Figure 1
Source: https://blog.gaggleamp.com/future-of-employee-engagement
Introduction:
In today's fast-paced and ever-changing business landscape,
employee engagement has become a critical factor in the success of any organisation.
Employee engagement is defined as the extent to which employees are committed
to their work, the organisation they work for, and the level of effort they
put into their jobs (Bakker & Demerouti, 2008). Employee engagement is even more important in the mobile telecom sector, where technological innovation and competition are constant. However, organisations' approach to employee engagement is changing from focusing solely on job satisfaction to looking at supporting the whole worker, both in and outside the workplace.
The Approach of the Mobile Telecommunications Sector:
Mobile telecom companies are at the forefront of this shift,
as they recognise that employee engagement is directly linked to customer
satisfaction and business success. In order to remain competitive in the
market, mobile telecom companies must prioritize the well-being of their
employees, both on and off the job. This means supporting employees in their
personal lives, as well as in their professional lives.
Technology Approach:
Figure 2
Source: https://www.mycirclecare.com/corporate-wellness-app/
One approach that mobile telecom companies are taking to
support the whole worker is through the use of technology. Mobile telecom
companies are developing and implementing mobile apps that provide employees
with access to resources such as health and wellness programs, financial
planning tools, and mental health support (Deloitte, 2017). For example,
Vodafone has developed an app called "Wellbeing Coach" which provides
employees with personalized health and wellness advice based on their activity
levels and other lifestyle factors. This app has been successful in increasing
employee engagement and improving overall well-being.
Flexible Work Hours:
Employee engagement has evolved considerably over the last
decade. From remote work privileges to flexible hours, many of the benefits
that were once viewed as perks are now an expectation for the working world. In
fact, 77 percent of workers today expect companies to offer the option to work
outside of the office. Even free snacks, once seen as either lively or a
“nice-to-have,” are becoming a requirement. According to the Society for Human
Resource Management (SHRM) opens a new window, the percentage of U.S. companies
offering free snacks rose from 20 percent in 2016 to 32 percent in 2018 Campbell,
I. (2021). These benefits are more than just attractive “nice-to-haves” to tout
on a company’s website—they are proven to have a direct return on investment (ROI)
on employee engagement and business leaders across industries have embraced
them as a way to attract and retain talent.
Empowering Workers:
Workers are less likely to suffer stress and ultimately
burnout if they have a degree of control over their environment. Within the
constraints of company objectives, giving workers the autonomy to choose which
projects they work on and latitude in the way they complete those projects
increases the likelihood they will feel passionate about and invested in what
they are doing.
Recognition:
Figure 5
Source: https://www.businesstopia.net/human-resource/employee-recognition-meaning-types-examples-importance
If employees aren’t recognised for their hard work, then employee stamina and focus will inevitably run dry. Recognising an employee, especially when their accomplishment is exceptional or clever, is likely to generate mutual support from the rest of the team. But it must be genuine. Insincere compliments run the risk of damaging a worker’s drive, and employees can always tell the difference.
While these principles may not exhibit the same “wow factor”
as free office perks, they can go a long way to reduce turnover and boost
morale. Looking ahead, companies that go back to basics and embrace the tried
and tested principles of autonomy and recognition will witness greater levels
of employee engagement.
Figure 6
Source: https://www.pelsue.com/workplace-safety-for-telecommunications-industry/
Mobile telecom companies shall focus on creating a positive work environment that fosters collaboration, innovation, and creativity. This includes investing in employee training and development programs, providing opportunities for employees to contribute to decision-making processes, and promoting a culture of open communication and feedback. By creating a positive work environment, mobile telecom companies shall foster a sense of community and engagement among employees.
Conclusion:
The future of employee engagement in the mobile telecom
sector is focused on supporting the whole worker, both in and outside of the
workplace. Mobile telecom companies are recognizing the importance of employee
well-being and are implementing strategies to support their employees in their
personal and professional lives. By using technology, providing flexible work
arrangements, and fostering a positive work environment, mobile telecom
companies are setting themselves up for success in a highly competitive market.
Reference List:
Bakker, A. B., & Demerouti, E. (2008). Towards a model
of work engagement. Career Development International, 13(3), 209-223. https://doi.org/10.1108/13620430810870476
Bockerman, P., & Ilmakunnas, P. (2012). The job satisfaction-productivity nexus: A study using matched survey and register data. Industrial and Labor Relations Review, 65(2), 244-262. https://doi.org/10.1177/001979391206500203
Campbell, I. (2021). The Future of Employee Engagement: Supporting the Whole Worker Spiceworks [online] Available from: https://www.spiceworks.com/hr/engagement-retention/guest-article/the-future-of-employee-engagement/ [Accessed 12 April 2023].
Deloitte. (2017). Global human capital trends 2017: Rewriting the rules for the digital age. Retrieved from https://www2.deloitte.com/cn/en/pages/human-capital/articles/global-human-capital-trends-2017.html
This article highlights the shift in employee engagement strategies in the mobile telecom sector from focusing solely on job satisfaction to supporting the whole worker, both in and outside of the workplace. The use of technology, such as mobile apps for health and wellness support, and flexible work arrangements are discussed as effective strategies to improve employee engagement. The importance of creating a positive work environment that fosters collaboration, innovation, and open communication is also emphasised. Good article George. I am keen to know what are some specific examples of mobile apps that have been implemented by mobile telecom companies to support the well-being of their employees, and what have been the outcomes of these initiatives in terms of employee engagement and overall well-being?
ReplyDeleteThanks for your concise comment Lasni. To my knowledge none of the Sri Lanka mobile operators have implemented this Employee well-being App. The blog post elaborates on a App in Vodafone UK.
DeleteThis article emphasises the value of employee engagement and the change in emphasis from focusing on job satisfaction to assisting the whole employee. It is encouraging to see mobile telecom companies implementing cutting-edge strategies to support the wellbeing of their employees, such as utilizing technology and offering flexible work schedules. Creating a collaborative, innovative, and creative work environment boosts employee engagement.
ReplyDeleteCould you offer some guidance on what steps employees can take to ensure they are supported in their personal and professional lives, particularly in sectors where employee well-being is essential to business success, such as the mobile telecom sector?
Thanks for your comment Niluka. To my knowledge mobile sector in Sri Lanka has not implemented any App for well-being of employees. Employees shall take steps to ensure from respective HR Departments that they are covered with a comprehensive health insurance scheme and with a accident policy while in work and outside work.
DeleteGood article, the mobile telecom industry's attention on employee well-being and work-life balance is a trend that is to be welcomed because it can boost output, job happiness, and staff retention. Companies can assist their employees in attaining their personal and professional objectives by utilizing technology and offering flexible work arrangements. In a market that is extremely competitive, this strategy might also assist businesses in attracting and keeping top people. Overall, the shift toward total worker assistance is a positive advancement for the mobile communication sector.
ReplyDeleteHighly appreciate your concise comment Udesh. Your comment is very encouraging.
DeleteDiscussed employee engagement is highly important, because employee engagement became the most important dimension for each and every industry to gain competitive advantages within a highly competitive, and globalization marketplace,
ReplyDeleteas we know, Here the author has chosen the telecommunication sector to discuss how employee engagement is executed and what are the current trends, where most of the telecommunication organizations execute the work-at-the-home concept, especially as an example, DIalog PLC, Airtel, and Vodafone companies have executed the work at the home concept for given the flexibility to their workforce,
Highly appreciate your valuable comment Nelusha. All mobile operators in Sri Lanka switched to Work from Home (WFH) during pandemic time. The four operators are Dialog, Hutch, Mobitel and Airtel.
ReplyDeleteHi George! This is a very insightful article. As you state, the future of employee engagement in the mobile telecom sector looks promising as companies are prioritizing the well-being of their employees both in and outside of the workplace. With the use of technology, flexible work arrangements, and a positive work environment that fosters collaboration and innovation, mobile telecom companies are creating a supportive environment for their employees. Investing in employee training and development, empowering workers with autonomy and recognition, and promoting open communication and feedback are key strategies for increasing employee engagement. Overall, the focus on supporting the whole worker is essential for the success of mobile telecom companies in today's competitive business landscape.
ReplyDeleteThank you for sharing your insightful thoughts on employee engagement in the mobile telecom sector Hashmath. I completely agree with your analysis that companies in this sector are increasingly prioritising the well-being of their employees both in and outside of the workplace.
DeleteThe mobile telecom sector is characterised by a fast-paced and competitive business landscape, and companies that prioritise employee engagement have a strategic advantage. Engaged employees are more productive, innovative, and committed to the success of the organisation. In addition, they are more likely to remain with the company, reducing turnover and the costs associated with recruitment and training.
Your point about the use of technology, flexible work arrangements, and a positive work environment that fosters collaboration and innovation is particularly relevant. Mobile telecom companies are leveraging technology to create more flexible work arrangements, enabling employees to work from anywhere and at any time. This not only improves work-life balance but also enhances productivity and job satisfaction.
Moreover, investing in employee training and development, empowering workers with autonomy and recognition, and promoting open communication and feedback are key strategies for increasing employee engagement. These practices create a culture of continuous learning, growth, and recognition that fosters engagement, loyalty, and commitment.
In conclusion, the mobile telecom sector is well-positioned to create a supportive and engaging work environment that benefits both employees and the organisation. By prioritising employee well-being, investing in training and development, and promoting autonomy and recognition, mobile telecom companies can build a culture of engagement and innovation that drives sustainable growth and success.
Great work! Employee engagement is an important factor in an organization's success, but there are unforeseen challenges that may arise in the future. These include remote work, multigenerational workforce, technology, mental health, and social responsibility. Organizations must be proactive and adaptive in addressing these challenges to maintain high levels of employee engagement. This may involve adopting new strategies such as virtual team building, flexible work arrangements, and mental health support programs.
ReplyDeleteThank you for sharing your valuable insights on the potential challenges that organisations may face in maintaining high levels of employee engagement in the future. You have accurately identified several factors that may pose challenges, including remote work, a multigenerational workforce, technology, mental health, and social responsibility.
DeleteRemote work, in particular, presents both opportunities and challenges for employee engagement. On the one hand, it can provide employees with greater flexibility and work-life balance, leading to increased job satisfaction and engagement. On the other hand, remote work can also lead to feelings of isolation and disconnection from the organisation, potentially leading to decreased engagement. To address these challenges, organisations may need to adopt new strategies such as virtual team building activities, regular check-ins with employees, and communication technologies that facilitate collaboration and connection.
The multigenerational workforce is another important consideration. As organisations increasingly employ workers from different age groups, they may need to tailor their engagement strategies to the needs and preferences of different generations. For example, younger workers may place a greater emphasis on flexible work arrangements and opportunities for professional growth, while older workers may value stability and job security.
Technology is another key factor that may impact employee engagement. While technology can facilitate communication, collaboration, and innovation, it can also lead to feelings of burnout and overwhelm. Organisations may need to take steps to ensure that employees are not overburdened by technology and have the skills and resources they need to effectively utilise technology in their work.
Mental health is another critical consideration. As more attention is given to the importance of mental health in the workplace, organisations may need to implement programs and policies that support employee well-being. This could include access to mental health resources, policies that promote work-life balance, and training to help managers identify and address mental health concerns among their employees.
Finally, social responsibility is an increasingly important consideration for many organisations. Employees are increasingly looking for organisations that align with their values and take a proactive role in addressing social and environmental challenges. Organisations that demonstrate a commitment to social responsibility may be more attractive to employees and may be better able to foster engagement and loyalty.
In conclusion, the challenges you have highlighted present important considerations for organisations seeking to maintain high levels of employee engagement in the future. By adopting proactive and adaptive strategies, organisations can help ensure that they are able to meet these challenges and create a supportive and engaging work environment for their employees.
Good article to speak about since mobile sectors modernised with new technologies. Employees ideas and engagement is a critical factor for this industry. We'll written George.
ReplyDeleteThanks for your encouraging comment Janaka.
ReplyDeleteAnother insightful article, George! I completely agree with the importance of employee engagement in the mobile telecommunications sector and the shift towards supporting the whole worker, both in and outside the workplace. It is encouraging to see that mobile telecom companies are recognizing the need to support the whole worker and are implementing various strategies to do so. Research has shown that when employees feel supported in their personal lives, they are more likely to be engaged and productive at work (Deloitte, 2017).
ReplyDeleteOne suggestion to improve the article would be to provide more specific examples of mobile telecom companies that have successfully implemented employee engagement initiatives. This would help readers understand how these principles are being put into practice.
I am curious to know, how can mobile telecom companies measure the success of their employee engagement initiatives, and what metrics should they use?
Thank you for your feedback Thahani, on my post about employee engagement in the mobile telecommunications sector. I appreciate your insights on the importance of supporting the whole worker and the positive impact this can have on employee engagement and productivity.
DeleteI completely agree with your suggestion to provide more specific examples of mobile telecom companies that have successfully implemented employee engagement initiatives. It is always helpful to see how these principles are being put into practice in real-world settings. I will certainly consider incorporating more examples in future posts.
In terms of measuring the success of employee engagement initiatives, mobile telecom companies can use a variety of metrics, depending on their specific goals and objectives. Some common metrics include employee satisfaction and morale, retention rates, absenteeism, productivity, customer satisfaction, and financial performance. It is important to track these metrics over time to assess the impact of employee engagement initiatives and make necessary adjustments.
Mobile telecom companies can also use regular surveys, focus groups, and other feedback mechanisms to gather direct feedback from employees on the effectiveness of their engagement initiatives. This can help identify areas for improvement and ensure that engagement initiatives are meeting the needs of employees.
Overall, measuring the success of employee engagement initiatives requires a comprehensive approach that considers both quantitative and qualitative data. It is essential for mobile telecom companies to regularly evaluate the impact of their initiatives to ensure they are effectively supporting the whole worker and improving employee engagement.