DBS Bank

​​​DBS has successfully created and sustained a work-life friendly culture through its state-of-the-art workplace environment, mobility-enhancing in​frastructural support and innovative flexible work arrangements.

Facts in a Flash

Industry Industry: Financial & Insurance Services

Employment size Employment size: Above 7,500

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

Employment profile Featured work-life programmes:

Flexible Work Arrangements
  • Compressed work week
  • Staggered time
  • Telecommuting
  • Part-time work
Leave Schemes
  • Family leave (2 days for all employees to spend more time with their family)
  • Extended childcare leave
Employee Support Schemes
  • Staff lounge/recreation area/clubhouse
  • In-house café
  • 24-hour gymnasium
  • Dance studio
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Business Case

Being one of the largest financial services groups in Asia, DBS Bank (DBS) strongly believes in the intrinsic value of an engaged workforce. Leveraging on their corporate values, the organisation seeks to partner their staff in achieving work-life harmony in their lives through state-of-the-art workplace environment, mobility-enhancing infrastructural support and innovative flexible work arrangements (FWAs).

Success Factors

1. Organisational Leadership Strategies

The management strongly endorses work-life programmes and empowers line managers to support FWAs of staff under them. HR provides the broad framework and guidelines for FWAs, and managers and employees are empowered to implement the finer details. This autonomy and implicit trust accorded to employees exemplifies the management’s commitment to make flexibility work, as a culture.

Supervisors pro-actively engage their staff in conversations on any challenges they are currently facing and their views on how the organisation could partner them in achieving greater effectiveness at work and at home.

2. Organisational Work-Life Strategy

Besides the workplace environment, flexibility in work arrangements is a way of life at DBS, as well as a talent retention and business strategy. DBS’ belief in giving employees flexibility to manage their work schedules stems from its recognition that a flexible approach is important when dealing with individuals.

In a move towards greater workplace flexibility and connectivity, DBS’ Asia Hub office facility has open-concept workspaces with ‘social hubs’. Employees enjoy the convenience of seamless communication and enhanced mobility with wireless technology in all parts of the facility, making hot-desking arrangements a way of life.

The management believes that as employees begin to demonstrate better performance as a result of flexible work arrangements, this would sustain a flexibility mindset that becomes more widely practiced in the bank. Ultimately, employees at all levels will be able to embrace FWAs in support of a strong work-life culture.

3. Information Management Strategies

At DBS, staff performance is assessed based on their Key Result Areas and Key Performance Indicators, achievements and not on face-time.

Promising Outcomes

By creating and sustaining a work-life friendly culture, DBS remains an employer of choice, one which is better able to retain its valued employees to serve its all-important customers, which creates a positive impact on their business.

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