As a non-profit organisation, Yayasan MENDAKI (MENDAKI) conducts extensive preventive and developmental programmes in the areas of education, youth, family and employability, which complement national initiatives. The organisation has created a family-friendly workplace, in its bid to hire and retain employees who are both highly qualified and passionate about MENDAKI’s vision and mission.
MENDAKI’s healthy work-life culture is largely attributable to the leadership buy-in for its overall work-life strategy. The senior management takes a proactive stance with a CEO-led HR committee that meets monthly to understand HR issues, including work-life challenges faced on the ground, and to reach a consensus on possible solutions. As such, every senior leader has a vested interest in the success of the organisation’s work-life strategy, ensuring its sustainability over the long term.
As MENDAKI’s work-life plan continually evolves to better suit the needs of its employees, communication and change management is key. Here, the management and HR have instituted a transparent and consistent way of sharing updates to work-life initiatives, and also provide employees with multiple avenues for constructive feedback.
MENDAKI’s family-focused work-life plan has been successful as a hiring and retention strategy, and made a positive impact on the overall work culture. Employees have high morale and feel meaningfully engaged at work. This has helped to raise the service standards of the organisation, to make a lasting impact in the community. The organisation has also received external recognition for its work-life practices, and was a recipient of the Work-Life Excellence Award in 2006, 2008 and 2010.