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Remote working

Thriving under this new model of work


Remote working is here to stay

Four months into the total lockdown and monumental shift to work-from-home, many companies in Vietnam are convinced that remote working is not a fad. In our Vietnam Digital Readiness Report, 82% of respondents believe that working from home will become more prevalent, even post COVID-19.

Zooming out to a global scale, a survey done by PwC reveals 19% of surveyed employees are ready to work fully remote. Another 37% would like to work from home at least 2 days per week. 

This is a new era, one that’s focused on hybrid and new ways of working. The changing workplace may trigger many issues including employee engagement, productivity, benefits and compensations, etc. In order to help you thrive under the new model of work, download our latest publication on remote working. 

Download our publication

Key trends changing workforce expectation and business environment





  • The rise of Gen Z - 80% of Gen Z believe they can be effective during remote work. Gen Z, the newest members of the workforce is expected to represent a third of Vietnamese workforce by 2025.
  • Changing expectations - Technology enablement and the war for talent has made flexible work arrangement an expectation.
  • Extended COVID-19 situation - Workers have expressed concerns about catching potential new variant when working in an enclosed office area.   
  • Talent here and now - The need for manpower and specific skills sets have led organisation to resource people regardless of geographic barriers.
  • Realised investments - Investments in collaborative tools and technologies (e.g. telecommunications) are paying off as companies realise the benefits of interacting remotely. 
  • New business imperative - Many organisations are expected to make changes to how much office space they need and how to support employees to be effective in any work environment. 

3 essential factors to effectively manage a remote workforce

Change of managerial behaviours and style

  • Remote manager manages by outcomes not tasks
  • He/She empowers, guides and then trusts
  • Applies AGILE philosophy into daily management

New performance management approach

  • Utilises OKR (Objectives and Key Results) / Goals backed by metrics
  • Establishes remote working policies and procedures to maintain momentum
  • Leverage on different communication and engagement channels to support flow of information

Intentional focus on relationship and wellness

  • Intentionally schedules time for check-ins and coaching
  • Develops good team practices around remote working
  • Engages with their team beyond work, taking an interest in their day to day lives

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Get in touch

Vo Tan Long

Partner, Consulting Services Leader / Chief Digital Officer, PricewaterhouseCoopers Consulting Vietnam

Tel: +84 24 3946 2246, ext. 1606

Christopher Lee (Aik Sern)

Director, Management Consulting - Workforce Transformation, PricewaterhouseCoopers Consulting Vietnam

Tel: +84 28 3823 0796 Ext. 1636

La Tran Minh

Senior Manager, Management Consulting - Workforce Transformation, PricewaterhouseCoopers Consulting Vietnam

Tel: +8438 529 3120

Nguyen Hien Giang

Senior Manager, Management Consulting - Workforce Transformation, PricewaterhouseCoopers Consulting Vietnam

Tel: +84 24 3946 2246 Ext. 3315