We are delighted Jai Mulani, Chief Executive Officer, IBT, will be speaking at our Middle East Summit in February. Jai has led the transformation of IBT from a startup into a thriving global business with over 800 employees in five countries. With over 20 years of experience in the BPO industry, he has a deep understanding of the market dynamics, customer needs, and emerging technologies that shape the future of this sector. His core competencies are visionary leadership, strategic direction, business development, P&L management, customer satisfaction, and Innovation. He has a passion for creating value and driving positive change in the business world. Under his leadership, IBT has achieved unprecedented success, winning multiple awards, securing large contracts, & developing revolutionary services.
We caught up with Jai to find out how he’s feeling in the run up to the summit.
Hi Jai, we are thrilled you will be speaking at our Wellbeing at Work Middle East Summit in February. Our first and most important question is, how are you doing today?
I am doing great. Thank you.
As a leader based in the region, what are the main challenges you are facing when it comes to employee wellbeing?
In the context of the Middle East, employee well-being is influenced by various factors that can present both opportunities and challenges. Some of the main challenges we may be facing as a leader in the region include:
- Cultural Diversity: The Middle East is characterized by a rich tapestry of cultures and traditions. Managing a diverse workforce requires a nuanced approach to address varying expectations and work styles.
- Work-Life Balance: The pace of economic development in some Middle Eastern countries has led to a fast-paced work environment. Striking a balance between work commitments and personal life can be challenging for employees, impacting their well-being.
- Health and Safety: Depending on the industry, ensuring the health and safety of employees can be a significant concern. This is especially true in sectors such as construction and oil and gas, where physical well-being is paramount.
- Mental Health Stigma: Mental health awareness is gradually increasing, but there may still be cultural stigmas around discussing mental health issues openly. Creating a supportive environment and promoting mental health initiatives may face initial resistance.
- Remote Work Challenges: The concept of remote work has gained traction globally, but it may still face some resistance or logistical challenges in certain industries or regions within the Middle East.
What strategies have you seen developing over the past 6 months, both internally and externally, that is moving the dial on wellbeing in the workplace?
Here are some strategies that were gaining prominence:
- Flexible Work Arrangements: The adoption of flexible work arrangements, including remote work options, has become more widespread. This approach helps employees achieve a better work-life balance and reduces stress associated with commuting.
- Mental Health Initiatives: Like IBT, many Companies are increasingly recognizing the importance of mental health and implementing initiatives to support employees. This includes access to counseling services, mental health days, and awareness campaigns to reduce the stigma around mental health issues.
- Wellness Programs: Employers are investing in holistic wellness programs that encompass physical fitness, nutrition, and stress management. Some organizations offer fitness classes, wellness challenges, or subsidized gym memberships to promote a healthier lifestyle.
- Training and Development: Training programs that focus on building resilience, coping skills, and stress management have gained popularity. Investing in the personal and professional development of employees can contribute to overall well-being.
- Leadership Support and Communication: Transparent communication from leadership about well-being initiatives and support can positively impact the workplace culture. Leaders setting an example by prioritizing their own well-being also contributes to a healthy work environment.
Why is employee wellbeing so important to you personally?
I have been on both sides of the table, so I know the pain of employee when they are not taken care of, and I know the satisfaction of being part of an organization where employee is empowered and motivated.
As a founder and CEO, I know, business is driven by employees and their managers.
So, taking care of employees is the most important aspect for any CEO for many reasons as follows.
- Productivity and Performance: When employees are well-supported and feel a sense of well-being, they are likely to be more engaged and productive. This positive work environment can contribute to achieving business goals and enhancing overall performance.
- Retention and Talent Attraction: Companies that prioritize employee well-being often attract and retain top talent. A workplace that values the health and happiness of its employees is more likely to be seen as an employer of choice, which can positively impact recruitment efforts.
- Brand Image and Reputation: Demonstrating a commitment to employee well-being can enhance your company’s brand image. A positive workplace culture is often associated with a strong and ethical brand, which can resonate positively with clients, customers, and the public.
- Employee Satisfaction and Morale: Employees who feel that their well-being is a priority are more likely to be satisfied with their jobs and have higher morale. This can lead to a more positive work atmosphere and foster a sense of loyalty among your team.
- Reduced Turnover and Costs: Prioritizing well-being can contribute to lower turnover rates. High turnover can be costly in terms of recruitment, training, and lost productivity. Investing in employee well-being is a proactive measure to mitigate these costs.
- Innovation and Creativity: A workplace that values well-being often encourages a culture of innovation and creativity. Employees are more likely to think creatively and contribute fresh ideas when they feel supported and motivated.
- Personal Connection and Leadership Impact: Employees appreciate leaders who genuinely care about their well-being. Your personal investment in employee well-being builds trust, fosters a positive company culture, and can have a lasting impact on the relationships within your team.
What are you most looking forward to about the Summit in February?
Meeting likeminded People
Tell us, what is your vision for the future workplace, in terms of engagement, health and wellbeing?
- Holistic Well-being Focus: Prioritizing holistic well-being, addressing physical, mental, emotional, and social aspects to create a comprehensive well-being program.
- Flexible and Hybrid Work Models: Embracing flexible work arrangements, including hybrid models, to enhance work-life balance and accommodate diverse work preferences.
- Technology Integration for Well-being: Continued integration of technology for well-being purposes, leveraging apps, wearables, and digital tools to support mental health and physical activity.
- Emphasis on Mental Health: Increased attention to mental health with proactive measures such as mental health days, counseling services, and awareness campaigns to reduce stigma.
- Employee Engagement and Connection: Prioritizing employee engagement through meaningful work, continuous learning, and fostering a connected and inclusive culture in both in-person and virtual environments.
What areas do you think employers should be focused on over the next 12 months?
While specific priorities can vary based on industry, company size, and other factors, here are some general areas that employers may consider focusing on over the next 12 months:
- Employee Well-being and Mental Health: Prioritizing initiatives and programs that support the overall well-being of employees, with a specific emphasis on mental health resources and awareness.
- Hybrid Work Strategies: Developing and refining strategies that facilitate effective and balanced hybrid work arrangements, taking into account flexibility, collaboration, and employee preferences.
- Talent Retention and Recruitment: Implementing measures to retain existing talent through recognition, growth opportunities, and positive work culture, while also focusing on strategic recruitment to attract top talent.
- Diversity, Equity, and Inclusion (DEI) Initiatives: Strengthening efforts to create inclusive workplaces by advancing diversity, equity, and inclusion initiatives to ensure equal opportunities and representation for all employees.
- Learning and Development: Investing in learning and development programs to upskill and reskill employees, fostering continuous learning and supporting career growth in alignment with evolving industry needs.
These areas represent a holistic approach to creating a workplace that prioritizes the well-being and success of employees while remaining adaptable to the dynamic nature of the business landscape. Tailoring these priorities to the specific needs and goals of the organization is essential for effective implementation.
How has your organisation been leading the way?
As the leading BPO Company in Middle East, here are some points help us lead the way in our segment.
- Research and Innovation: We are investing in research and innovation to stay at the forefront of technology.
- Employee Well-being: Forward-thinking companies like IBT are placing a strong emphasis on employee well-being. This includes providing comprehensive health benefits, mental health support, and creating a positive work culture that fosters a healthy work-life balance.
- Remote Work and Flexibility: The shift to remote work prompted by global events has seen organizations embracing flexible work models. IBT is investing in technologies and policies to support remote collaboration while maintaining employee productivity and well-being.
- Customer-Centric Approaches: We are adopting customer-centric approaches, leveraging data analytics and AI to understand customer needs better. This includes personalized services, efficient communication, and responsive customer support.
- Agile and Adaptable Business Models: We are adopting agile and adaptable business models to navigate uncertainties and market changes. This includes being open to innovation, quick decision-making, and embracing a culture of continuous improvement.
Jai will be speaking will be speaking in Dubai at the Wellbeing at Work Summit Middle East which takes place both live and in-person in Riyadh and Dubai, and virtually for the wider region. Further details on the Summit can be found here.
