Employee engagement has become a central focus in organizational management, as engaged employees tend to be more productive, committed, and innovative. Leadership style is a key factor influencing employee engagement, as it shapes workplace culture, motivation, and job satisfaction (Bass & Riggio, 2023). Effective leadership can inspire employees, foster a sense of belonging, and encourage high levels of performance, whereas poor leadership can lead to disengagement, low morale, and high turnover rates (Khan et al., 2024).
Airtel Nigeria, one of the leading telecommunications companies in the country, operates in a competitive industry where employee engagement is crucial to maintaining service quality and customer satisfaction. In Nasarawa State, Airtel’s workforce includes employees in various roles, such as customer service, technical support, and sales. Different leadership styles—such as transformational, transactional, and laissez-faire—can have varying effects on these employees’ engagement levels.
Despite extensive research on leadership styles globally, there is limited empirical data on how leadership practices in Nigeria’s telecommunications sector specifically impact employee engagement. This study seeks to examine the link between leadership styles and employee engagement in Airtel Nigeria, Nasarawa State, providing insights into how leadership strategies can be optimized to enhance workforce motivation and performance.
Many organizations struggle with employee disengagement, which leads to reduced productivity, poor service delivery, and high staff turnover. In Nigeria’s telecommunications sector, where competition is intense, maintaining an engaged workforce is essential for sustaining business success. However, leadership approaches in many companies may not always align with employee expectations or workplace needs, leading to dissatisfaction and disengagement (Ojo & Adebayo, 2023).
Airtel Nigeria has implemented various leadership strategies to drive employee engagement, but the effectiveness of these strategies remains unclear in Nasarawa State. Some employees may thrive under transformational leadership, where they are inspired and mentored, while others may respond better to transactional leadership, which emphasizes rewards and performance-based incentives. Understanding which leadership styles work best for employee engagement in Airtel Nigeria will help improve managerial strategies and enhance workplace morale.
This study will focus on Airtel Nigeria’s employees in Nasarawa State, assessing how leadership styles influence their engagement. It will examine managers’ leadership approaches and employees’ perceptions of their effectiveness. Limitations include potential bias in employee responses and variations in leadership practices across different Airtel branches.