Thought leaders share their perspectives on the future of work in a panel led by Grab Singapore.

In today's rapidly evolving business landscape, what are some of the challenges that keep HR professionals and business leaders up at night?

Our managing director Evelyn Chow joined a panel discussion on 19 July led by Grab Singapore to delve into the future of work and to examine how advancements in technology are impacting the workforce and reshaping tomorrow’s organisations.

Moderated by Shaun Lai, Grab’s senior regional key accounts manager, the lively dialogue was attended by HR professionals and business leaders from various industries including finance, retail, and manufacturing.

Embrace tech while ensuring your people are aligned

An early adopter of HR technology, Chow firmly believes in using technology “as an enabler or to differentiate our business”.

Forward-thinking companies recognise the potential of technology and invest in tools that elevate their workforce and boost productivity, she noted.

However, the panel also emphasised the need to ensure that employees are aligned.

While companies often focus on strategic shifts and technological changes, it is equally vital to provide employees with the requisite training and preparation. This should encompass not only technical know-how, but also address their mindsets, processes, and work methodologies.

employees in a meeting aligned with business — Photo: Canva

Must-have attributes for the next-gen workforce

While it is important for the next-gen workforce to keep up with technology, Chow also stressed the value of soft skills such as agility, resilience, and a willingness to learn.

“You need to have that fire in your belly,” she said. “We need to think about how to support both employees and leaders, to encourage them to stay innovative, and keep that entrepreneurial spirit going.”

Evelyn Kwek, managing director of Great Place To Work in ASEAN and ANZ, also pointed out that companies need to be clear about their desired outcomes and create the right culture and practices that support these outcomes.

“If you want people who are innovative, curious, and keen to learn, then you need to have an environment that is more open and flexible,” said Kwek, adding that an acceptance of ambiguity and diversity are also important in the dynamic business landscape.

Strike a balance between tech and people

Balancing technology and manpower requires a flexible and customised approach.

While technology enhances efficiency, leaders must remember that human connections remain vital and they should adapt their management styles accordingly. Said Kwek, “As we get more tech-savvy, we also need to be more human.”

Chow emphasised that face-to-face interactions are particularly helpful for newer and younger employees, who may need more guidance.

Regular check-ins once a month, for instance, may be more appropriate in some instances than half-yearly appraisals. Coaching sessions also help to foster a supportive and collaborative work environment.

Guiding young employees into the company culture — Photo: Canva

Create the right company culture

To create a culture that is more conducive to a fast-changing, technology-driven future, companies can look at adopting more fluid talent models.

Chow recalled how she was inspired by a former manager who promoted a culture of sharing information about new projects within the company and encouraged employees to volunteer for these opportunities – without being held by their area of specialisation, seniority or location.

Such policies encourage greater mobility across teams and borders, nurturing a broader mindset. Empowering employees to take initiative, embrace autonomy, and explore diverse experiences enables the creation of a more dynamic, creative, and engaged workforce.