IQkidz Private Limited

​​​​In a competitive education enrichment sector with a high turnover rate, IQkidz has created a sustainable solution in retaining dedicated and passionate staff by embracing flexibility. Several factors - mainly open and transparent communication and a comprehensive multi-layered performance management system, have contributed to its successful work-life formula.

Facts in a Flash

Industry Industry: Education

Employment size Employment size: Above 80

Employment profile Employment profile: Teaching and administrative staff; the majority are female staff

Employment profile Featured work-life programmes:

Flexible Work Arrangements
  • Telecommuting
  • Part-time work
  • Staggered time
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Business Case

IQkidz Private Limited (IQkidz) designs and conducts enrichment programmes for children. The nature of work requires their employees to carry out the programmes at various locations at different times, often outside typical office hours. As a strategic response to business needs, IQkidz introduced flexible work arrangements (FWAs) which enabled them to efficiently manage manpower deployment.

Success Factors

1. Organisational Leadership Strategies

The management at IQkidz recognises that teaching enrichment programmes for young children can be an intensive and tiring job. By providing a flexible working environment and giving staff the autonomy to choose their working hours, IQkidz ensures that employees have sufficient rest and relaxation time between teaching appointments. In an industry with a high turnover rate, this has allowed IQkidz to attract and retain quality teachers, which has directly impacted their bottom-line.

2. Organisational Work-life Strategy

Every employee is offered the option to work flexibly, and given the opportunity to set their own working hours, effectively tailoring their own flexibility solution. Beginning at the hiring stage, the management and supervisor speak with each potential employee to fully understand their work-life needs and identify the exact number of hours and days that they can commit to work.

Employees have responded positively, tapping on FWAs for a variety of reasons, ranging from family commitments and health to pursuing personal interests.

3. Information Management Strategies

IQkidz maintains an on-going conversation with all employees about their work-life needs. Employees are encouraged to provide feedback on their current working arrangements and share their work-life needs with their superiors. Regular face-time with its teaching staff is maintained through quarterly meetings and trainings that serve as a platform for staff bonding and feedback. This open and transparent communication between the management and staff has strengthened the pro-flexibility work culture at IQkidz.

4. Performance Management Strategies

With a predominantly mobile workforce, it is important that management and supervisors at IQkidz are able to efficiently deploy employees and track their performance, despite the significantly reduced face-time with staff.​

IQkidz shows how​ a comprehensive multi-layered performance management system need not be complicated. The organisation taps on various sources of feedback to ensure service quality standards are met by the staff, such as:
  • Regular management supervision by principals and centre teachers on teachers’ performance
  • Quarterly progress reports on class progress and student development submitted by teaching staff to their supervisors
  • Parents’ feedback, children’s response and enrolment numbers

Promising Outcomes

In a competitive education enrichment sector, embracing flexibility has contributed to business success for IQkidz. The company has been able to extend its business hours as teaching staff are available to teach at different times and places as needed. It has also been able to recruit back-to-work mothers who value FWAs. Above all, IQkidz has been successful in attracting and retaining dedicated and passionate employees who will go the extra mile for their students.

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