Mark Banfield, CEO of 1E - HRTech Interview
Please share a few words about yourself and your journey as the CEO of 1E.
I have always had a particular interest in the enterprise software industry. Before coming to 1E, I was in sales roles and served as the Chief Revenue Officer at LogicMonitor, as well as the SVP and General Manager for International at Autotask (acquired by Datto).
My background in sales led me to 1E and my current role as CEO. When I first joined the company, I had one goal: to create one centralized concept everyone could rally around. Zoning in on such a goal has helped to lead 1E to prioritize digital employee experience (DEX).
As we move into the post-pandemic world, what are your thoughts on enforcing a return-to-office policy? How do you plan to balance employee safety and company productivity?
We’ve thought a lot about how we want to engage people in an office again, but we’ve decided we will continue to follow the hybrid work model and will never return to fully in-office work. Across our offices, we do not expect or require anyone to come into the office –– we’re continuing to hire remote-specific employees and are expanding our global footprint.
We’ve also been successful at growing and evolving our business in a hybrid fashion and are investing in centralized spaces – such as our new Austin HQ, where employees can gather periodically to collaborate and meet in person. Instead of forcing employees to return to the office full-time, we’re encouraging employees to come in one day a week and for quarterly all-hands meetings to get together and collaborate in person.
While there’s something that you can get in an office environment that you can’t get remotely, work-life balance and having employees who feel connected and appreciated by their employer are more important. We are in a unique position where our industry, DEX software, can catalyze successful hybrid work, and we are harnessing this capability within our internal workforce.
How do you ensure that your company’s diversity, equity, and inclusion policies are actively promoted and enforced, both within the company and in the wider community?
At 1E, we have a robust DE&I strategy that is blended into our core values. At the executive level, we are constantly evaluating the changing marketplace and having conversations about ways to evolve our strategy. We know DE&I is vital for business success and progression and work to take a diverse yet collaborative approach to wider community change.
How do you address employee burnout and ensure that your employees are able to maintain a healthy work-life balance, even during busy periods?
A proven way to address employee burnout is by granting employees flexibility. While some employers are returning to the office full-time, we at 1E continue to operate on a hybrid working schedule. We have offices and collaboration hubs set up in key markets and provide ample opportunities for employees to gather and participate in social engagement (within and outside of work), but do not require anyone to come into an office a certain number of times per week. This model has worked and given our employees a healthy work-life balance, even during the busiest times of the year.
Read More @ https://hrtechcube.com/hrtech-interview-with-mark-banfield/
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