated with impaired job satisfaction, performance and burnout in employees. The only way to stop feeling like an imposter is to stop thinking like an imposter. It is indeed a psychological condition, as the experts put it, “Mind over matter represents the triumph of will over physical hindrance. Our thoughts are our weapon against the world”.

Researchers have found that impostor syndrome are associated with psychological distress through interpersonal shame, for instance, shame arising from worries that a person will be evaluated negatively and thus bring dishonor and disrespect to the family due to their own incompetency and inadequacy.

Young Asians who have impostor syndrome often feel anxious and worried about not being able to maintain their success. They are pressured by their parents, relatives, teachers, peers and the society, having an immense urge to live up to unrealistically high level of expectations and standards, upholding their reputation in fear that others will discover their unworthiness and incompetence if they reveal minor weaknesses.

In addition, those with impostor syndrome are reluctant to attribute their success to their own personal ability and they also find it difficult to internalize their achievements due to the irrational fear of not being able to replicate their success. They are most likely to attribute their success due to external factors such as luck or error.

Impostor syndrome is often associated with individuals who exercise perfectionism. Perfectionists have the tendency to strive toward personal improvement and set extremely high standards for themselves. If they have accomplished 95% of their objectives, they will still feel like something is lacking and any minor mistakes will make them question their own capability. Perfectionistic issues are predominantly associated with rumination.

Furthermore, impostor syndrome can also be seen in individuals who have deep-rooted hunger in knowing every piece of information, researching materials and concepts prior to the start of a project, constantly on the lookout for new trainings and certifications to hone their skills. They cannot bring themselves to apply for a position if they do not meet all of the criteria in the job description, they are also hesitant to raise their hands to ask questions in class or speak up in a meeting because they are afraid of judgments and the fear of looking unintelligent.

One must take action before impostor syndrome goes out of hand and there is an urgency to snap out of it before more individuals experience this unwanted phenomenon.

One of the first steps to combating impostor syndrome is to acknowledge these negative thoughts and put them into perspective. Rather than engaging that thought, one can just observe it and not let it affect their psychological state. Position yourself in a comfortable situation, take a few deep breaths, and encourage yourself to ask this question, “Would this thought actually help me or hamper me emotionally and psychologically?”

Secondly, understand that perfectionism only feeds into an individual’s impostor syndrome, for instance, achieving great results might seem like a great accomplishment for many others but an individual suffering from impostor syndrome may feel like they are a fraud, it is solely because they are making comparisons to an unrealistic perfect outcome. Nobody in this world can do everything perfectly, but constantly holding an extremely high standard can be counterproductive.

Another step that can be taken would be to develop a healthy response in making mistake and facing failures. Henry Ford once stated that “Failure is the opportunity to begin again more intelligently.” Instead of beating ourselves up for making mistakes or falling short, take it as a valuable lesson, learn from it and move on from the loss.

In the Asian culture, respect and love is predicated on an individual’s achievement, education and performance. Unconditional love seems like a foreign concept in a traditional Asian family. For many generations, one’s reputation is nestled in the Asian family name.

If an individual is from a renowned family within the society, they will be bestowed with respect and acceptance. However, if one were to tarnish the family’s reputation from conducting misdeeds, this legacy will be in jeopardy. Hence, living with such rigid beliefs and principles will ultimately lead to imposter syndrome.

Therefore, it is vital to remember that failure does not make an individual an impostor. No one is perfect in everything they do; people make mistakes, we fall and we get up. Do not let failures in life define and dictate your next move. Learn from these mistakes and move forward and that is how humanity can advance as a whole.

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Webinar: Grow Your Business | Expanding to China by Singapore Fintech Association

China, being the world’s most populous country and second largest economy, is undoubtedly an attractive choice that firms consider for business expansion. However, entering such a huge market can be very daunting, especially if they are not familiar with China’s culture, competition, regulatory framework and market trends.

If you are looking to expand your business into China or are keen to broaden your understanding of the Chinese market, come join us as our panelists share their expertise in this market and touch on case studies of Singaporean companies’ attempted expansion into China.

EVENT INFORMATION

Date: 5 July 2022, Tuesday

Time: 2.30pm – 3.45pm (SGT)

Register here 👉 https://lnkd.in/eYyN9Amj

*Please note that the opening and sharing will be done in Mandarin while the accompanying slides will be in English.

To view recording of the webinar,  please click this link: https://www.youtube.com/watch?v=m4RcqMuE6ek

 


ABOUT THE ORGANIZER

Singapore Fintech Association (SFA)

SFA is a cross-industry non-profit initiative, intended to be a platform designed to facilitate collaboration between all market participants and stakeholders in the FinTech ecosystem. We are designed to be an effective platform for members to engage with multiple stakeholders to find solutions to issues.

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How to cope with depression and anxiety in the workplace

WiseNetAsia Knowledge Center
Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved.

 

Mental wellbeing is becoming a top priority for many employees. A survey conducted by the Conference Board found that 59% of employees named stress and burnout as their top concern for wellbeing in the workplace. Employees are not enticed to work in an organization where mental health is not prioritized as they do not want to sacrifice their mental wellbeing in exchange for the financial goals of an organization.

Even at an endemic stage, there is an immense sense of anxiety in individuals that are stemmed from the prolonged uncertainties before, further inducing workplace stress which can lead to burnout, regardless of going to the office to work or working in hybrid mode.

How we cope with emotions and stress can truly affect our well-being, our community, our performance in the workplace, and with the people that we care about. It is crucial that we recognize what stress looks like, what are the steps that we should take to manage workplace stress and our emotions, and when to go to a professional to seek help if required.

Poor mental health can negatively affect an individual, which can lead to unnecessary stress, thus aggravating symptoms of anxiety and depression. An employee suffering from poor mental health will see a decline in job performance and productivity, a lack of engagement and communication with their co-workers, and a decrease in physical capability and daily functioning.

Furthermore, studies have shown that anxiety and depression are associated with higher rates of unemployment. Depression interferes with a person’s ability to complete physical jobs and reduces cognitive performance, only 57% of employees report moderate depression, and 40% of those with severe anxiety and depression actually receive professional treatment to control their symptoms.

How do we know if we are suffering from anxiety and depression? Here are some known common symptoms:

  • Getting tired easily and feeling fatigued
  • Difficulty concentrating on daily tasks
  • Easily irritated by the smallest gesture
  • Difficulty in falling or staying asleep, feeling restless
  • Constant, irrational fear and worrying
  • Rapid heartbeats, hot flashes, sweaty palms
  • Changes in diet (eating too much or too little)
  • Persistent feelings of sadness or worthlessness
  • Inability to relax
  • Loss of interest in hobbies and general activities

What can an employer do if they encounter an employee that requires mental support in the workplace? Employers can promote awareness about the significance of mental health and stress management. Health programs in the workplace have proven to be successful, especially if one merges mental and physical health interventions together.

For instance, an employer can always be vulnerable with their team members by being open and honest about their mental health struggles. When a leader creates a platform that is safe for employees to confide in them, employees will feel comfortable to bring up mental health challenges of their own. The universality of this experience will translate into a massive decline, if people, especially those in power, share their experiences by normalizing mental health stigma within the society.

Furthermore, an employer can also model healthy behaviors in the workplace. When a leader preaches about supporting mental health, their actions should follow suit. Employers have an obligation to do so, so that their employees can prioritize self-care and boundaries.

Generally, employers are too focused on their teams’ well-being that they forget to take good care of themselves. A simple sharing about them taking a break when needed, or turning off email notifications, or prioritizing a weekend getaway will encourage employees to do the same so that burnout can be avoided.

There is only so much an employer can do to support an employee’s mental health, and the rest are within the employee’s own grasp to get better from their current circumstances. Here are some highly effective methods to combat stress, anxiety, and depression in the long run.

  • Adopting cognitive-behavioral therapy (CBT)

CBT is a treatment approach that has been proven to help individuals recognize negative or unhelpful thought and behavior patterns with the use of psychotherapy by a certified health professional. CBT helps to identify and explore the ways of an individual’s emotions and thoughts that are affecting their actions. Once the patterns have been identified, they can learn to reframe their thoughts in a positive manner.

  • Exercising

Getting enough exercise in our daily routine can ease symptoms of anxiety and depression through the release of feel-good chemicals in the brain such as dopamine and endorphins, these chemicals help to enhance an individual’s wellbeing. It also assists in alleviating worries, fears and negative thoughts.

  • Utilizing relaxation techniques

Mindfulness meditation is a method to slow down an individual’s racing mind and palpitating heart by letting go of negative thoughts. It aims to re-shift an individual’s  mind to focus on the present state. This exercise usually requires an individual to sit in an upright position in a quiet room and focus on their breathing – it has been proven to ease symptoms of anxiety and depression therefore improving the quality of life

  • Consult a psychiatrist to prescribe medication

If an individual is suffering from severe anxiety and depression and the above methods might not work for now, it is best that they seek help from a mental health practitioner and if necessary, have antidepressants prescribed to help reduce worsening symptoms.

In a nutshell, even though mental health issues are quite widely known around the globe, there are still rampant misconceptions about mental health within the community. Concerns are rising as there is a prolonged delay towards individuals who are seeking help or are currently receiving treatment, this is due to various kinds of mental health stigmas such as misconceptions or little acceptance in the society, social and cultural beliefs. Hence, overcoming stigma might be a challenge as there needs to be a constant effort in increasing public confidence to seek mental health support when needed.

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How to deal with bullying in the workplace

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Effective strategies to combat bullying

It does not matter if we are starting our first job after graduating from college or university, or mainly switching jobs for better career opportunities in other organizations, we are bound to encounter managers or colleagues who are unduly difficult, manipulative, intimidating for at least once in our lifetime (or perhaps more if we are unlucky).

Bullying is more likely to occur in some environments than others: where a role at work creates conflict or ambiguity, where there are persistent work obstacles, or when workers have little to no autonomy, or when there is an atmosphere of fear of job redundancy and uncertainty, or just rumors of organizational collapse.

If we have to constantly put up with these toxic behaviors at work, it can be extremely detrimental to our well-being and consequently decreases our motivation and productivity at work which can lead to increased absenteeism and sick leave while organizations may struggle with poor public reputation and possible litigation.

Workplace bullying refers to intentional and repeated behavior directed at an employee that is intended to humiliate, embarrass, degrade, exclude or undermine another’s performance. This behavior may come from the management itself, supervisors, or colleagues and it is quite a miserable thing to point out, these bad behaviors are rather prevalent in the workplace.

This is often a real problem faced by many workers on a daily basis around the globe and it is not something any individual should joke about. Recognizing and addressing bad behaviors in the workplace are essential because they can help to eliminate negativity hence creating a healthy and productive work environment in the long run if effective measures are put in place.

According to “Decoding the Personality of Workplace Bullies” by Thomas Chamorro – Premuzic, workplace bullies are often seen as assertive, outgoing, and confident. Though the mentioned traits have a positive connotation to them, bullies do not have the ability to instill empathy and humility to balance these traits out.

Assertiveness and confidence are characteristics which considered to be valuable in the business world and employers may often turn a blind eye when addressing bullying in the workplace. Little do we know that, behind these obvious traits that the bully possesses, they are actually hiding behind a veil of narcissism and low self-esteem. Moreover, bullies often crave a sense of belonging, safety, and mattering. Most of the time, it is a psychological process rather than a physical one.

The 10 types of bullying behavior that are most commonly found in a workplace are:

  • Humiliation and ridicule
  • Withholding information relevant to a person’s employment
  • Delegating a person with work that is below their level of competence
  • Spreading malicious rumors and gossip
  • Shouting or berating a person
  • Removing responsibility from a person who has earned it
  • Imposing unreasonable deadlines
  • Constantly threats of violence or engaging in physical/verbal abuse
  • Regularly criticizing a person in front of other employees
  • Excessive micromanaging/monitoring of a person’s work

Once we have identified that we are a victim of bullying, we must take proactive measures to stop the abuse. The bully at work will not disappear until we do something about it. If we make ourselves an easy target, we will only encourage the bully. If we tolerate the bully’s behavior, we are indirectly training the bully to continue with their reprehensible actions.

Here are some valuable tips that we can exercise and execute if we are dealing with a workplace bully:

  • Stand up for yourself

There is a vast difference between being threatened with not being a doormat, the latter invites more aggression. If we notice that a bully is exerting behaviors and antics that are unacceptable by being demeaning and disrespectful, we should call them out by confronting the bully firmly, directly, and with strong articulation without displaying excessive emotions.

  • Do not ignore the feeling of being bullied

This is not the time to put yourself down even further. When we are being bullied at work, we would think it is a normal path that one has to go through and endure in order to get promoted or being accepted. Statements such as “I deserve it” or “Everyone gets treated this way like I do” are regular guilt trips that bullies help impose on us. Instead, we should form a plan to stop the bullying in its entirety and reclaim our position at work.

  • Document the bully’s actions

Whenever you are being bullied, document the name of your bully, the method of bullying, and details of the incident. Record the times, dates, locations, and the names of witnesses to the events. The most important way for a victim to put a stop to these torments is to gather and provide as much information and concrete evidence to your company’s manager, human resource personnel, or the legal team.

  • Keep calm before making the big move

Ensure that you have gathered sufficient evidence before approaching your manager regarding your episode with the bully. You need to be calm, collected, and professional when presenting the case to your manager, the last thing that you want is for your manager to see you as an emotional train-wreck. It is hard to structure a proper sentence or find the right words to say when you are emotional, it may instead backfire and make you seem whiny or overreacting.

In short, our days at the office should not be filled with intimidation, humiliation, and manipulation by our managers or even co-workers. While many organizations have a zero-tolerance policy, bullying may be hard to prove or even recognized if vague shreds of evidence are presented, making it difficult for managers or human resources to take appropriate actions. But for all organizations, taking actions to prevent workplace bullying is a step towards resurrecting humanity, this will be beneficial for an organization’s reputation and business cost, thus improving the overall health of their employees.