This paradigm shift has become particularly relevant as more employees realise the benefits of hybrid work. In the U.S., 68% of workers support hybrid instead of full in-office work. However, for a hybrid work model to be successful, managers must design hybrid work policies that consider the employees’ needs, not just the organisation’s. 

As organisations navigate the complexities of this new normal, a thoughtful and strategic approach to hybrid work is essential. A well-designed hybrid work policy is crucial not only for adapting to the evolving nature of work, but also for ensuring sustained productivity, fostering collaboration, and enhancing employee satisfaction. Let’s take a closer look at the key steps for designing an effective hybrid work policy. 

Benefits and challenges of hybrid work

Hybrid work is a flexible agreement in which employees can divide their time between working in a physical office and working remotely. This approach offers several advantages:

• Increased flexibility: Employees can enjoy the autonomy of working from a location of their choice, and in some companies, they can choose which days they want to work from home. 

• Better work-life balance: This arrangement offers the opportunity to arrange working hours in a way that facilitates other important aspects of workers’ lives. 

• Improved employee morale: Everyone likes to be appreciated and valued. Offering hybrid work arrangements demonstrates your organisation’s respect for your workforce. 

However, the transition to a hybrid work model has some challenges too: 

• Logistics — getting everyone on the same page: Do team members want to work in the office on the same days? Striking the right balance between remote and in-office work poses logistical challenges, especially with dispersed teams. The problem can be compounded if team members work in different time zones. 

• Maintaining a cohesive company culture: Building and nurturing your company culture can be difficult when teams are physically scattered. Team-building exercises can encourage engagement. 

• Ensuring balanced workloads and time management: Some employees struggle to focus and complete their tasks in a remote work environment, which can cause stress and added pressure for their teammates. Others may find it challenging to disconnect from work, potentially leading to burnout.

Best practices for designing a hybrid work policy

For these reasons and more, designing a detailed hybrid work policy is essential for its success. In the following sections, we’ll explore four best practices. 

1. Establishing clear guidelines and expectations

To successfully navigate the complexities of hybrid work, organizations must establish clear requirements. To successfully navigate the complexities of hybrid work, organizations must establish clear requirements. Determining the priorities and expectations for your hybrid work policy should be a thoughtful process, and the solution should be designed around the nature of the work, team dynamics, and individual preferences.

Essential components of a hybrid work policy

Although every company’s expectations are different, there are key elements that should be present in every hybrid work policy:   

• Effective date: The date when the policy starts.

• Purpose and scope: The hybrid work policy outlines the working arrangements for employees who work both from the office and remote locations, either temporarily or permanently. 

• Review: How often should you review the hybrid work policy?

• Policy details: Delineate the specifics of the program by answering the key questions. These will vary from organisation to organisation.
  – How does your organisation define hybrid work?
  – How many days are in the office, and how many days are remote?

• Eligibility: Which positions can apply for hybrid work and which can’t? For example, customer-facing jobs typically require work on-site. 

• Schedule flexibility: Clear rules are essential for maintaining a reliable scheduling practice. Managers must consider:
  – Are the office or work-from-home days predefined?
  – What are the expectations in terms of flexibility and shift changes?
  – Who is responsible for finding a replacement when an employee is not able to work?

• Workspace: Lay out clear guidelines around the working environment.
  – What are the employee’s responsibilities? 
  – What, if any, equipment does the company provide?

• Communication: Understanding what team members expect in terms of response times and availability is essential to meeting those expectations. Managers should consider:
  – Hours during which employees should be available 
  – The acceptable window to wait for a response to a question or request
  – When office attendance is required
  – Managers should provide guidelines for meeting etiquette, such as when to use camera and microphone, when to mute, and proper attire for a virtual meeting.

• Performance evaluation: Performance evaluations should be made regardless of the employee’s location. 

• Training: The final step in implementing a successful hybrid work policy is to ensure that workers understand the rules, expectations, and benefits. Design a training package for workers new to the hybrid policy. 

• Security and data protection: With people working in dispersed environments, data security becomes a major consideration.
  – What are the protocols to ensure data privacy and security? 
  – Define policies for the use of security software, password-protected LANs, and two-factor authentication
  

Time tracking and working remotely

Time tracking is one of the dilemmas of remote work. Some companies debate whether to track time for remote workers. On one hand, workers may see it as an invasion of their privacy, but companies need to ensure team members are present when expected and are pulling their weight. 

Introducing time tracking for your employees as part of a hybrid work policy may seem daunting. Choosing a time-tracking solution that requires minimal input from the employee, is easy to use, and gives accurate data while protecting their privacy will help reassure them and encourage them to participate.

2. Fostering collaboration and communication

Seamless collaboration between in-office and remote workers is a cornerstone of a successful hybrid work model. New tools and techniques are essential in fostering communication and maintaining a cohesive workforce:

• Enhanced Collaboration Platforms: Modern platforms like virtual whiteboards, project management tools, and team-specific collaboration hubs streamline workflows and facilitate real-time engagement.

• Dynamic Meeting Formats: Leverage hybrid meeting technologies with features such as automatic transcription, breakout rooms, and asynchronous video updates to ensure inclusivity and flexibility.

• Feedback and Engagement Mechanisms: Use pulse surveys, digital suggestion boxes, and virtual town halls to gather employee insights and foster a culture that values diverse perspectives.

• AI-Driven Communication Tools: Employ AI-based chatbots and sentiment analysis tools to identify and address communication gaps promptly.

3. Supporting employee wellbeing and work-life balance

The hybrid work model presents unique challenges to employee wellbeing, such as the risk of burnout or feelings of isolation. Addressing these challenges requires a proactive approach from organisations. 

While working from home can sound like a dream come true, some people find that it comes with unexpected mental health challenges. 

Managers can encourage employees to follow regular working hours and ensure team members have group and private channels for professional and personal communication. 

Flexible scheduling options, including flexible work hours or compressed workweeks, can empower employees to tailor their work schedules to align with their peak productivity times and personal commitments.

Mental health resources, wellness programmes, and access to virtual social events can mitigate feelings of isolation and contribute to a positive work culture.

Additionally, organisations should encourage employees to establish clear boundaries between their work and personal lives. This includes communicating the importance of taking breaks, setting realistic work expectations, and fostering a culture that values downtime.

4. Evaluating and adjusting the hybrid work policy

A successful hybrid work policy is not a static document, but an evolving framework that requires continuous evaluation and adjustment. Soliciting feedback from employees is essential to understanding the effectiveness of the policy and identifying areas for improvement.

Regular surveys, staff meetings, and one-on-one discussions are some of the methods that allow organizations to make informed adjustments to the hybrid work model. HR departments facilitate this feedback loop, ensuring that the needs and concerns of employees are addressed.

It’s crucial to recognise that there is no one-size-fits-all approach to hybrid work. Each organisation must tailor its policy to align with its unique culture, industry, and workforce dynamics. Flexibility and adaptability are key, and organisations should be prepared to make changes as the need arises.

Reap the benefits of a hybrid work policy

As the future of work continues to evolve, organisations must embrace the possibilities — and the advantages — offered by hybrid work. A well-designed hybrid work policy not only addresses the immediate challenges posed by remote and in-office dynamics but also lays the foundation for a resilient and adaptive workplace culture.

In doing so, they empower their employees to thrive in a flexible and dynamic work setting, ultimately contributing to sustained productivity, enhanced collaboration, and overall job satisfaction.

Intellect clinched Digital Wellness Platform (Silver) and Corporate Wellness Provider (Bronze) and was chosen for its comprehensive approach in delivering a hyper-localised continuum of care, encompassing both online and offline systems that range from screening tools to preventive and clinical care.

As global workforces recognise and embrace mental wellness as an essential part of overall wellness, Intellect taps into its clinically-validated programmes and global network of mental health providers to support employers and employees alike, globally.

From Intellect’s extensive regional research, to proprietary offerings and a strong digital and physical presence, employers not only have a holistic view of their employees’ mental health, but can also actively support their wellness journey.

Intellect continues to garner praise for the sophistication of its comprehensive, multimodal platform, available in over 100 countries and 100 languages, along with its extensive rollout and engagement strategy.

About Intellect

Intellect is the largest and fastest growing mental health tech company, providing an end-to-end mental health solution for individuals and companies seeking reliable support.  Today, Intellect has over 3.7 million users stemming from small businesses, Fortune 500 companies, life and health insurance providers, educational institutes, and not-for-profit communities worldwide.

Intellect’s service ranges from self-paced CBT programmes, individual behavioural coaching sessions, to a 24/7 clinical helpline. All features on different platforms are encrypted and secure, as validated by the International Accreditation Forum (IAF) with an ISO/IEC 27001 certification. With a mission to make mental healthcare radically more accessible to everyone, Intellect continues to hyperlocalised its service in 100 languages and spans a network of in-house providers and responders in 100+ countries.

Science-backed and evidence-based, users of the platform reported a 92.6% improvement in anxiety after 4-6 weeks of usage, and recorded a 78.6% decrease in mental health stigma. To date, Intellect has >95% client retention, high customer satisfaction rates, and cross-region expansion.

As a psychotherapist and Diversity, Equity & Inclusion (DEI) practitioner at Avery Dennison, I explore the intersectionality of mental health and wellbeing with DEI strategies in the workplace, and propose why we need to look at DEI, mental health, and wellbeing holistically.

Stressors affect everyone, but underrepresented groups more

When I engage with people who are experiencing anxiety, worry, low mood, and low energy, I realise that the risk of mental health affects everybody. These triggers could include caregiving for elderly parents and/or young children, coping with physical illness, and going through relationship problems such as divorce, on top of work-related stress such as a heavy workload and poor work culture.

This tends to impact underrepresented groups such as women, older workers, people with disabilities, and the LGBTQ+ community more. Due to cultural expectations, stigma, and the lack of support networks, they are susceptible to microaggressions and at higher risk of reporting poorer mental health.

To grasp the nuanced experiences of individuals, understanding intersectionality – or how different forms of inequality create unique combinations of discrimination or privilege – is key. Consequently, organisations need to view mental health interventions through the lens of DEI. Rather than adopting a one-size-fits-all solution, they need to tailor these interventions to meet the distinctive needs of all employees, including those of underrepresented groups.

Employee wellbeing through the lens of DEI

1. Address stigma by building communities

The mental health stigma in many Asian cultures often prevents open discussions. Poor work conditions, such as long working hours or a culture of blame, also translate to poor mental health. To allow employees to feel safe about asking for support, an organisation’s DEI and Wellbeing leads need to work with key stakeholders to create an inclusive culture.

For example, the communications team can use storytelling to dispel myths about mental health and create an environment for authentic expression. Affinity groups and Employee Resource Groups (ERGs) can also bring like-minded volunteers together, promoting wellbeing and fostering a sense of belonging.

How Avery Dennison does it

In Avery Dennison, we have mental health ERGs across regions. In APAC, our mental health ERG introduced “R U OK? Day”, encouraging employees to share about their wellbeing with a buddy of their choice. Apart from this key program, we also feature “Stories of Resilience” on our intranet, giving employees a platform to share and own their lived experiences of grief, infertility, and cancer, to name a few.

2. Empower leaders to be role models

Leaders set the tone for any initiative in the workplace, and employee wellbeing is no exception. When leaders are able to empathise, create a safe space, and accommodate the diverse needs of their teams, employees feel valued. As a result, they are more likely to look after themselves and seek support without fear of judgement or discrimination.

How Avery Dennison does it

In Avery Dennison, we believe that leaders need to create a safe space to encourage employees to speak up. This is why one of our key DEI initiatives is offering psychological safety training to supervisors and managers in APAC. Since this implementation, the inclusion score for employees in manufacturing has increased by more than 50%.

3. Improve equity in mental healthcare

According to the Aon’s DEI report in 2022, only 25% of APAC companies offer mental health benefits. That makes us the lowest among regions, considering the global average of 43%. Furthermore, a reliance on state systems in Europe means employees in APAC often lack access to mental healthcare.

This state of affairs is exacerbated by the prevailing stigma, hindering employees from seeking help. This impacts both employee wellbeing and productivity, costing employers heavily. Clearly, employers across Asia have an opportunity to better support employees by providing resources.

How Avery Dennison does it

In Avery Dennison APAC, our Employee Assistance Programs cater to employees across the wellbeing spectrum. For example, we provide access to mental health professionals via a digital platform called Intellect. Based on our employees’ profiles and preferences, Intellect curates wellness topics and recommends the right coach, counsellor, and therapist. Users of these services remain anonymous to the company, allaying their fears of being “stigmatised.”

4. Engage underrepresented communities directly

One of Avery Dennison’s goals is to “make a positive social impact by enhancing the livelihoods of our people and communities.” As I begin to see how DEI and mental health are closely linked, I am also exploring how our community programs take intersectionality into account.

How Avery Dennison does it

The Avery Dennison Foundation funds Oogachaga, a Singapore non-profit organisation that offers counselling services to LGBTQ+ youths. We also support athletes with disabilities in leadership development, ensuring that they have access to opportunities for personal growth and professional advancement.

It takes a village

Employees are placing more importance in mental wellness and work life balance in the fast-paced work environments of Asia. To attract and retain employees, companies need to look at mental health benefits and policies from a DEI lens, and tailor to all needs including underrepresented minorities and their intersections.

When wellbeing specialists, DEI practitioners, business leaders, ERGs, communications, and human resources work together, organisations create a supportive ecosystem that empowers individuals to prioritise their wellbeing.

This paves the way for the Intellect Dimensions Benchmarking Report 2024. Salary benchmarks across various industries are commonly discussed, but what about benchmarks for something as intangible as workplace wellbeing?

It might be tempting to presume that certain industries are more prone to feelings of stress and burnout, but what the data says may surprise you.

Intellect Dimensions Benchmarking Report 2024

The study encompasses insights gathered from surveying 50,000 individuals spanning ten diverse industries:

• E-commerce and Online Services
• Education
• Finance and Insurance
• Government and Non-profit
• Healthcare and Pharmaceuticals
• Luxury, Retail, and FMCG
• Manufacturing
• Professional Services
• Real Estate and Hospitality
• Technology and Telecommunications
• Others

The primary aim of this study is to establish benchmarks for workplace wellbeing within each industry. This enables employers to gauge whether they surpass, lag behind, or align with the sector’s average standards.

Beyond the valuable findings from Intellect’s research team, users of the report can tap into the recommendations provided by our organisational psychologist to instigate meaningful change.

Notably, users gain the ability to quantify the Return on Investment (ROI) of a workplace wellbeing program in tangible monetary terms. This feature empowers HR professionals and company leaders to justify the costs of improving workplace wellbeing. Learn more about it on our report here.

Before we get ahead of ourselves, let’s define the scope of workplace wellbeing. 

Defining workplace wellbeing

Workplace wellbeing goes beyond a simplistic measure of employee happiness. This is why our approach goes beyond the conventional questionnaire with five smiley faces for employees to choose from.

To address the intricacies of workplace wellbeing, we have broken it down into two core pillars: Organisational Health and Employee Productivity.

Within an industry’s Organisational Health Score, we consider three essential components: Work Engagement, Employee Wellbeing, and Organisational Support.

Simultaneously, the Employee Productivity Score for an industry is evaluated through two key components: Absenteeism and Presenteeism.

These comprehensive scores are derived through the application of Intellect Dimensions, our exclusive and clinically-validated screening tool for wellbeing. In essence, Intellect Dimensions assesses 13 personal factors that influence the aforementioned components:

• Growth Mindset
• Self Awareness
• Self Efficacy 
• Goal Orientation 
• Purpose and Meaning
• Optimism 
• Resilience 
• Emotion Regulation
• Stress Management 
• Relationship Building 
• Encouraging Participation 
• Work-life Balance 
• Mental Wellbeing 

Key insights

Upon scrutinising the Organisational Health and Employee Productivity Scores across the ten industries, this is what we found.

1. Top performer in Employee Productivity

The Technology and Telecommunications industry clinched the highest Employee Productivity score, boasting Presenteeism and Absenteeism scores of 36.64% and 6.49% respectively. Notably, their employees secured the top position for Work-life Balance among the 13 personal factors outlined earlier, challenging the notion that these outcomes are mutually exclusive. For details on the second and third rankings, refer to our downloadable report.

2. Top performer scorer for Organisational Health

While the Technology and Telecommunications industry staked their claim on the “Most Productive Industry” label, the Healthcare and Pharmaceuticals industry took the lead in Organisational Health. 

As the past few years have taken an exceptional toll on healthcare workers, it is perhaps surprising that they surpassed all other industries in the Employee Wellbeing component. What gives? We explore the sector’s comeback in detail in our report.

3. Leading countries in Employee Productivity and Organisational Health

Across Asia Pacific and globally, Japan stands out with the highest Employee Productivity Score at 76.48%, followed by Vietnam and the Philippines. Vietnam also excels in Organisational Health, followed by Thailand and, once again, the Philippines.

Singapore, in terms of Employee Productivity, falls a few percentage points below the regional benchmark, while its Organisational Health Score slightly surpasses the benchmark, indicating room for improvement.

4. The four horsemen of workplace wellbeing

Delving into what distinguishes the industries and regions above, it becomes apparent that certain personal factors among the previously listed show a stronger correlation with both Employee Productivity and Organisational Health. These factors serve as the key determinants shaping workplace wellbeing:

• Purpose and Meaning 
• Optimism
• Encouraging Participation 
• Resilience 

This information isn’t just valuable for HR professionals to identify these qualities during the hiring process; it also underscores the potential to instill them in the existing workforce.

For instance, providing coaching opportunities for employees can assist them in discovering a sense of purpose and meaning, fostering greater motivation in their work. Likewise, training managers in Encouraging Participation can elevate levels of psychological safety.

Download the full report

This is a preview of the Intellect Dimensions Benchmarking Report 2024, which includes industry-specific:

• Organisational Health and Employee Productivity scores 
• Strengths and areas of improvement 
• Insights and recommendations 

Get the full picture here.

The newly formed partnership highlights Intellect’s extensive network of experienced behavioral health coaches and self care programs within a single platform with Accresa’s proven subscription plan management. The result will not only remove barriers to mental healthcare by connecting employees with resources faster but will provide participants with two pillars of self care programs and behavioral health coaches. The announcement marks a partnership that is expected to begin nationwide in February 2024. 

“Today marks an incredible milestone as we proudly announce Intellect’s partnership with Ameriflex, a sister company of Accresa and one of the US leading providers of employee benefits. Teaming up with Ameriflex signifies more than just expanding our reach—it’s about bringing our award-winning solution including our self-care app and personalized coaching and counseling sessions to the forefront of the US market,” said Theodoric Chew, CEO of Intellect.

“With more than 100k American consumers already on the app, we are excited to extend accessible mental wellbeing with Ameriflex as our exclusive distributor. Together, we’re not just changing the landscape of workplace wellness; we’re setting a new standard of care—one that prioritizes mental health as a cornerstone of overall well being. Here’s to a future where every individual, regardless of geography, has access to the support they need to thrive.”

Accresa will serve as the enrollment, eligibility, and payment processing platform for Intellect’s subscription mental well being solutions, which include self-care and skills-building programs and behavioral health coaching. Intellect’s plans will be an option to over 55,000 employer groups across the nation.

“Our passion for streamlining and managing an employee’s patient experience matches perfectly with Intellect’s mission of accessible, effective routes to get the mental wellbeing support employees need,” said Accresa CEO William C. Short. “Employees throughout the United States are benefitting from this collaboration through easier access to mental health resources.”

The comprehensive range of Intellect’s features encompasses telehealth coaching and self-guided cognitive behavioral therapy-based programs. Intellect also conducts live webinars, workshops, and panel discussions to help employees progressively learn and manage their mental wellbeing.  With Intellect’s self-care app available in 20 languages and a provider network based in 22 markets, the platform is fully capable of supporting Accresa’s participants across the United States. 

For more information about this partnership, please visit Ameriflex’s website.

About Accresa

Accresa is the first payment technology platform to make direct primary care and other subscription healthcare models accessible within workplace benefit plans. Through its robust payments technology and easy-to-use administrative platform, Accresa connects employers and their employees with a growing national network of primary care physicians, clinics, medical groups, and health systems all focused on our shared vision for delivering a better healthcare experience. For more information about Accresa, visit www.accresa.com.

About Intellect

Intellect is a modern-day mental health company with a mission to make mental healthcare and wellbeing support accessible for workforces and individuals. Serving leading organizations and over 3 million users through its platform, Intellect is the largest and fastest-growing mental health tech company in Asia. Having been the gold winner of Human Resources Online’s Best Corporate Wellness Platform award in 2023, and the bronze winner of the Corporate Wellness Provider award in 2022, Intellect is backed by leading investors including Tiger Global, Insignia Ventures Partners, Y Combinator, HOF Capital, MS&AD Ventures, East Ventures, and many more leading venture funds, family offices, big tech executives as well as renowned angel investors. To learn more, visit https://go.intellect.co/americas/

About Ameriflex

Established in 1998, Ameriflex is an independent administrator providing technology-driven benefits, payment processing, and compliance solutions. Services provided include health spending account administration, supported by our consolidated debit card platform; COBRA administration and special plan billing services; and compliance services, including POP document generation. Headquartered in Dallas, Texas with an operations center in Cherry Hill, N.J., Ameriflex serves tens of thousands of clients representing millions of individual participants nationwide. For more information, visit myameriflex.com.

25 January 2024

Intellect, Asia’s leading mental health and wellbeing platform, has launched a pilot programme offering free mental health resources and counselling sessions to businesses and individuals impacted by the recent 7.6 magnitude earthquake in Ishikawa Prefecture, East Japan.

The devastating earthquake caused significant physical and psychological distress, leading to extensive damage, power outages, and tragic loss of life, with at least 55 people reported dead and over 35 aftershocks recorded, as per the Wall Street Journal. The emotional impact on these communities is profound and addressing the mental trauma endured by those affected is of paramount importance. According to experts, there’s an urgent need for emotional support post-disaster and such psychological toll can even manifest physically, through symptoms like insomnia and changes in appetite.

To bridge this gap, Intellect is providing companies and their employees within the affected areas free access to their mental health resources and up to 30 clinical counselling sessions. Through the platform, users can tap into targeted resources for managing post-disaster stress and anxiety, such as professional counselling, self-guided emotional regulation exercises, and resilience-building techniques. It also offers personalised therapy sessions conducted by trained professionals experienced in trauma-informed care. This suite of tools helps employees cope with the immediate aftermath and equips them with long-term strategies for emotional wellbeing.

“During this difficult period for Japan, our hearts at Intellect are with the people affected by the recent disasters that have happened. We recognise the integral role mental health plays in the aftermath of such events, and as such we are committed to supporting the emotional wellbeing of the Japanese community. We will be providing free access to Intellect’s suite of local Japanese mental health services to ensure people are supported and are able to remain resilient in navigating this difficult period.” states Theodoric Chew, Co-founder & CEO of Intellect.

Employees or corporations can sign up at https://bit.ly/free-intellect-service-japan to gain access to free mental health services until 31st March 2024. For business leader seeking to bolster your team’s resilience, Intellect provides mental wellbeing support for your employees, completely free of charge.

About Intellect

Intellect is a modern-day mental health company with a mission to make mental healthcare and wellbeing support accessible for workforces and individuals.

Serving leading organisations and over 3 million users through its platform, Intellect is the largest and fastest growing mental health tech company in Asia.

Having won Human Resources Online’s Best Digital Wellness Platform (Gold) in 2023 and Best Corporate Wellness Provider (Bronze) in 2022, Intellect is backed by leading investors including Tiger Global, Insignia Ventures Partners, Y Combinator, HOF Capital, MS&AD Ventures, East Ventures, and many more leading venture funds, family offices, big tech executives as well as renowned angel investors.

About Intellect Japan

Intellect Japan Co., Ltd., a wholly-owned subsidiary of Intellect Inc., is Asia’s premier mental healthcare startup. Delivering comprehensive care via a self-care program, it makes mental health support accessible anytime, anywhere. Catering to more than 3 million users across 20 countries and regions, predominantly in Asia, Intellect Japan provides services in 14 languages.

Recognizing the importance of personal growth and emotional recovery, Intellect Japan offers coaching sessions aimed at promoting personal development. Furthermore, it provides counselling sessions that foster emotional recovery in a psychologically safe environment.

In addition to providing Intellect’s suite of mental health care solutions, Intellect Japan tailors services to meet the unique needs of the Japanese market. It also offers implementation support for companies that have adopted their services, to optimize usage rates. Combining universal accessibility with personalized care, Intellect Japan is redefining mental health support in the region.

Learn more about Intellect Japan here: https://jp.intellect.co/

Singapore. 30 November 2023 – Intellect, the leading mental health and wellbeing platform in Asia, announced a partnership with The Majurity Trust, a philanthropic organisation in Singapore, to provide mental wellbeing support to selected donors and grantees. 

Through this two-year partnership, 500 donors and grantees can gain access to Intellect’s platform that is designed to address mental health challenges. Many of the grantees are nonprofit startups, groundups, and charities tackling issues faced by youths, migrant workers, and elderly.

For mild to moderate mental wellbeing support, users will have the chance to connect with certified coaches, counsellors or psychologists. This service can help them to navigate common daily challenges, such as managing stress or personal relationships. For escalated care, users will be able to get critical clinical support using the 24/7 distress helpline.

In Singapore, there are more than 2,000 charities, but many of them face similar challenges. On top of the financial constraints they face, a significant number of nonprofit organisations are also understaffed, and this can bring about emotional and physical distress to the staff who work at these organisations. This highlights the critical need for comprehensive mental wellbeing support to foster an environment for employees to thrive.

Aimed at addressing the critical gaps in mental health support for nonprofit organisations in Singapore, this collaboration emphasises the goal of providing help beyond financial contributions. It also highlights the importance of mental wellbeing care and support for organisations working tirelessly to create positive change. 

“As a company, our goal has always been to create enduring impact, and we observed that doing good can go beyond the conventional philanthropic approach. By addressing some of the challenges faced by staff of social impact organisations, we aim to pave the way for a future where mental health support is an integral part of better societal wellbeing,” says Theodoric Chew, Co-Founder and CEO, Intellect.

“At Intellect, we are redefining partnerships that strike a deeper chord. By understanding organisations and their unique needs, we hope to align our mission of improving mental health access to Asia to collectively drive meaningful change in society,” says Cassandra Loh, VP, Partnerships & Solutions, Intellect.

“Changemaking work is hard. We’ve heard from many of our grantee partners that the amazing work they push themselves to accomplish can sometimes take a toll both mentally and physically. While our grantee partners go the extra mile for the communities they support, we too hope that having access to Intellect can help play a small but significant part in caring for the mental wellness of our grantee partners.” – Chew Jing Kai, Manager, TMT Labs, The Majurity Trust.

Intellect is the only mental health platform to be awarded this seal of approval, selected for its comprehensiveness in bringing a hyper-localised continuum of online and offline care systems, from screening tools to preventative and clinical care.

With reports of mental health challenges on the rise in workplaces, Intellect, renowned for its leading scientific methodologies within the industry, leveraged its clinically-validated programmes and extensive global network of mental health providers to support regional and global employers. Thanks to Intellect’s proprietary offerings, employers now have a holistic view of their employees’ mental health. Additionally, they are now able to calculate the ROI (Return on Investment) for employee wellbeing programs with key metrics quantifying productivity, turnover, absenteeism, and business revenue.

“We take pride in being the trusted solution for elevating mental wellbeing for every organisation, and the HRO VOTY Awards is a testament to our commitment to delivering meaningful, measurable organisational outcomes,” said Theodoric Chew, Chief Executive Officer (CEO) and Co-founder of Intellect.

“By marrying technology with a human touch, employers can now provide an end-to-end mental health benefit that your employees will actually use.”

Intellect continues to receive acclaim for the maturity of its end-to-end, multimodal platform in over 20 countries and 14 languages, as well as its comprehensive rollout and engagement plan. This recognition comes from esteemed partners including the United Overseas Bank (UOB), National University of Singapore (NUS), Singtel, Shopback, foodpanda, Schroders, Avery Dennison, and Merck.

About Intellect

Intellect is the largest and fastest growing mental health tech company in Asia, providing an end-to-end mental health solution for individuals and companies seeking reliable support.  Today, Intellect has over 3 million users stemming from small businesses, Fortune 500 companies, life and health insurance providers, educational institutes, and not-for-profit communities worldwide.

Intellect’s service ranges from self-paced CBT programmes, individual behavioural coaching sessions, to a 24/7 clinical helpline. All features on different platforms are encrypted and secure, as validated by the International Accreditation Forum (IAF) with an ISO/IEC 27001 certification. With a mission to make mental healthcare radically more accessible to everyone, Intellect continues to hyperlocalised its service in 14+ languages and spans a network of in-house providers and responders in 20+ countries.

Science-backed and evidence-based, users of the platform reported a 92.6% improvement in anxiety after 4-6 weeks of usage, and recorded a 78.6% decrease in mental health stigma. To date, Intellect has >95% client retention, high customer satisfaction rates, and cross-region expansion in Asia-Pacific.

這是一個好時機，讓我們思考遠程工作對身體和心理健康的影響。畢竟，遠程工作對睡眠造成嚴重影響，而睡眠是一項必不可少，卻又經常被忽視的需求。 在與睡眠研究人員和心理學家 Stijn Massar 博士的訪談中，他分享了我們在遠程工作時改善睡眠質素的方法。

睡眠有多重要？

睡眠不足會影響我們的注意力、積極性和情緒。另一方面，優質睡眠透過增強學習和記憶功能，讓我們在白天保持警覺。患有失眠症的人經常出現抑鬱或心理健康狀況惡化的跡象。失眠症還會增加體重上升和出現心臟併發症的風險。 

大多數年輕人需要七至九小時的睡眠才能得到良好的休息，但改善睡眠質素同樣重要，Stijn 博士說：

遠程工作如何影響睡眠

Stijn 博士指出，由於新獲得的彈性和所節省的出行時間，疫情期間遠程工作的人睡得更晚、睡眠時間更長。有些人甚至可以在白天小睡一會兒。 

如果是這樣的話，為何全世界的人都在說他們的睡眠「愈來愈不安寧並受到干擾」？

1. 失去常規安排

Stijn 博士解釋道：「這場疫情徹底打亂了我們正常的日常生活。」「這對我們生活的方方面面都產生了影響，包括社交互動、身體活動和睡眠。」

壓力會釋放讓我們保持警覺的皮質醇，但也會抑制褪黑激素的產生——褪黑激素是一種告訴我們睡覺時間到了的激素。

壓力會使人更難入睡。當我們終於入睡時，我們往往會經歷短暫而分散的低質素睡眠。 

Stijn 博士表示，在疫情爆發後的第一年，「很多人的工作量都增加了，在家學習期間照顧兒童的負擔也加大了。在下班後有餘暇時完成工作也與較晚的睡眠時間相關。」 

2020 年，切換至遠程工作的急遽轉變讓我們猝不及防。既然我們已為新常態做好準備，就可以更有意地規劃我們的日程表。

2.工作與休息之間的界限模糊

上下班的出行有助於明確區分工作和個人生活。沒有出行，從待辦事項清單中分離出來就變得困難。

在沙發或睡房等放鬆的空間工作，也會對睡眠產生不利的影響。

睡前，我們很容易被工作的壓力分散注意力。從白天盯著螢幕到晚上報復性拖延睡眠、過度的螢幕時間和藍光也阻礙了褪黑激素的產生。

3.缺乏運動和陽光照射

除了出行，我們在午餐時間散步和前往茶水間或廁所的行程也有利於促進日常安排。

遠程工作讓我們失去活動身體和曬太陽的自然機會，這是晝夜節律用來調節睡覺時間的自然時間提示。

這讓我們感到疲倦，並因生物鐘不配合而無法入睡。 

那麼，遠程工作對夜貓子來說是因禍得福嗎？嗯，其實不是。

雖然夜貓子中的大多數人都是晚睡的睡眠類型，並在晚上的工作效率更高，但存在延遲睡眠時間的風險，以至於睡眠與自然的光暗循環不一致。

改善睡眠質素的 3 種方法

疫情引起的壓力可能已減輕，但我們可以從此磨難中獲得一些有益的睡眠習慣。

Stijn 博士分享了在新常態下改善睡眠質素的方法。

1. 堅持睡眠習慣 

像疫情前的那樣，養成在固定時間起床和睡覺的習慣。

睡懶覺或熬夜可能很誘人，但刻意保持晝夜節律可以改善睡眠質素。

透過在睡前調暗燈光並避開藍光來練習良好的睡眠衛生。不要忘記召喚睡眠習慣的天使。

2. 努力保持活躍 

由於活動的自然機會較少，因此建議在您的時間表中將鍛煉設為優先事項。

如果有早起的習慣，則去公園散步。與其在午餐時間叫外賣，不如悠閒地散散步，在午間調整身心。 

雖然在家鍛煉很方便，但曬曬太陽有助於保持晝夜節律。

史丹福神經科學家 Andrew D. Huberman 建議在醒來後前 30 分鐘內直接接觸陽光。這可以加強睡醒週期，特別適用於一天中其餘時間都被關在室內的工作者。

3. 劃清工作與休息之間的界限

為了劃定工作和休息之間的界限，每晚引入一個放鬆的日常安排。

充足的自我練習時間自我照顧有助於防止過度疲勞，並減少報復性拖延睡眠的需要。 

如果空間允許，可以將工作區和睡眠區分開。否則，養成在辦公桌前工作的習慣，以在表面上營造一定程度的分離，並改善夜間的睡眠質素。

儘管您的床單很誘人，但將您的床與回覆電郵的行為聯繫起來對睡眠是沒有幫助的。

在專業幫助下改善睡眠質素

Stijn 博士警告道：「如果您在需要時無法入睡，或在需要時無法保持清醒，睡眠就會變成一種障礙，影響您正常的白天生理機能。」

睡眠困難一旦升級，就不能再用簡單的技巧解決。您可以前往綜合診所接受轉介，或直接前往睡眠診所接受緊急診斷和治療。

讓遠程工作改善睡眠質素，而非破壞睡眠質素

「開懷大笑和睡個好覺是治愈一切的良藥」——愛爾蘭諺語。

睡眠是我們做的最自然的事情之一。但是當這個世界力爭 24 小時都醒過來時，我們中的很多人都忽略了休息的需要。

只要我們有意識地尊重自己對遠程工作的內在需求，遠程工作的彈性就能為我們所用，而非對我們不利。

There are benefits of working remotely, but it doesn’t come without challenges. In face of difficulties like diluted company culture and a disengaged workforce, implementing the right tools and processes ensures that businesses can thrive in the new normal. 

Some companies have done just that, and here are five that have earned a reputation for their remote work cultures with the industry’s best practices.

InVision: housekeeping and peer recognition budgets

Priding itself on being a people-centric organisation, InVision makes a concerted effort to improve employee engagement and work-life balance for 700 employees in more than 25 countries around the world with designed experiences. 

The company spares no expense in helping employees build conducive home offices. The stipend for new hires—an increasingly common provision—is refreshed every two years. Employees can not only purchase new desks, chairs, or equipment but also upgrade them now and then. In addition, they also receive a monthly allowance to support aspects of remote work such as housekeeping services and groceries. Because a clean workspace and a well-stocked pantry make working from home a more pleasant experience.

To encourage employees to break out of their silos and connect, InVision provides a peer recognition budget for team members to reward one another when they have been helpful, dedicated, or great team players. Points accumulated on Bonusly can be accumulated to redeem perks, and the act of giving and receiving kudos fosters a remote work culture of gratitude where team players look for the positives in one another. 

GitLab: stipend for coworking spaces 

Take it from the largest all-remote company in the world, GitLab. 

Attributing their success to two things, documentation and values, GitLab lets its employees work from anywhere—whether it be their homes or cafes for digital nomads who are constantly on the road. Importance is placed on outcomes and results—not when and where team members work. 

At the same time, GitLab recognises that not every home is a conducive workspace and some thrive on camaraderie. This is why a stipend is provided for employees to access coworking spaces and communal offices. This gives team members opportunities to collaborate and the flexibility to pick locations that are convenient for everyone. 

Skillshare: on-demand workspaces 

Skillshare, an online learning community you might have seen on your YouTube ads, is among the top 100 remote-first companies to work in. The key to success, according to their founder Michael Karnjanaprakorn? Design your company culture as you would a product.

To ensure that every employee has access to a conducive work environment, Skillshare offers on-demand workspaces with Industrious. With more than 100 locations worldwide at their fingertips, team members are empowered to choose where they work and who they work with, not unlike the employees at Gitlab. Putting their freedom of choice at the forefront, Skillshare’s remote work culture allows employees to champion their own needs and improve productivity while looking out for their wellbeing. 

Hubspot: customised flexi-work options

Although inbound CRM platform company Hubspot did not start with a remote workforce, it has quickly adapted by employees three modes of working—@home, @office, and @flex—which employees will indicate at the beginning of each year. 

• @home: Employees would spend most of their time working from home; the company supports the work-from-home setup.
• @office: Employees would work from the office three or more days a week, with a dedicated desk.
• @flex: A hybrid model where employees would work from the office two or fewer days per week and will have a “hotel desk” and support for their work-from-home setup.

In its 2021 survey, 43% of its employees chose the flexible work option, 39% chose to work from home, and 18% chose to work from the office.

The crux here is realising what works for one employee may flop for another, and blanket policies can be detrimental to remote work culture. A customised approach, on the other hand, trusts employees with autonomy to build work around their lifestyles, not the other way round. 

Upwork: communities and safe spaces 

Upwork’s diversity, inclusion, and belonging initiative encourages employees to share facets of their identities such as gender, ethnicity, generation, and sexual orientation.

Upwork Belonging Communities (UBC) was created to instil a sense of belonging for team members of the LGBTQ+, Latinx, black, veterans, neurodiverse, and caregiving communities—even when remote work has deprived them of meaningful interactions. 

Each group has a mission and runs activities to connect employees. UpMind’s mission, for example, is to facilitate mental health conversations within a safe space. Meanwhile, Upwork Women’s Group provides resources on overcoming gender inequality to further their career advancement, and Up and Out for LGBTQ+ gives back to the community with volunteering and fundraising efforts. 

Best practices of remote work cultures

Building a remote work culture takes more than virtual gatherings and care packages.

Employees are the experts in their own lives, and only when companies listen to their needs can they design processes to support them. 

Leading tech media company Tech in Asia, for example, acted on their employees’ requests for third-party mental healthcare and had company leaders champion it. Read all about their experience with Intellect here.