Print.IT Reseller - issue 84

01732 759725 VOX POP 54 ...continued understand that the more engaged and empowered our staff are, the better experience they’ll be able to provide for our customers, which ultimately results in more positive outcomes for our customers’ businesses as well as our own. “We acknowledge that the pandemic created an entirely new set of challenges, with some employees having to juggle home-schooling or caring for an array of family members around their role. This has led to the development of a hybrid work model, allowing all ECI employees more flexibility and time off to accommodate the additional demands on their time. “We are also proud of our staff training and development programs. LinkedIn Learning is one area we’ve invested in heavily which enables our staff to select topics pertinent to their role as well as their personal development goals.” The fact we are a global business, operating across various time zones, can present logistical challenges. However, we encourage staff to take a sensible approach to scheduling their time wisely – understanding that burnout or fatigue will only result in decreased engagement and job satisfaction. www.ecisolutions.com Allen Waugerman, President and Chief Executive Officer, Lexmark: “From the very beginning of the COVID-19 crisis, the Lexmark global crisis management team worked to quickly implement measures to ensure we did everything we could to keep our employees safe. The COVID crisis management team, set up in February 2020, focused on global business continuity plans and keeping our supply chains intact, with a special focus on the safety of employees, partners and customers. “Some of the measures that were implemented included a ‘work from home’ policy; providing an IT infrastructure for our employees to continue to work and collaborate effectively; updated travel guidelines and visitor policies; and increased hygiene measures for anyone travelling or attending our offices throughout the pandemic. Additionally, we created internal webpages which were available to Lexmark employees to provide the latest information on policy changes to ensure everyone was well informed. “We understand the sacrifices our employees had to make to adapt to new working measures, so parents and other caregivers were given extra flexibility to accommodate home schooling and other needs and tasks, and a very gentle return to the office policy was introduced after the first wave of the virus, with many still given the option to continue working from home. “As we looked towards how we will operate in a post-pandemic landscape, we want our employees to feel safe and empowered to work on their terms. A task force was set up in the summer of 2020 to work out a new hybrid work model that allows for home office days for post-COVID times, we called this Flex@Lex. This task force worked with senior management to provide Lexmark employees with resources for self-care and help to cope with COVID-19 related stress. “The crisis team is still active to this date, continuing to monitor the worldwide situation as new COVID hotspots emerge, and to make sure our global workforce is safe. Some of the current activities of the team included strategies to ensure a smooth reintroduction back to the office and support for vaccinations, even exploring the possibility of accessing vaccines for Lexmark employees. “We are proud of Lexmark employees across the globe, not only for their ability to adapt to these trying times and continued support to our partners and customers, but also the empathy shown to one another which has been admirable.” www.lexmark.com ECI has historically had a hybrid approach to working from home given our global footprint We understand the sacrifices our employees had to make to adapt to new working measures, so parents and other caregivers were given extra flexibility Laryssa Alexander Allen Waugerman