How e& built a culture of feedback and learning
e& believes in putting people at the heart of its strategy. To gain a deeper understanding of its employees, the Group partnered with LinkedIn to gather employee feedback on an ongoing basis and utilised the real-time insights it uncovered to engage its employees and fuel their development.
Gathering more meaningful employee feedback
Historically, e& measured employee engagement through a third-party survey. However, this annual process was cumbersome and time-consuming. The Group wanted a more streamlined solution to gather clear measurable data on a more frequent basis, and to better understand how its employees felt year-round.
Implementing an "always-on" listening strategy with actionable insights
In Q4 2021, e& launched "Employee Voices" powered by Glint, to carry out quarterly employee pulse surveys. As part of this, the Group built a robust communication and engagement plan, including briefing sessions, FAQs, company-wide comms, leadership training and quarterly newsletters and feedback. It also had engagement champions in each department to drive action plans and track progress on a micro-level.
The detailed feedback helped e& develop targeted action plans to improve the employee experience. Between its first and second pulse, response rates jumped from 71% to 82%. e& believes this is the result of increased trust in the survey and platform as well as employees seeing positive changes implemented based on feedback from the first survey.
It was important for e& to show its employees that it was listening and that all voices matter. A core pillar in the HR strategy is diversity, equity and inclusion (DEI). Another example of how e& included its employees and amplified their voices was to establish the DEI think tank, with representatives from all backgrounds and at all levels of the company exploring employee sentiment on DEI topics and helping shape its DEI strategy.
e& has also utilised the survey to identify learning needs, skill gaps, and areas where upskilling or reskilling are required. This feedback is actioned by mapping content available on LinkedIn Learning where its employees can learn at their own pace.
Line managers play a key role in this by encouraging learning within their teams and allowing time for this to happen. By integrating LinkedIn Learning with their existing learning experience platform, managers are also able to directly recommend and assign courses to their teams that will help them in their roles and fill any required skill gaps.
Main product used:
Strong employee engagement
● 5,000+ comments per pulse providing feedback
● 82% response rate company-wide
● 9,000+ employees completing the survey
Increased learning engagement among e&’s employees
● 75% repeat learners over 12 months
● Learners clocked on average 9 monthly hours of learning per user
“At e& our people are the driving force behind our success and transformation, and our partnership with LinkedIn has enabled us to keep them at the heart of our talent strategy as we prepare for the future and the limitless possibilities we see in it.”
Group Chief Human
“The LinkedIn ecosystem has turbocharged our people strategy for an all-round exceptional user experience.”
Dr. Hannah Haikal
Group VP Talent
Strategy & Analytics
e& (formerly Etisalat Group) is one of the world’s leading technology and investment conglomerates. Founded in Abu Dhabi more than four decades ago, the Group now operates in 16 countries across the Middle East, Asia and Africa. e& provides innovative digital solutions, smart connectivity and next-generation technologies across four business pillars – Telecoms, e& life, e& enterprise and e& capital.
Technology & Telecommunications
No. OF EMPLOYEES:
Abu Dhabi, United Arab Emirates