Karan Patel

Head of Marketing & Commercial

What teams in your organization are the most engaged and why?

Engaged teams stem from feelings like inclusion, passion, a positive attitude towards work, open dialogue, and a sense of belonging. I believe that human resources are the most valuable resources for any organization. A strong talent pool holds the potential to drive an organization towards success. Therefore, every business must make conscious efforts to retain them. Employee engagement plays a very important role in this regard and goes beyond the monetary motivation to do better. 

In my opinion, any team that somehow impacts the bottom line positively is engaged and the same is reflected in how effectively they deliver. At Etisalat Information Services, our teams are broadly divided into two categories- the Business Development team and the Service team.

The business development team is responsible for bringing clients on board, maintaining courteous and lucrative relationships with them, and making efforts to boost revenue by upselling and cross-selling. The service team comprises all the support the sales team requires with coordination, marketing material, finances, etc. It supports the sales team through and through in accomplishing the core goal of the business- maximizing revenue.

To answer your question, both Sales and Services teams are equally engaged and because their functions are intricately intertwined with one another, they can’t perform their best if they are not engaged. In my view, they are one holistic group with the same goal.

How important are employees’ energy levels to the success of the organization? 

Employee energy levels are very important for the success of an organization because they directly influence productivity, job satisfaction, and overall morale. When employees have high energy levels, they tend to be more focused, motivated, and engaged in their work, which can result in better performance, higher quality work, and increased productivity. Low energy levels may cause them to struggle with being productive, have lower job satisfaction, and contribute to a negative work environment. 

Organizations should aim to create an environment that supports employee energy and well-being to improve performance, employee satisfaction, and engagement. An energetic mindset makes all the difference. I try to reach work with a high spirit and energy every day and make conscious efforts to exude these vibes to my colleagues so that they imbibe the energy and channel it to their work.

How do you listen to your employees?

I pay close attention to their ideas, concerns, and feedback and consider them when making decisions or solving problems. This needs a transparent and inclusive working environment where all team members feel comfortable sharing their thoughts and ideas. 

I schedule regular one-on-one meetings and a team meeting every Monday, where I welcome everybody to brainstorm ideas, give feedback, and address their concerns. As a leader, I firmly believe in encouraging employees to speak up. I go the extra mile to make my team feel that I am willing to listen to what they are saying and respond thoughtfully. Taking action on their feedback and implementing changes is very important as it makes them feel seen and heard. We cannot miss celebrating their small and big wins by giving credit for ideas and suggestions.

What keeps employees happy in your opinion?

Many factors can contribute to employee happiness and satisfaction in an organization. I will list down some of the key factors in order of importance. 

• Fair pay: Fair compensation following the industry standards for the work done is the premise for keeping employees happy. 

• Equal learning and development opportunities: Employees seek to consistently grow and derive a rich learning experience from their jobs. An array of learning opportunities to hone their skills and ample advancement opportunities within the organization make them happy.

• Work-life balance: This aspect is as important as learning and development opportunities, especially after the pandemic era that blurred this line for many of us. A healthy work-life balance is crucial for employee happiness. 

• Inclusivity: When a workplace gives a sense of belongingness and being a part of a community that does not discriminate, it keeps them happy. 

• Recognition and rewards: When hard work is acknowledged, appreciated, and rewarded, it makes employees happy. 

• Transparency and autonomy: When employees are well-informed about strategic decisions and direction, they feel like a crucial part of the growth process. When they have the space to work freely, they feel trusted. Transparency and autonomy keep them happy. 

How do you motivate people to go the extra mile?

To go the extra mile, people need motivation that supersedes monetary benefits. Although money does make the world go round, it takes stronger motivational factors than money to urge you to be willing to go the extra mile. Here are some of the actions that I implement:

Convey gratitude: I deeply value hard work, perseverance, and a go-getter attitude towards work. When I notice these qualities in my team members and see them making conscious efforts to perform to the best of their abilities, I express my gratitude and do it publicly. This way, they feel seen and heard and have a sense that their hard work is worth the effort. 

Treat them well: Every person deserves respect and dignity, even when reprimanded. I would also include respecting their work-life balance in this aspect. No matter what message a leader wants to convey, it must never hurt sentiments or disrespect the subordinate.

Listening: I am an avid believer in practicing the golden rule of listening. It includes their ideas, suggestions, problems, and everything else that impacts their work. Being heard and acknowledged brings a positive difference in their temperament. 

Make them a part of the journey: Consistently remind the employees of how crucial they are for achieving the business goals. This helps them gain ownership of their daily duties and feel valuable. Setting common goals for the team is one of the most effective ways to achieve a desired outcome.