Cerebos is committed to growing its talent from within and aims to do so through quality work-life practices amongst other strategies. It believes that healthy employees are productive employees, essential for building a successful and sustainable business. Hence, its goal for its work-life programmes is to create value for employees through promoting a healthy lifestyle and providing a conducive work environment.
Management support for employees in achieving work-life harmony is a key factor and is further enabled by trust – the leadership at Cerebos Pacific Limited (Cerebos) believes that by first demonstrating trust towards employees, employees reciprocate by not abusing the flexibility given to them. One of the organisation's main HR focus also includes developing leadership effectiveness of its middle management to better engage their teams.
To achieve Cerebos’ 2020 vision to be “the most exciting, best learning, most engaged and best paid company”, Cerebos identified seven areas it aims to be recognised as having best practices in the industry, with HR being one of them. Cerebos’ goal for its work-life programme is to create value for employees through promoting a healthy lifestyle and providing a conducive work environment, aligned to its DNA of ‘Unlocking Potential’. Its Quality Work-Life programme comprises employee work-life schemes, corporate social responsibility activities and wellness programmes.
Work-life programmes in the company are widely publicised through a variety of channels and platforms such as regular briefing sessions at management and staff rallies, in-house quarterly newsletter, emails, the corporate intranet, as well as during orientation and induction programmes for new hires. Lunch-time talks are also held regularly to help employees better cope with work and life.
A cross-departmental Quality Work-Life Committee, led by a senior management executive, manages Cerebos’ work-life programmes, and is responsible for planning activities throughout the year. This structure results in a nimble and responsive team, attuned to the needs and expectations of the general staff population. Feedback is gathered after each activity for improvement purposes.
Performance management and development is taken seriously at Cerebos. Newly appointed managers are briefed on Cerebos’ performance management system and are regularly trained to be better managers and coaches. Beyond business outcomes, managers are also appraised on their effectiveness in developing their team based on leadership competencies such as ‘Driving Change’, ‘Strategic Thinking’, ‘Developing People’, etc.
Cerebos’ culture is anchored on the philosophy that “happy employees result in productive employees.” In line with this philosophy, it has put in place many innovative work-life measures to create a conducive environment where employees feel cared for, valued and are motivated to put their heart and soul in their work, resulting in the positive business outcomes that Cerebos has experienced.