In order to promote the sense of ownership, EastNets occasionally distributes shares of its Common Stock to eligible employees who meet a specific criteria. Realizing that they are now owners in the company, employees tend to care more about the company’s efficiency, profitability, and cost control.

1. The Employee Shares Grant
for key employees
Employees are also Partners in growth
In order to promote the sense of ownership, EastNets
occasionally distributes shares of its Common Stock
to eligible employees who meet a specific criteria.
Realizing that they are now owners in the company,
employees tend to care more about the company’s
efficiency, profitability, and cost control.

2. The Retention Bonus for some
key employees
Monetary Incentives
EN concentrates mainly on its human capital
investment, by utilizing a combination of monetary and
nonmonetary incentives.
The adoption of such policy reflects how much EN
appreciates and evaluates its employees, which will
guarantee and increase in employees’ satisfaction and
loyalty.

3. Training for Work and for LIFE
The 6 Thinking Hats Training
On top of the pure technical and professional trainings,
EastNets also provides its employees with social and
soft skills trainings that remain with the employees
through out their life.
This is the type of investment, skill, and knowledge that
stays with us for good.
The more you think, the more time you have, “Henry
Ford”.

4. The occasional breakfasts that
we have at our offices
EastNets is a family-like environment
Some brilliant ideas and solutions are generated
outside the official working hours.
We strive to create a friendly environment for our
employees. Such comfortable environment is each
worker’s desire and wish.
Discussing work related issues while enjoying breakfast
is some thing that we all appreciate.

5. Off site team building activities
Friendly Competition
The purpose of team building activities is to enhance
and strengthen awareness of the team spirit and
commitment. Friendly competition can be an efficient
tool to release stress and develop relations. Whether it
is a Paint Ball battle in Amman, Quadra Biking in
Brussels, or a Dhow trip down the creek of Dubai , the
goal is always to work together and c also create some
good and long lasting memories.

6. High Performance Culture
The overseas temporary or
permanent Relocation policies
This policy was designed to support and encourage
both temporary or permanent relocation of skilled and
talented employees to take up their duties with
EastNets from any country.
Whenever applicable, EN employees can work from any
EastNets office in USA, Europe, or MENA region as
long as this will enhance their performance.

7. The Flexible-Hours and Work-
From-Home initiatives
Work – Life Balance
At EastNets we understand and respect your
personal and family obligations. We have designed
policies where eligible employees can work from the
convenience of their homes under specific conditions.
Moreover, in many departments and teams,
employees can design their own work schedule in
coordination with their managers.

8. The GYM initiative
Your health is our wealth
EastNets believes that distinguished efficiency is a
logical derivative to a healthy performer.
EN employees enjoy a subsidized subscription at one
of the best health clubs in the region, where the
company covers 50% of the membership fees.

9. Promoting commitment and
discipline via internal
competitions
Air Tickets, Accommodation, & iPad
Employees who consistently go the extra mile and
work long hours to ensure on time delivery are often
publically recognized and rewarded.
4 air tickets, 4 nights accommodation, and 1 iPad
were given away for the top employees who always
made it on time and stayed long after hours.

10. Promoting Social Media and
Networking skills
The iPad initiative for Social Media
We wanted to motivate our employees internally to
become part of our Social Media initiative, to build this
culture online and to reward them for their social
activity. In addition to that, we aimed at raising
awareness about EastNets, who we are, what we do
and all about our Employees, Products, and Services.

11. We LISTEN
The Induction-Assessment and the
Employee Satisfaction surveys
We have never paid our dues. Each day brings new
challenges and opportunities. We never take our
employees’ commitment, loyalty, or satisfaction for
granted. We keep asking for feedback so that we can
further improve our services and offerings whenever
possible.