Modern workplaces need modern talent strategies: Yenny Wong

Yenny Wong is the Director of Talent Acquisition for New Relic Asia-Pacific Japan and Europe, Middle East, and Africa, where she oversees global talent strategy and people initiatives. In an exclusive interaction with People Matters, Yenny shares insights on talent attraction and retention, along with strategies for better workforce management, including learning and development, well-being initiatives, and benefits, aimed at gaining a competitive advantage amidst the war for skilled talent.

Addressing well-being needs of today’s workforce 

The workplace today has undergone a complete transformation, characterised by various work arrangements, flexible schedules, and emerging technologies designed to reduce manual tasks and automate work processes. But, the most concerning aspect of talent management is the potential loss of the 'human' touch, which could result in many workplace issues going unaddressed. Yenny says, “While technology facilitated operations during the crisis, the shift to remote/hybrid work also raised concerns about burnout and employee well-being. Post-pandemic, maintaining mental health and work-life balance has become a top priority for many organisations.”

To address this, she added, “Organisations need to prioritise holistic well-being of employees including, mental health and work-life balance, driven by a top-down commitment to a healthy work environment. An authentic, accountable culture, coupled with empowerment through data and knowledge, can facilitate a seamless transition during and after the pandemic.

Identifying the effective strategies at New Relic, Yenny shared, “Post-pandemic, we understood the importance of timely, personalised, and confidential mental health support for all. 

• We expanded our assistance beyond the Employee Assistance Programme, offering access to 24x7 on-demand mental health services to all team members. 
• We conducted sessions with experts, focusing on mindfulness, meditation, and coping strategies during the pandemic. 
• A C-Level executive sponsored a well-being programme to extend employee support, fostering an open and trusted work environment and creating psychological safety for employees to voice their needs. 
• To promote sustainable productivity, we introduced Relic Recharge Week in August 2021—a company-wide vacation to honour employees' dedication. A week of disconnection ensured employees recharged themselves without using paid time off, and this initiative became a trend to follow every year thereafter. 

We embraced a flexible work environment and measured productivity and performance based on outcomes rather than hours spent in an office. Employees were empowered in any work setup, be it WFH, WFO, or Hybrid, aligning with their goals and preferences.

By prioritising mental health and work/life balance, we put our employees at the centre of decision-making, offering flexibility instead of mandating a return to the physical office.”

Promoting holistic well-being among employees

Holistic well-being encompasses physical, mental, and emotional health, social connections, purpose, and balance. Employers should support choices that enhance well-being in all aspects of life, enabling employees to bring their full selves to work. Yenny explains, “In addition to health services, we also foster employees' interests and passions outside of work through hobby clubs and well-being sessions. These support employees in navigating changes both at work and home. Our employees regularly work remotely or gather for collaboration, camaraderie, and relationship-building in person. We conduct workshops to ensure that all employees feel comfortable bringing their authentic selves to work and experience a sense of inclusion.

For instance, in 2023, a wellness platform was introduced, which offers engaging employee wellness programmes to transform employee habits, behaviour, as well as overall culture and employee experience. Employees encouraging each other through this platform is a great way to deepen the commitment to holistic well-being.”

Effective talent retention through well-being initiatives

High turnover leads to culture, talent, productivity, and knowledge loss, underscoring the importance of maintaining a healthy attrition rate for any organisation. Yenny says, “Organisations can boost retention by implementing inclusive strategies, training, growth opportunities, pulse surveys, and competitive compensation. However, shifting from siloed programmes to prioritising employee experience is crucial. We believe in energised employees, who bring their whole selves to work, and foster innovation.”

She explains, “focusing on employee experience has allowed New Relic to revamp retention strategies, emphasising connection, belonging, sustainable productivity, growth, and impact. We introduced initiatives like monthly Ask Me Anything sessions with senior leaders, our Global Day of Service, and granting Relics a day off to volunteer locally or virtually. In 2022, we launched our Environmental, Social, and Governance (ESG) journey, releasing our first ESG report to empower every Relic to drive positive change in their communities, alongside our ongoing commitment to sustainability and corporate social responsibility.”

On cultivating a highly engaged and productive workforce

In hyper-growth organisations, rapid change can lead to employee alignment challenges. Yenny shares, “Communicating the vision, mission, and expectations, also known as leadership accountabilities, helps align employees with growth. Encouraging employee involvement in decision-making, implementing recognition systems, and prioritising performance management enhance engagement and productivity.” Additional effective strategies to cultivate a thriving culture of engagement and productivity include:

• Fostering continuous learning, career development, work-life balance initiatives, and diversity and inclusion efforts to bolster employee satisfaction and retention. 
• Promoting a growth mindset to the tone for growing together and sense of belonging. 
• Securing regular feedback through mechanisms such as pulse surveys and team-connection activities further amplifies workforce productivity and cohesion.

Equipping employees with future-ready skills 

Organisations today increasingly prioritise employee learning through various channels, including self-learning on e-learning platforms, virtual classrooms, curated programmes, and Employee Resource Groups (ERGs).

Sharing continuous learning and development strategies to prepare employees to work with emerging technologies, Yenny shares, “We have introduced New Relic Labs that empowers employees to curate their learning topics while emphasising growth mindset and allyship. 

• Training managers to foster diversity, boost engagement and drive innovation.
• ERGs to promote belonging and support through events, mentorship, and awareness campaigns, celebrating diversity and fostering inclusivity.

Additionally, promoting diversity-focused leadership programmes and unconscious bias training to ensure unbiased hiring practices and fosters an inclusive environment where all employees thrive, regardless of their background or identity.”