Rising to employee need.
Driving staff welfare through hard times.
Eastern Communications (EC) was established in Makati City, Philippines in 1974. They are a premier telecommunications company in the Philippines that have evolved into a world-class telecommunications and ICT solutions company providing an extensive portfolio of services that include Data, Internet, Voice, Managed Services, Data Center and Cloud Services, and Cyber Security Services.
EC recognize that their employees play the biggest role in delivering its unique brand purpose of “High Tech” and “High Touch” – a two-pronged approach where they provide innovative solutions and excellent personalized customer service. Therefore, they have been investing in its workforce through various initiatives to sustain employee morale amid the pandemic.
The numbers speak for themselves as their Employee Satisfaction Rating indicates an increase at 4.25 out of 5.0 for 2021, compared with 4.12 out of 5.0 for 2020. Their Employee Retention Rating also reported an increase at 98.92% as of December 2021, a marked improvement over the already high 2020 retention rate at 95.31%.
Fondly called “Ka-Eastern”, EC believe that their employees are their most valuable assets, especially with telecommunications named as an essential industry by the Philippines government during the CoVid-19 pandemic. It then became imperative to create a proactive and comprehensive welfare program to reassure Ka-Easterns of the company’s commitment to their well-being and a healthy work life balance.
With this, EC reinforced their employee initiatives in 2021 with a more strategic and engaging approach that benefited the overall well-being of their employees. They launched an internal campaign dubbed #Fearless2021, the company’s umbrella campaign, which aims to encourage all their stakeholders, especially their employees, to press forward amidst the pandemic and bounce back stronger.
The message communicates that through EC’s heart of service and best in class solutions and services, they can create a space where they can support employees, businesses, customers and families, and can start to climb up the ladder again and thrive.
This employee engagement campaign was fortified to help Ka-Easterns manage the challenging situation as pandemic fatigue increased. EC prepared activities that targeted the different aspects of their employees’ skills, personal health, intellectual, physical, social, emotional, and spirituality. They maximized the use of digital media to engage with their employees via social media activities and virtual events.
To ensure that their employees remain productive and are updated with digital ways of working during the pandemic, EC also conducted various skills enhancement trainings, which included skills like Innovative Thinking System, Leading Virtual Teams, Strategic Business Planning and Project Management Fundamentals, among others.
As a telecommunications company, thus a part of the essential industries named by the government, a select number of EC employees were among those who were allowed to go to work on-site. Therefore, strict measures were taken to ensure their safety and welfare, in line with the company’s commitment towards their well-being. Wellness efforts include Covid-19 health and safety protocols implementation, financial assistance, and virtual activities promoting wellness.
In their efforts to promote a healthy work life balance, EC organized an array of social activities throughout the pandemic. They engaged Ka-Easterns with Virtual Game Nights; where winners of each activity were able to bring home cash prizes. Virtual Acoustic Sessions, which featured celebrity guest artistes and personalities were also held.
Their talent development and career advancement programmes are put in place to determine talents who are ready for next level, leadership roles or critical roles. EC conducts a Talent Assessment, which determines readiness; and identifies development programs that the incumbent will need to achieve and be successful in the target position. Development Program will then address identified competency gaps and prepare the incumbent to the target position through job posting, mentoring, training, seminars, etc.
“Eastern Communications’ talent development and career advancement programmes are put in place to determine talents who are ready for next level, leadership roles or critical roles. The organization conducts a Talent Assessment, which determines readiness; and identifies development programs that the incumbent will need to achieve and be successful in the target position.”
Shanggari Balakrishnan, Chief Executive Officer, MORS Group
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