Many organisations have traditionally viewed wellbeing programmes as optional perks rather than strategic imperatives. It’s time to redefine wellbeing as a value center. Like any good investment, results take time, and the value compounds over time. Investing in employee wellbeing yields long-term benefits, such as enhanced productivity, loyalty, and resilience as the economy strengthens.

In this session, we will:

• Recognise real costs: Neglecting employee wellbeing carries with it substantial healthcare and organisational expense.
• Rethink wellbeing practices: Moving away from outdated approaches and embrace holistic, effective strategies.
• Mindful leadership: Fostering leaders who prioritise human-centered norms, as well as integrate personal and practical needs into the workplace ethos.

Millions of employees face mental health challenges, resulting in significant business revenue losses due to decreased productivity, high turnover rates, and increased absenteeism.

Recognising this, many companies are investing in corporate wellness programmes to boost employee productivity and overall organisational performance. However, is there an opportunity to tailor mental healthcare programmes to the unique needs of each individual?

Let’s come together for this discussion to hear about:

• Why personalised wellbeing programmes are crucial and how they can transform the people practices in organisations.
• How to customise mental health journeys to ensure individuals receive the specific support they need.
• Strategies for maintaining an organisational culture and workplace environment that support and facilitate wellbeing.

There is no one-size-fits-all approach to implementing flexible working arrangements (FWAs), but it is an important consideration for hybrid working given Singapore’s upcoming Tripartite Guidelines on Flexible Work Arrangement Requests.

While flexibility adds convenience to many office workers’ lifestyle, it has also led to a decline in social connections among the workforce. HR leaders are trying to bridge the gap between remote and in-office employees, while preserving the culture.

Those attending this session can look forward to takeaways and insights on:

• Purpose-first approach: Feasibility of enabling employees to choose their work location based on tasks while maintaining social connection.
• Combating loneliness: Methods to enhance social interactions and camaraderie among distributed employees.
• Facilitating connections: Ways to encourage a mindful return to the office, aimed to cultivate a sense of community and strengthen relationships.
• Benefits that benefit: Strategies to engage and implement wellbeing solutions that cater to the diverse needs arising from distributed setups.

With companies comprising multigenerational workforces, one of the key challenges is to address the diverse needs of employees who are at different stages in their lives. Knowing that wellbeing is personal and varies greatly from one individual to another, technology has the potential to partner a human-centric wellness approach that is digital, scalable, personalised, and empowering.

In this session, let’s hear about:

• No one size fits all: Moving towards personalised wellbeing that allows employees to access the resources that resonate most with them, promoting a culture of health, happiness, and productivity.
• Managing privacy concerns when utilising digital health applications and artificial intelligence.
• Scaling technology-backed solutions to support different work environments and user preferences, as well as incorporating feedback mechanisms.

With inflation and cost of living expenses squeezing employees’ savings, many in the workforce are unable to attain financial stability simply because of lack of knowledge. Responsible employers are putting in place safeguards to empower employees with knowledge focused towards achieving financial freedom.

Those attending this specialised session can benefit from insights on:

• How to foster a culture of financial education that empowers employees with knowledge on budgeting, saving, investing, and retirement planning
• Ways to communicate and create awareness such that employees feel confident about their financial futures, and thus are more productive and loyal
• Real life examples of how investing in financial literacy can become a valuable currency for forward-thinking organisations