Providend

​​​​​The management at Providend (which began as a start-up) believes that its corporate culture encourages a healthy work-life environment, which directly contributes to the success it enjoys. The organisation’s strong advocacy of work-life programmes has resulted in a dedicated and loyal team who are willing to go the extra mile to achieve their best for their clients because of what they experience at the workplace.

Facts in a Flash

Industry Industry: Financial & Insurance Services

Employment size Employment size: Above 20

Employment profile  Employment profile: Financial, corporate and administrative staff; relatively young workforce – mostly Gen X and Y  employees

Employment profile Featured work-life programmes:

Flexible Work Arrangements
  • Part-time work
Leave Benefits
  • Three-hour time-off for medical and dental appointments
  • Eldercare sick leave (two additional days of paid leave)
  • Voluntary service leave (two half-days leave annually to support blood donation drives, and two days leave to volunteer for the Disabled People’s Association or any of preferred charitable organisations)
Employee Support Schemes
  • Additional $180 medical insurance contribution into employees’ Medisave accounts annually as encouragement to purchase personal hospital and surgical insurance policies
  • Annual medical care benefit (can be used for Traditional Chinese Medicine and health screening)
  • Games Day (held every Wednesday where staff can leave office at 4pm to enjoy sports activities together with family members)
  • “Providend Juniors” (kid’s corner)
  • Lactation room
  • Cross-functional work-life committee
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Success Factors

1. Organisational Leadership Strategies

Providend’s work-life strategy starts with the leader who whole-heartedly embraces and champions the strategy. He believes in the numerous benefits of the successful implementation of work-life strategies: attracting and retaining talent, boosting employee morale, increasing overall efficiency, increasing employee commitment and a sense of belonging, becoming an employer of choice, and staying ahead of the competition.

2. Organisational Work-life Strategy

Providend set-up its work-life committee comprising employees of different ages and departments to strengthen the workplace culture and ensure that employees’ work-life concerns are raised and resolved collectively. Through this committee, changing work-life needs are identified and addressed in a timely manner.

Its work-life policies and programmes are clearly spelt out in a HR handbook and introduced to all new hires. An example of such programmes includes time-off for medical and dental appointments. This way, employees can retain their medical and annual leave for more critical needs.

Promising Outcomes

The success of Providend’s work-life programmes and its impact on corporate culture and values is a key contributor to the creation of a dedicated and loyal team, which can be attested by the consistently high retention rate. Many employees are from the pioneer group who have stayed on from the very beginning. Providend believes that to further its success, it needs to continually evaluate its work-life strategies and remain connected to its young workforce.

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