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"Our experience proves that when trust and empathy underpin workplace design, both people and performance thrive," shares Tang Chi Hei, Manager, Finance and HR.
What makes a future-proof hybrid working model? For Adventus Singapore, it's not a one-size-fits-all approach. Their idea of a hybrid working model was developed out of necessity during the pandemic and became "more than a temporary solution."
With its teams adapting to remote work, the company saw unexpected gains in productivity and employee wellbeing, accompanied by "a renewed sense of balance and connection."
With this positive feedback streaming in, the team revamped its workplace model with a vision to achieve sustainable workplace performance through trust, flexibility, and inclusion.
Adventus Singapore’s bold vision inspired change and captured attention at the HR Excellence Awards 2025, Singapore, where the team earned the following accolades:
- Silver for Excellence in Hybrid Working, and
- Bronze for Excellence in Workforce Mobility.
Sitting down with HRO, Tang Chi Hei, Manager, Finance and HR, Adventus Singapore, shares their secret for success of building a future of work centred around people, and not just bounded by a place, therefore instilling a mindset shift toward flexibility amidst the hybrid era.
Q Tell us about your inspiring HR initiative – what sparked the idea, and how did you know it was the right path to take?
The idea for our hybrid working model was born out of necessity during the global pandemic of 2020 – but it quickly became clear that this was more than a temporary solution. As our teams adapted to remote work, we saw unexpected gains in productivity and employee wellbeing, accompanied by a renewed sense of balance and connection.
The overwhelmingly positive feedback from employees served as a powerful signal: flexibility was not just possible, it was transformative. Guided by these insights, we reimagined our workplace model with the vision of achieving sustainable performance through trust, flexibility, and inclusion. We knew it was the right path when data, engagement, and morale all pointed in the same direction – toward a future of work built around people, not place.
Q Every journey has its ups and downs – can you share a challenge your team faced and how you worked through it together?
One of our greatest challenges was maintaining team cohesion and visibility in a distributed environment. Managers initially struggled with leading hybrid teams – balancing trust with accountability and ensuring equitable workloads across remote and on-site employees. To address this, we implemented structured communication rhythms: weekly team meetings, one-on-one check-ins, and clear SMART goal-setting to align expectations.
We also trained leaders in empathetic, outcomes-based management. This shift from monitoring activity to measuring impact transformed our leadership culture. Through open dialogue, mutual support, and continuous learning, we built stronger, more connected teams than ever before – despite the physical distance.
Q What impact has this initiative had on your organisation so far, and what do you hope it inspires in the wider HR community?
The hybrid model has fundamentally reshaped our organisation’s performance and culture. We achieved significant cost efficiencies through the downsizing and redesign of physical office spaces, while employee productivity rose by 15% and turnover dropped by 20%. Beyond the numbers, the initiative has deepened engagement and strengthened our employer brand – 85% of employees now rate work-life balance as their top priority, ahead of salary.
We hope our journey inspires the wider HR community to see flexibility not as a trend, but as a long-term strategy for business resilience and human connection.
"Our experience proves that when trust and empathy underpin workplace design, both people and performance thrive."
Q Looking back, is there a moment, person, or value that kept you and your team motivated throughout the journey?
The value that kept us grounded was trust – trust in our people’s integrity, capability, and commitment. Early in our journey, one of our senior leaders reminded us, “Flexibility is a reflection of trust, not an exception to it.” That perspective became our north star.
Every policy, communication, and leadership decision was anchored in the belief that empowering employees to choose how and where they work drives both engagement and excellence. That shared value not only sustained our motivation but also shaped the foundation of our culture in the hybrid era.
Q If you could offer one golden nugget of wisdom to HR professionals aiming for excellence, what would it be?
Listen to your people – and let data guide your heart. True HR excellence comes from balancing empathy with evidence. Employee feedback, wellness surveys, and performance metrics tell a story that can redefine how work is done.
When we stopped trying to return to “normal” and instead built a model around our people’s lived experiences, we discovered a new standard of success – one that’s more human, sustainable, and future-ready.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
Photos: Provided
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