Dear Experts,
Can you please provide a checklist for planning culture change through effective employee engagement in a mid-sized telecom company with 400 employees, where 50% of the employees work in field roles as technicians and engineers, which are crucial assets for the company?
Please provide at least 2 to 3 sentences of comments.
Thanks & Regards,
Hemant Hingmire
From India, Mumbai
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26Can you please provide a checklist for planning culture change through effective employee engagement in a mid-sized telecom company with 400 employees, where 50% of the employees work in field roles as technicians and engineers, which are crucial assets for the company?
Please provide at least 2 to 3 sentences of comments.
Thanks & Regards,
Hemant Hingmire
From India, Mumbai
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Dear Hemant,
I feel that there is a basic flaw in your approach. Organizational culture is far more comprehensive, and employee engagement is one of the HR interventions. If cultural change were so easy that just adhering to a certain checklist of points could bring about change, then probably a large number of companies would not have become sick or approached the Board of Industrial and Financial Reconstruction (BIFR). Cultural change is not like servicing a machine where a checklist method works well.
Employee engagement is an offshoot of the right kind of culture. You cannot change culture solely by initiating employee engagement measures.
If you say that 50% of the employees work in the field, then they are your brand ambassadors. How they interact with the customers will shape your future business.
You can conduct an Employee Satisfaction Survey (ESS) and start measuring the Customer Satisfaction Index (CSI). These two are the starting points. The next step is to keep a close watch on your competitors. Hardcore competition brings resilience.
These are my personal opinions. I request other senior members like (Cite Contribution), Majumdar, and Mr. Raj Kumar Hansdah to give their opinions.
Thanks,
Dinesh Divekar
From India, Bangalore
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I feel that there is a basic flaw in your approach. Organizational culture is far more comprehensive, and employee engagement is one of the HR interventions. If cultural change were so easy that just adhering to a certain checklist of points could bring about change, then probably a large number of companies would not have become sick or approached the Board of Industrial and Financial Reconstruction (BIFR). Cultural change is not like servicing a machine where a checklist method works well.
Employee engagement is an offshoot of the right kind of culture. You cannot change culture solely by initiating employee engagement measures.
If you say that 50% of the employees work in the field, then they are your brand ambassadors. How they interact with the customers will shape your future business.
You can conduct an Employee Satisfaction Survey (ESS) and start measuring the Customer Satisfaction Index (CSI). These two are the starting points. The next step is to keep a close watch on your competitors. Hardcore competition brings resilience.
These are my personal opinions. I request other senior members like (Cite Contribution), Majumdar, and Mr. Raj Kumar Hansdah to give their opinions.
Thanks,
Dinesh Divekar
From India, Bangalore
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