Citi Singapore

​​​​​​​​​​As a global bank competing in a demanding and fast-evolving industry, Citi recognises the importance of aligning workplace considerations to business strategy. Over the years, it has progressively cultivated an effective flexible work culture for its employees that allow them to configure the best working conditions for themselves.

Facts in a Flash

Industry Industry: Financial & Insurance Services

Employment size Employment size: A​​bove 10,000

Employment profile Employment profile: Executives and managers; financial, corporate and administrative personnel

Employment profile Featured work-life programmes:

Flexible Work Arrangements
  • The Citi Work Strategies Programme, an initiative consisting of two broad segments:
    • ​Work Styles: remote-work options, e.g. Telecommuting
    • Flex Schedule Types: the different configurations of working hours employees can choose from, e.g. Staggered time, Compressed Workweek, Job Sharing, Part-time or Reduced Schedule
Click here to o​​​​​​​pen the Executive Summary.

Business Case

Citi Singapore (Citi) recognises that its people are its most valuable asset and initiated various people strategies to create an environment where employees can be successful personally and professionally, and derive satisfaction in building their careers with them.

Success Factors

1. Organisational Leadership Strategies

The commitment from leadership has been instrumental in Citi’s work-life success. Senior management signal its long-term commitment to effective work-life harmony for all employees through regular communications. Active steps are also taken to address key challenges that hinder work-life harmony. Senior management lead by example in utilising the available flexible work options to demonstrate their feasibility and giving employees the confidence to use them when needed.

2. Organisational Work-Life Strategy

Over the years, Citi has progressively cultivated an effective flexible work culture for its employees. Its Citi Work Strategies Programme is a global initiative that has played an important role in embedding flexibility in the company’s DNA. Citi offers employees a wide range of mobility and flexibility options through this programme. It has a clearly articulated structure where employees are able to mix and match options across both segments to devise a tailored work-life solution. Employees first conduct a self-assessment available on their website and their relevant team managers will evaluate the FWA requests before discussion with employees to offer the best work-life solution while ensuring business needs are met.

3. Information Management Strategies

Citi maintains regular and consistent communication with employees to keep pace with changing needs. The various communication channels are:

  • The Citi Work Strategies Website
  • Annual Voice of Employee Survey
  • Dialogues or Town Hall Sessions
  • Pulse Lunches
  • Morning Coffee with the Citi Country Officer

4. Performance Management Strategies

Employees are assessed on the quality of their work, regardless of their working arrangement. Managers set key performance indicators for staff at the start of the year and hold two formal performance appraisals yearly to monitor employee progress, flag areas for improvement and assess employees’ effectiveness in their work role. Managers would also clarify job expectations with employees who are on a flexible work arrangement and discuss performance goals and work deliverables during the appraisal process. Flexible work plans are constantly reviewed to ensure that both employees and business needs are met.

Promising Outcomes

Citi commitment to creating a healthy flexible work ​culture has paid off as employees are more engaged at work and give their professional best to meet client needs. The company has also gained external recognition, such as being awarded Top 20 Best Companies for Leadership globally by Hay Market in 2013, in addition to being ranked the 2nd Best Employer by graduates in the Banking, Insurance and Financial Services category by GTI Media.

Click here to download the full Case Study.

This case study was first published on the former Employer Alliance website.​