Since the beginning of the pandemic, employers and employees alike have had to make constant adjustments other than what was regarded as established norms of working. Companies that never imagined that a work-from-home setup would actually work were actually surprised, as shown in several studies, that not only can it work but that in some sectors, the employees’ productivity even increased.
Tech-enabled express logistics company Ninja Van Philippines is at the forefront of shaping the post-pandemic workplace through the balance among employee safety, productivity, and empowerment. According to Ninja Van Philippines Chief Commercial Officer Sabina Lopez-Vergara, their mission to make hassle-free deliveries possible “rests on the hard work, skills, and passion of our people”.
She described the many ways that Ninja Van Philippines adjusted its work setup and policies.
- Full hybrid setup at the corporate office – Those in the support and commercial groups, such as sales, marketing, finance, and administration, only report to work physically on an as-needed basis, aligned with their respective teams’ schedules and priorities.
- HQ renovations to make the workplace more conducive for onsite employees – The Ninja Van headquarters in Makati is currently undergoing renovations. Among the expected upgrades include fitness equipment and game nooks for better work-play integration, rest and shower areas, and individual call booths for focused work. The company has already made the office fully pet-friendly, so employees can now bring their pets to work on certain days. Beer on tap is also available after 5 pm at the office pantry, for after-hours activities and socialization.
- People programs – Programs were provided that aimed at fostering collaboration, openness, and trust among employees. Aside from brown bag sessions and town halls, Ninja Van Philippines has recently launched Ninja Clubs, encouraging employees to form interest groups within the company and secure funding for their programs and activities. Vergara cited as an example the creation of a riding club because a great majority of their people were the riders delivering packages.
Ninja Van Philippines recently organized a forum, called “Hybrid Hustle: Redefining the New Normal”, which tackled trends, opportunities, and challenges in an evolving post-pandemic work landscape. Speakers were leaders from leading job search and networking platforms, the government, and local human resources industry.
Echoing industry trends, Department of Labor and Employment (DOLE) Executive Director for the Institute of Labor Studies (ILS) Charisma Satumba shared that the government has issued policies on flexible work arrangements and telecommuting, underscoring that agile work arrangements are crucial to navigating the post-pandemic landscape. She added that the department continues to work with companies across the country to help them adopt alternative arrangements if there is interest from both employers and employees.
Citing an independent study, Jobstreet by Seek Philippine Country Manager Philip Gioca highlighted that some 4.6 million Filipinos quit their jobs in the last two years of the pandemic, underscoring the urgency for employers to respond to jobseekers’ demands, particularly with respect to diversity and inclusion. Gioca noted that employees are now asking if their jobs are worth it. This puts some pressure on employers to continue to reevaluate their structures and ensure support for flexible work arrangements.
LinkedIn Emerging Markets Regional Sales Head Atul Harkisanka shared best practices on how companies in the region can attract and retain top talent in a time of great flux in the workplace. Harkisanka stressed that reimagining the future of work consists of focusing on skills to attract talent, encouraging learning to create a great work culture, and enabling and empowering managers to make flexibility decisions.
As more and more employers shift to a fully work-from-home or hybrid set-up, Robert Walters Senior Manager Mae Mendoza identified key symptoms of dysfunction in hybrid working. She stressed that employers should be on the lookout for these signs, such as hiring hurdles, challenges in retaining social capital, and innovation and productivity gaps. It will be important for employers to look at assessments to determine how they can adapt to meet these challenges.
Offering employers insights on how to move forward, People Management Association of the Philippines (PMAP) President Ellen Fullido presented trends in human resources and people management that are designed to be more responsive to future disruptions. She emphasized that a healthy work environment allows employees to strive for work-life balance and encourages collaboration, flexibility, inclusion, and accountability.
Fully remote work as well as hybrid work setups are probably here to stay for the long term. Even with return-to-work orders for some companies, many others that used to operate fully onsite have now accepted that the pandemic has introduced many factors that have changed work values, hiring/evaluation/promotion policies, work setups, and many other workplace considerations. In this ever-changing work landscape, Ninja Van Philippines continues to strive to build a workforce in support of its goals.