When was the last time you felt truly seen and supported as an employee? Not your performance metrics, not your achievements – but you, as a complex human being fighting their own battles against financial stress, personal conflicts, or family pressure. All these silent struggles that nobody sees but that we still carry to work every single day make up a big part of our life experience. While most companies choose to oversee or completely ignore that human dimension, NMK Electronics fully embraces it.
Born in 1987 through the vision of Nicolaos Kyvernitis, NMK started as a modest distributor of professional audio, video, and lighting equipment in the UAE. From its early days in a small office, the company has transformed into a major regional player with a local presence in Dubai, Sharjah, Riyadh, and Doha.
Discover more about employee benefits and work-life balance initiatives in this Article “Shure’s“
in 2020, the Midwich Group, a global audio-visual distributor, recognized NMK’s potential and integrated the company into its international network. This strategic acquisition gave Midwich Group access to the Middle East market – while also increasing NMK’s reach, resilience and ability to offer interesting job opportunities and career paths to their employees.
“As an industry leader in AV, we offer exciting opportunities to work with top global brands, contribute to high-profile projects, and develop skills across sales, technical, and corporate functions,” revealed Nicola Bailey, People and Culture Manager at NMK Electronics, in an exclusive interview with WorkLife.
NMK also prides itself on their commitment to supporting employees in every way possible and creating an environment where they can thrive both professionally and personally.
Unlike so many companies that have failed to ride the wave of workplace transformation and adapt their employee care initiatives, NMK’s approach to benefits and compensation demonstrates a clear understanding of modern professionals’ needs and requirements.
Employees are no longer satisfied with basic, perfunctory health insurance perks – they are now actively seeking flexible employers who offer comprehensive benefits and are ready to invest in their workforce’s overall wellbeing.
NMK’s personal aid program is exactly that – an unconventional and significant investment aimed to improve every employee’s quality of life by providing them with personal legal and financial assistance. This comes with a valuable caveat: all support is completely confidential and is not subject to any type of internal company scrutiny.
“Employees benefit from comprehensive support programs, including access to Employee Assistance Program, a confidential well-being service to help employees with personal or work-related issues,” Bailey explained.
The program includes mental health counselling, financial guidance, as well as legal assistance and offers a 360-degree approach to employee care.
As a result, team members can profit from a wealth of aid and resources – specifically during difficult times – to help them better navigate life’s many challenges. Typical use cases may include: filing for divorce, legal assistance for domestic violence victims, visa application or renewal, retirement savings, tax planning, debt management, investment strategies,or dispute resolution.
“NMK strives to create a workplace where growth, flexibility, and collaboration come together, ensuring every employee feels valued, supported, and empowered to build a rewarding career” Bailey affirmed.
By cultivating human potential and making employees feel appreciated for who they are rather than for their productivity metrics, organizations like NMK witness dramatic improvements in performance, employee engagement, and talent retention.
More than salary and traditional perks, recognizing employees and acknowledging that professional success is correlated with their personal wellbeing – makes a considerable difference.
According to the 2024 Future of Work report, 62% of employees in UAE are not feeling heard on issues related to benefits while two-thirds strongly agree that organizations should offer highly customized benefit packages. This creates a disconnect between employees and their companies, driving 68% to actively seek new job opportunities.