Figure 1
Source: https://link.springer.com/article/10.1007/s40547-013-0006-4
Introduction:
In today's fast-paced business world, the concept of
employee engagement has gained significant attention. Employee engagement can
be defined as the emotional commitment an employee has towards their job,
organization, and its goals. It has been established that higher levels of
employee engagement result in greater organisational performance and productivity
(Kahn, 1990). This blog post will discuss the levels of employee engagement in
the mobile telecom sector.
Building Engagement in Mobile Telcom Sector:
The mobile telecom sector is a highly competitive and
rapidly changing industry. In this industry, it is essential to have a highly
engaged workforce to maintain a competitive edge. The level of employee
engagement in the mobile telecom sector varies depending on several factors,
including the nature of work, the company culture, and leadership style.
Building engagement means participating in its four essential components which is enablement, energy, empowerment, and encouragement. If you want to create a workplace of truly engaged employees, each of these four elements must be alive and thriving in your organisation (Mosley, E. and Irvine, D., 2020). These human workplace practices ultimately contribute to a positive employee experience and, as the research shows, potentially enhance financial performance.
Enablement:
Enablement means helping people to do their jobs, providing
the means to accomplish work, and also getting rid of barriers. For example, approving the purchase of a second monitor for a workstation or changing a work
schedule so someone with an aging parent can spend every Friday tending to the
parent’s needs.
Energy:
Energy might seem an individual quality (as in, “He’s so
energetic!”), but it’s always responsive to the context at work. Energy, like so
many other human qualities, is an interaction among several factors. Unlike
machines, human beings require four separate sources of energy to operate.
- Physical energy - the quantity of energy available to a person
- Emotional energy - a qualitative state that we can imagine on a scale from negative to positive
- Mental energy - the ability to focus on one thing at a time
- Spiritual energy - derived from the belief that what we’re doing really matters
Empowerment:
Empowerment nurtures and sustains engagement over the long
run. Empowerment transfers the power to achieve results from the manager to the
employee. It is the foundation of accountability. When people can really make
decisions and take action without asking permission every time, they own the
results, and they can deliver on commitments.
Encouragement:
Encouragement can mean a simple word of support. It can be
given in an unexpected recognition of a job well done or a gesture of
gratitude. Sometimes people downplay the impact encouragement can make,
especially in bureaucratic settings. They think it’s only needed in an urgent
or stressful situation. But if you make encouragement a habit, it builds a
foundation of confidence and resilience that will support employees all the
time. It literally means “giving courage” to employees, which is another way of
empowering them.
Conducted Studies:
A study conducted by Uddin and Akther, (2016) on the level
of employee engagement in the mobile telecom sector in Bangladesh found that
overall employee engagement was moderate. The study revealed that employees
were moderately satisfied with their jobs, had a moderate level of attachment
towards the organisation, and had a moderate level of intention to stay with the
organisation. The study also found that employee engagement was positively
correlated with job satisfaction and organisational commitment.
Another study conducted by Ramli et al. (2018) on the level
of employee engagement in the mobile telecom sector in Malaysia found that the
level of employee engagement was high. The study revealed that employees had a
high level of job satisfaction, organisational commitment, and job involvement.
The study also found that leadership style, work-life balance, and organisational
culture were the key determinants of employee engagement in the mobile telecom
sector in Malaysia.
Challenges of Employee Engagement in the Mobile Telecom Sector:
Employee engagement is a critical factor for the success of
any organisation, including the mobile telecommunications sector. Shown below
are some common levels of employee engagement that can be observed in the mobile telecom
sector.
Figure 3
Source: https://www.mindsetmanage.com/way-of-work/engagement
Fully Engaged Employees:
These employees are highly committed to their work and the organisation. They take ownership of their work and consistently exceed expectations. They are motivated, and innovative, and contribute significantly to the success of the organisation.
Partially Engaged Employees:
These employees are satisfied with their work and the organisation
but may lack the drive or motivation to go above and beyond. They may perform
their duties as expected but may not be as innovative or proactive in their
work.
Disengaged Employees:
These employees are not committed to their work or the organisation. They may
have a negative attitude towards their job or the company, which can affect
their productivity and overall performance.
Actively Disengaged Employees:
These employees are not only disengaged but also have a negative
impact on the organisation. They may spread negativity among their colleagues,
disrupt team dynamics, and affect the overall work environment.
Other Challenges in Mobile Telecom Sector:
Despite the importance of employee engagement, there are
several challenges in maintaining a highly engaged workforce in the mobile
telecom sector. One of the significant challenges is the rapidly changing
technological landscape, which requires employees to continuously upgrade their
skills and knowledge. This can result in employee burnout and reduced
engagement levels.
Another challenge is the high level of competition in the
mobile telecom sector, which can result in high levels of stress and pressure
on employees. This can result in reduced engagement levels and higher turnover
rates. To overcome these challenges, mobile telecom companies need to invest in
employee training and development, promote a positive work-life balance, and
create a supportive organizational culture that values employee well-being.
Conclusion:
In conclusion, the level of employee engagement in the
mobile telecom sector varies depending on several factors, including the nature
of work, company culture, and leadership style. While some studies have found
that the level of employee engagement is high, others have found it to be
moderate. The challenges of maintaining a highly engaged workforce in the
mobile telecom sector include the rapidly changing technological landscape and
high levels of competition. To overcome these challenges, mobile telecom
companies need to invest in employee training and development, promote
work-life balance, and create a supportive organisational culture.
It is essential for organisations in the mobile telecom sector to identify the levels of employee engagement and take steps to increase employee engagement levels. This can include providing opportunities for career growth, recognition, and rewards programs, regular employee feedback, and creating a positive work culture.
Reference List:
Mosley, E. and Irvine, D., (2020) The 4
Elements of Employee Engagement You Should Not Overlook [online] Talent Management
& HR Available from: https://www.tlnt.com/the-4-elements-of-employee-engagement-you-should-not-overlook/#:~:text=Building%20engagement%20means%20participating%20in,and%20thriving%20in%20your%20organization.
[Accessed 18 April 2023].
Ramli, A., Yahya, S., Razak, N. A., & Ali, J. (2018).
Employee Engagement in the Malaysian Mobile Telecommunication Sector: The
Determinants and Outcomes. [online] International
Journal of Business and Society, 19(S1), 187-198. Available from: https://www.ijbs.unimas.my/images/repository/pdf/Vol19-S1-paper15.pdf
[Accessed 18 April 2023].
Uddin, M.K., Akther, S., (2016), Employee Engagement: An
Empirical Study on Telecom Industry in Bangladesh, [online] Human Resource Management Research, Vol.
6 No. 1, 2016, pp. 15-22. Available from: http://article.sapub.org/10.5923.j.hrmr.20160601.03.html
[Accessed 18 April 2023].
The article highlights the value of employee engagement in the mobile telecommunications industry and offers a number of aspects that influence it. Additionally, it offers concrete strategies that businesses can do to raise employee engagement. Overall, the article is thorough and instructive and emphasises the importance of giving employee engagement top priority in the mobile communication industry.
ReplyDeleteI completely agree with your assessment of the article Udesh. Employee engagement is a critical component of any successful business, and the mobile telecommunications industry is no exception. It is essential for companies in this sector to understand the factors that influence employee engagement and take proactive steps to improve it. The article does an excellent job of providing concrete strategies that businesses can use to raise employee engagement levels and foster a positive workplace culture. Thank you for sharing your thoughts on the article.
DeleteThis comment has been removed by the author.
ReplyDeleteThe concept of employee engagement, its significance in the mobile telecom industry, and the difficulties in retaining a highly engaged workforce are all explained in this article. It examines how enablement, energy, empowerment, and encouragement, the four elements of employee engagement, contribute to a pleasant work experience. The article also includes research demonstrating worker participation in Bangladesh and Malaysia's mobile phone industries. Additionally, it lists the difficulties in keeping a highly motivated workforce, such as the fierce rivalry and the continuously changing technology environment.
ReplyDeleteWhat are some typical issues you encounter while establishing and sustaining employee engagement in the mobile telecom industry?
Your comment is very well noted Niluka.
DeleteSome typical issues that organisations may encounter while establishing and sustaining employee engagement in the mobile telecom industry include:
1. Workload and stress: The mobile telecom industry is known for its fast-paced and demanding work environment, which can result in employee burnout and disengagement.
2. Technological advancements: As the industry continues to evolve, employees need to keep up with the latest technology to remain relevant, which can cause stress and anxiety.
3. Competition: The industry is highly competitive, which can result in a high turnover rate, making it challenging to retain skilled and experienced employees.
4. Work-life balance: The nature of the work can make it difficult for employees to maintain a healthy work-life balance, leading to burnout and disengagement.
5. Limited growth opportunities: Without clear career paths or opportunities for growth, employees may become disengaged and seek employment elsewhere.
6. Lack of recognition: Employees may feel undervalued and unappreciated, resulting in decreased engagement and productivity.
Very interesting article George. Lubug, A.(2022) To demonstrate your appreciation and support for your staff, foster a healthy work atmosphere. Determine the source of any negativity and promote team communication. Make sure that your company prioritizes employee well-being as you address internal concerns because it's essential to business expansion. Determine your desired level of achievement and establish clear objectives for staff engagement. You may connect with your employees on an emotional and intellectual level by conducting employee engagement surveys. This can help individuals become more involved in the work environment and maintain awareness of their surroundings. They can also be a wonderful tool to determine whether your leadership style is effective and how your staff is feeling. Employee work experiences, including recognition, performance reviews, feedback, training opportunities, and more, should be covered in survey questions.
ReplyDeletePiumi, the comment provides a comprehensive overview of various strategies that can be implemented to establish and sustain employee engagement in the mobile telecom industry. I have emphasised the importance of creating a positive work environment that promotes effective communication and prioritises employee well-being. The use of employee engagement surveys is also highlighted as a valuable tool to gauge employee satisfaction and assess the effectiveness of leadership styles. This is in line with research that suggests that measuring and improving employee engagement is critical for enhancing organisational performance and productivity (Saks, 2006).
DeleteMoreover, the comment suggests that clear communication and recognition are essential components of establishing and sustaining employee engagement. This aligns with studies that have found that providing employees with feedback, recognition, and opportunities for skill development can enhance employee motivation, job satisfaction, and commitment to the organisation (Ryan & Deci, 2000; Zimmerman, 2008).
In summary, the strategies suggested in the comment are well-supported by existing research and can serve as effective tools for promoting employee engagement and enhancing organisational performance in the mobile telecom industry.
This article discusses employee engagement in the mobile telecom sector. Also, you define employee engagement as the emotional commitment an employee has towards their job, organization, and its goals. The article identifies four components of building engagement: enablement, energy, empowerment, and encouragement. Overall, the article provides useful insights into the importance of employee engagement and its impact on organizational performance in the mobile telecom sector.
ReplyDeleteHighly appreciate your valuable comment Hansika
DeleteI found your post to be very interesting. It's fascinating to see the various levels of employee engagement within the mobile telecom industry and how it can affect not only the success of the company, but also the overall customer experience (Mishra, 2019). It is crucial for businesses to acknowledge the significance of employee engagement and implement measures to promote a positive and supportive work environment. I look forward to reading more on this topic!
ReplyDeleteThank you for your comment Praveen. Employee engagement is a critical aspect of organisational success, and research has shown that it is strongly linked to employee productivity, job satisfaction, and retention (Saks, 2006). Additionally, employee engagement can have a significant impact on the overall customer experience, as engaged employees are more likely to provide high-quality service and positively represent the company to customers (Bowen and Lawler, 1992). Therefore, it is essential for companies, particularly those in the mobile telecom industry, to prioritize employee engagement and take steps to foster a positive work environment that supports employee well-being and encourages engagement.
DeleteThe article provides an informative and concise overview of employee engagement in the mobile telecom sector. It effectively highlights the importance of employee engagement in this sector and provides practical solutions to overcome challenges. The use of figures to depict the levels of employee engagement and the four components of engagement adds value to the article, making it easier for readers to understand the concept of employee engagement. However, the article could benefit from more examples and case studies to further illustrate the challenges and solutions to maintaining employee engagement in the mobile telecom sector.
ReplyDeleteThank you for your feedback on my article. I appreciate your input and agree that adding more examples and case studies would further enhance the article. It's always beneficial to provide practical illustrations of the challenges and solutions to maintaining employee engagement in the mobile telecom sector. I will definitely keep this in mind for future articles. Thank you again for taking the time to read and comment on my post.
DeleteTim Young, VP of Workday, writes “employee engagement is paramount to attracting and retaining talent – and remaining competitive in the global market. Research shows a direct link between employee engagement and corporate performance”. Are you agree with this quote? If yes. Please elaborate how it's applicable for Telecom sector?
ReplyDeleteThank you for your thoughtful comment on my blog post Janaka. I completely agree with your point that the telecommunications industry has unique challenges when it comes to employee engagement, such as the fast-paced and constantly evolving nature of the industry.
DeleteIt's also important to note that in the telecommunications industry, talent acquisition and retention are critical factors in remaining competitive. As you mentioned, engaged employees are more likely to stay with their current company, which can help reduce turnover and save on recruitment costs. Additionally, engaged employees tend to be more productive and motivated, which can lead to better performance and ultimately, greater success in the global market.
Therefore, it's crucial for telecommunications companies to prioritise employee engagement by creating a positive work environment, providing opportunities for growth and development, and implementing programs to promote work-life balance and employee well-being. This will not only help attract and retain top talent, but also improve overall corporate performance.
Well written article George! You have provided a clear overview of employee engagement in the telecommunication sector. I would also like to add that employee engagement can also have an impact of the customer satisfaction in the mobile telecom sector. Research has shown that there is a positive correlation between employee engagement and customer satisfaction (Macey et al., 2009). In other words, when employees are more engaged, they are more likely to provide better customer service and create a positive experience for customers, which in turn can lead to increased customer loyalty and retention. Therefore, investing in employee engagement can have a ripple effect on the overall success of the organization.
ReplyDeleteThank you for taking the time Thahani, to read my article on employee engagement in the telecommunication sector and for sharing your valuable insights.
DeleteYou are absolutely correct that there is a strong correlation between employee engagement and customer satisfaction. As you have rightly pointed out, engaged employees are more likely to provide better customer service, resulting in higher customer satisfaction and loyalty.
In the competitive mobile telecom sector, where customer satisfaction and loyalty are crucial to the success of the organisation, investing in employee engagement can have a positive impact on business outcomes. As employees become more engaged, they are more motivated to provide the best customer service and experience, leading to increased customer loyalty and retention, and ultimately, financial success for the company.
Overall, it is important for mobile telecom companies to recognize the impact of employee engagement on both employee satisfaction and customer satisfaction, and to invest in initiatives that promote employee engagement as part of their overall business strategy.