Author Archives: mrktspecialist

Posted in Blog, News, Press Releases
Aug 5, 2020

Ottawa, Ontario – August 5, 2020: Capital Angel Network, a group of angel investors in the Ottawa-Gatineau Region, and Invest Ottawa, lead economic development agency for knowledge-based industries in Canada’s Capital, today announced the first cohort of 10 womxn founders for SheBoot, a new bootcamp to help womxn entrepreneurs become investment-ready. The program will launch this fall, and conclude with a pitch competition for $100,000 in investment from local womxn angels.

Designed by womxn investors and entrepreneurs, SheBoot aims to help increase capital for womxn-owned and led technology or tech-enabled firms.  According to Pitchbook, $3.54 billion VC dollars flowed into startups founded by a woman or a group of womxn, representing 2.7% of total global investment. SheBoot strives to change this ratio and increase investment in womxn-owned firms. This need is more pressing today as womxn founders face significant challenges exacerbated by the pandemic.

In support of this shared goal, the Capital Angel Network and Invest Ottawa are delighted to welcome the following ten womxn founders to the inaugural cohort of SheBoot:

These founders will participate in a four-week intensive program that catalyzes the growth, investment potential and success of their startup. SheBoot harnesses the collective power of the Capital Angel Network and Invest Ottawa and brings the strengths of 20 top Ottawa womxn business and tech mentors, investors and supporters to bear on these firms. The latest addition to Invest Ottawa’s Venture Acceleration program suite, the bootcamp will equip these innovative companies with fundamental business skills, with a focus on investment and market-readiness. It will also facilitate peer networking amongst womxn founders, and introductions to investors and investor networks at the right time.

The Capital Angel Network and Invest Ottawa received 54 strong applications to the inaugural SheBoot program from womxn founders across Canada. Leveraging established criteria, program leaders, and supporting angel investors selected the first cohort launching this September. SheBoot champions are working to connect every single applicant with mentors, opportunities, and programs offered by Invest Ottawa or partners across the country to help accelerate the growth of these firms.

Featured Quotes

“The Capital Angel Network and Invest Ottawa strive to help change the investment landscape and put more funds in the hands of women founders. I am delighted to welcome our first ten founders to SheBoot this September. They join 21 investors, champions and mentors who are committed to increasing the number of women making and receiving investment to fuel the growth and success of more women-owned and led firms in the Capital. Together, we are making critical progress on this goal.”

  • Jennifer Francis, Investor, Chair of the Capital Angel Network, Director of the Invest Ottawa and Bayview Yards Board, and SheBoot Co-Founder and Program Leader

“It is a privilege to collaborate with so many passionate and driven leaders on the development and launch of SheBoot.  It is incredibly exciting to see this new program come to fruition with ten talented womxn founders of scalable tech or technology-enabled firms.  These high-growth companies are delivering solutions for health care, diversity and inclusion, recruitment, digital interactive training in oil and gas industry, intellectual property, physical operating compliance, leisure and travel, and social impact tracking. I look forward to collaborating with all SheBoot champions to help these entrepreneurs seize new investment and global market opportunities.”

  • Julia Elvidge, Investor, Invest Ottawa Advisor, Director of the Capital Angel Network Board, and SheBoot co-Founder and Program Leader

“We are honoured to collaborate with the ten outstanding founders selected for the inaugural cohort of this program. SheBoot directly supports our Female Founder and Womxn-Owned Business Strategy. This milestone represents a critical step towards realizing our vision of making Ottawa the best region in the world for womxn founders from every walk of life to launch and scale successful firms. Together with the Capital Angel Network, leaders and champions from across our community, we aim to help create the first $100 million womxn-owned firm in Ottawa.”

  • Sonya Shorey, Vice President of Strategy, Marketing and Communications, Invest Ottawa and Bayview Yards, and SheBoot Program Leader

“The pandemic is impacting entrepreneurs, firms and markets around the world, including the oil and gas industry. As the founder of a tech firm targeting this sector, we are rapidly expanding our interactive digital solutions to help oil companies cut operational costs while introducing our products to less impacted verticals such as mining and civil engineering. SheBoot will help us to better navigate the pandemic, increase our investment-readiness and acquire actionable insight that helps us to seize new opportunity. I am honoured to be among the first founders selected for SheBoot.”

  • Dr. Ellie Ardakani, PGeo, Co-Founder and CEO at Meta Innovation Technologies, the recipient of Ottawa Immigrant Entrepreneur award (2019) and Ottawa Bootstrap Founder of the Year award (2020)

“As the Chair of Invest Ottawa’s Female Founder and Womxn-Owned Business Sub-Committee, I am thrilled to see a rich and diverse set of founders leveraging SheBoot to catalyze their growth and success. Our inaugural SheBoot participants hail from different walks of life, industry sectors and regions, creating a powerful mix of high potential firms. These founders will help to create an impactful and rewarding experience for fellow entrepreneurs, investors and mentors. I look forward to celebrating SheBoot, our entrepreneurs and the outcomes they achieve in the days ahead.”

  • Shav Hasfal-McIntosh, Diversity and Belonging Lead for Shopify, Chair of the Female Founders and Womxn-Owned Business Sub-Committee, and Director of the Invest Ottawa and Bayview Yards Board

“Today, women account for 28% of all entrepreneurs in Canada. On average, these founders earn 58% less than their male counterparts, access less than 3% of global venture capital, and own just 48 cents in equity for every dollar men founders own.  Moreover, less than 16% of Canada’s SMEs are majority women-owned. SheBoot and our broader Womxn-Owned Business Strategy will help to address these challenges, propel the growth of women-owned firms in the Capital, and serve as a model for regions across Canada and around the world. It will take powerful collaboration with women and men, working together, to drive long-term, sustainable change.”

  • Susan Richards, Co-Chair of the Invest Ottawa and Bayview Yards Board of Directors, Founder and Principal of numbercrunch inc., and SheBoot Mentor

Backgrounder: Why “Womxn”?

The word ‘womxn’ is an alternative term to the English language word ‘women’. We use this term to explicitly include those who identify as women, transgender women, women of colour and non-binary individuals. This choice supports our concerted effort to create a culture of belonging.

About the Capital Angel Network

Founded in 2009, the Capital Angel Network (CAN) has invested in almost 100 in startups in the National Capital Region over the last decade. Since the inception of this network, CAN members have invested more than $30 million into early-stage companies, with 90% of these firms based in Canada’s Capital. This funding has also leveraged more than $250 million in additional investment through government grants, syndication with other angel groups, and venture capital funds. Our portfolio has seen nine exits that provided a positive return for investors. Our membership currently includes more than 50 Angels, 20 percent of whom are women. In the last 12 months, our members have made ten new investments and nine follow-on investments, that total $5 million. For additional information, please visit: www.capitalangels.ca/

About Invest Ottawa

Invest Ottawa is the lead economic development agency for knowledge-based industries in Canada’s Capital, facilitating economic growth and job creation in the City of Ottawa. Guided by a vision to help realize Ottawa’s full potential as a globally recognized, innovative and future-ready city, Invest Ottawa delivers venture development, global expansion and talent programs and services that catalyze the growth and success of entrepreneurs and firms. These include small business training, mentorship, acceleration for technology firms, foreign business and investment attraction, local business retention and expansion in targeted sectors, commercialization, and marketing Ottawa’s diversified economy and high quality of life. Invest Ottawa is also the founder and manager of the Ottawa L5, the first integrated smart city living lab and connected autonomous vehicle test facility of its kind in North America.  Since 2012, Invest Ottawa has worked with thousands of entrepreneurs and companies; helped firms attract more than $666 million in capital; contributed to the creation of more than 9,714 jobs; and attracted $862 million in domestic and foreign investment.  For additional information, please visit: www.investottawa.ca

 
Media Contact
Sonya Shorey
Vice President, Strategy, Marketing and Communications
Invest Ottawa and Bayview Yards
613.851.9416
[email protected]

Jul 28, 2020
7 mins | 1350 words
By: Katie LeClair

“If you’re a great employer, word gets around.” – Caroline Croft, Manager, Scale-Up Program.

The Scale-Up Program was established to help high-potential companies manage rapid growth and, ultimately, scale successfully. Through this program, Invest Ottawa supports product-based technology firms in overcoming three proven challenges to rapid growth and market success: customers, revenue, and talent.

When it comes to customers and talent management, we know that landing loyal customers starts with attracting and retaining loyal employees. The customer experience directly correlates with the employee experience; therefore, building a positive company culture is essential in laying a solid foundation for sustainable commercial success.

The question is how do you assess culture?

We gave firms in the Scale-Up Program a place to start.

Employee Net Promoter Score 

The Net Promoter Score (NPS) is a widely adopted customer experience metric used to gauge satisfaction with your company’s service or product by measuring customer loyalty. The History of the Net Promoter Score outlines how the question “What is the likelihood that you would recommend Company X to a friend or colleague” came to be the ultimate predictor of customer behaviour – an indicator of future growth.

With the NPS success as a customer service tool came its adaptation for internal use through the Employee Net Promoter Score (eNPS). The eNPS measures employee loyalty through a likelihood-to-recommend question. An eNPS ranges from -100 to 100. To get a score, all participants complete a survey that asks them to select a number from an 11-point scale, 0 – 10. Each respondent is then categorized based on the number they chose.

  • Detractors select between 0 – 6
  • Passives (or neutrals) select 7 or 8
  • Promoters select 9 or 10

A total score is calculated by subtracting the percentage of “detractors” from the percentage of “promoters.”

According to HR Technologist, a good eNPS can range from 10 – 30.

Introducing the eNPS Program

In February, the Scale-Up Program team spearheaded the eNPS Benchmarking Pilot Program with the support of Lynn Stevens, Human Resources Consultant. From onboarding firms and surveying employees to calculating scores and coaching through action plans, they managed the process from start to finish.

Lynn shared her experience working with the program participants, and it was overwhelmingly positive. She confirmed that everyone was engaged in the process, keen to dig into results and eager to look at action plans.

How did our Ottawa-based technology firms do? 

The results were impressive.

An eNPS above 20 is considered strong. The Benchmark eNPS – or the average score of all surveys conducted – was 56. That’s right, 56!

How did this group of scaling companies collectively score so high? 

When asked about what makes their workplaces great, general themes emerged from the survey. Here are a few of the recurring reasons participants listed as to why they would recommend their employer to a friend or family member:

  • Employees are supported and encouraged to push boundaries and try new things.
  • I love my co-workers: My teammates are talented, enthusiastic and hardworking people.
  • The environment is flexible: we have an excellent Work from Home Policy.
  • I work on cutting-edge technology and technically exciting projects.

Overall, these results, and benchmark score, highlight the workplace environments being cultivated in Ottawa’s technology sector.

The standard is high. But what we really want to know is who stands out?

Which companies ranked among the best of the best?

Top employers

Here are the eNPS Benchmarking Pilot Program’s top-ranking employers, listed in alphabetical order:

Crank Software

Crank Software is an embedded graphic user interface (GUI) development and services company – the same company behind Storyboard, a cross-platform, embedded GUI software that creates unmatched touchscreen experiences. This rapidly scaling Ottawa firm has been able to secure a list of clients from budding startups to Fortune 500s, even critically invaluable COVID-19 ventilators. How? Their innovative technology enables businesses to go-to-market up to 50% faster, with high-performance, modern GUIs that exceed customer’s touchscreen expectations.

Crank Software was founded in 2007 by Brian Edmond, Jason Clarke, and Thomas Fletcher. In 2019 the firm was celebrated with the Best Ottawa Business Company of the Year award. By 2020, Crank’s Storyboard was awarded Most Innovative Software at their prestigious industry event, Embedded World.

Why are Crank Software employees so loyal? Speaking to their team, we were able to gain more in-depth insight into how the firm received such a high eNPS.

What it comes down to is the culture they’ve cultivated.

 

 

Evidence Partners

Evidence Partners powers evidence-based research. This Ottawa software-as-a-service (SaaS) firm helps leading research organizations – universities, professional associations, pharmaceutical companies, etc. – conduct better, faster systemic reviews.

Founded in 2009 by Peter O’Blenis, Ian Stefanison, and Jonathan Barker, Evidence Partners was born from the idea that innovative technologies could improve healthcare research. Jonathan, Peter and Ian understood the challenges researchers face and recognized how technology could help. So, they built their software business determined to reduce workload and improve review transparency.

Today, Evidence Partners is one of Ottawa’s fastest-growing companies with customers that include the likes of John Hopkins University and the World Health Organization.

The scale-up is showing no signs of slowing down with ambitious growth targets and hiring targets to match; their focus is not only on attracting new customers but attracting and retaining top talent.

The number of Evidence Partners employees has doubled within the last year. What’s most impressive is that the company has been able to build a high-performing and loyal team. How?

 

 

Field Effect

Field Effect is a B2B cybersecurity company that prides itself on protecting Canadian companies from cyber threats. They provide advanced, integrated cybersecurity threat detection, incident monitoring, and compliance, in one platform, for SMEs and IT service providers. Their leading-edge tools and services empower businesses of all sizes to build and run resilient networks. For Field Effect, cybersecurity is about getting the basics right – really understanding your network, understanding your threats, and reducing vulnerabilities by knowing where and how to defend against intruders.

Today, their solutions are trusted by organizations worldwide.

Field Effect recruits the best of the best, even while hiring at full speed during the pandemic.

Their formula is a winning one. In a competitive industry, Field Effect has consistently been able to attract and retain experienced cybersecurity leaders. How?

 

 

Keep in mind 

The scaling firms who participated in the eNPS Benchmarking Pilot Program are on a path of rapid growth. We expect their teams and operations to continue to expand quickly.  Developing an eNPS benchmark now and consistently measuring that score will be valuable in cultivating the strong company culture they’ve planted.

It’s important to note that:

  • The eNPS Benchmarking Pilot Program launched before the COVID-19 pandemic. We are aware that since then, businesses have faced a new, ever-evolving reality. We can assume it’s impacted their employee experience as well as their company culture, along with leadership’s ability to implement action plans related to eNPS results.
  • Our survey(s) was not ecosystem exhaustive. The data and information collected were from Invest Ottawa eNPS Benchmarking Pilot Program participants only. Other scaling firms in Ottawa who run their own eNPS programs may have scored high as well.
  • As companies increase in size, there is a tendency for the eNPS average to drop – the bigger the company (45 vs 4000), the lower the benchmark score. This reality presents a challenge when comparing industry averages and company averages.

Recommendations for companies 

For organizations, there are so many ways to spend time and resources. How do you know if you’re focusing on what’s valued by your team? Leaders, you need to get feedback straight from the source – your people. Once you have their input, you can invest your effort and dollars in ways that align with your culture and promote your values. This informed investment guarantees that your actions are authentic to your organization.

Authenticity is key.

If you’re exploring ways to build employee loyalty and company culture, conducting an eNPS is a great place to start.

Recommendations for talent

If you are looking to take your career to the next level with a firm that has an outstanding company culture, Crank Software, Evidence Partners, and Field Effect should be the first places you look.

Jul 28, 2020

3 mins | 750 words
By: Katie LeClair
Black and white head shot photo of a women smiling

Crank Software is an embedded graphic user interface (GUI) development and services company – the same company behind Storyboard, a cross-platform, embedded GUI software that creates unmatched touchscreen experiences. This rapidly scaling Ottawa firm has been able to secure a list of clients from budding startups to Fortune 500s, even critically invaluable COVID-19 ventilators. How? Their innovative technology enables businesses to go-to-market up to 50% faster, with high-performance, modern GUIs that exceed customer’s touchscreen expectations.

Crank Software was founded in 2007 by Brian Edmond, Jason Clarke, and Thomas Fletcher. In 2019 the firm was celebrated with the Best Ottawa Business Company of the Year award, and by 2020, Crank’s Storyboard was awarded Most Innovative Software at their prestigious industry event, Embedded World.

A photo of 8 people smiling in front of the Crank Software logo. It's a group photo of their team happy and smiling.

A photo of the Crank Software team at their office located in Kanata, Ontario.

Recognition for exceptional products isn’t the only praise Crank Software is receiving; this scale-up ranked as one of Ottawa’s Top 3 Employers through the Invest Ottawa eNPS Benchmarking Pilot Program. The company’s Employee Net Promoter Score was an impressive 76!

Why are Crank Software employees so loyal? Speaking to their team, we were able to gain more in-depth insight into how the firm received such a high eNPS.

What it comes down to is the culture they’ve cultivated.

Professional Growth

From the very beginning, Crank Software was about problem-solving. The company’s founders saw an opportunity to bring innovative solutions to the embedded GUI design industry, and they did. This approach to growth is alive and well. Leadership at Crank Software recognizes that their people are smart, capable. And they focus on providing employees with what they need to do their best work. They also allow exploration and boundary-pushing along the way.

In the eNPS survey, one employee shared, “The culture focuses on professional growth with the intent of encouraging you to try new and challenging things. This company is not afraid of you making mistakes and encourages you to learn and grow from them.”

Communication and Collaboration

At Crank Software, there are frequent team touchpoints. The company regularly hosts town halls, quarterly meetings, one-on-one sessions and more. Even with COVID-19 having moved Crank to a 100% remote-based company, the communication has been maintained, if not increased, ensuring all employees at home still feel connected. This consistent communication is further supported by the leadership team’s open doors policy – from the CEO-down, people are accessible and connected-in with one another.

People doing yoga outside.

The Crank Software team participating in afternoon yoga together outside of their office.

Combining this with exceptional social programming makes Crank Software stand out.

Work and Play

The organization invests resources to ensure that its employees don’t only work but have fun together too. From scavenger hunts and bowling outings to Kanata Cupboard volunteering and Canadian Cancer Foundation fundraisers, the team knows how to have a good time, build community and give back.

 

Our culture is right for me. It’s fun about life and serious about code.” – Crank Software employee.

Company Culture

With such an exceptional eNPS, we asked Crank Software’s Thomas Fletcher, VP, R & D, what advice he had for other startups or scale-ups currently exploring how they can build employee loyalty. He advised his peers to “do what’s right for your employees and your culture.  Don’t force-fit something just because someone else is doing it.”

At Crank Software, they are engaged and in-touch with their employees. They have built an authentic-to-their-team environment where their values, investments, practices and activities all align.

Crank Software Today

Transitioning in the world of COVID-19 – particularly transitioning to work from home – was made easier by Crank Software existing processes and policies; flexibility is built-in. The team pivoted quickly and the global team managed to all work from home from day 1. Remote work for embedded engineers can be difficult, as they’re used to working with hardware on their desk. Crank employees however were able to take advantage of their own software to successfully continue the development and remotely testing of client projects, resulting in little to no impact on productivity. Crank Software is on a path of rapid growth and intends to continue expanding its team here in our nation’s capital.

To learn more about what careers at Crank Software and to keep tabs on open positions, visit www.cranksoftware.com/about/careers/

Jul 28, 2020
3 mins | 750 words
By: Katie LeClair
Black and white head shot photo of a women smiling

Evidence Partners powers evidence-based research. This Ottawa software-as-a-service (SaaS) firm helps leading research organizations – universities, professional associations, pharmaceutical companies, etc. – conduct better, faster systemic reviews.

Founded in 2009 by Peter O’Blenis, Ian Stefanison, and Jonathan Barker, Evidence Partners was born from the idea that innovative technologies could improve healthcare research. Jonathan, Peter and Ian understood the challenges researchers face and recognized how technology could help. So, they built their software business determined to reduce workload and improve review transparency.

Today, Evidence Partners is one of Ottawa’s fastest-growing companies with customers that include the likes of John Hopkins University and the World Health Organization. In fact, the company’s product, DistillerSR, is now the world’s most widely used literature review software. It manages, tracks and streamlines the screening, data, extraction and reporting processes for organizations across the globe.

A group of people standing in front of the Evidence Partners logo displayed at their newly expanded office in Kanata, Ontario. The team prepares to cut the ribbon.

Processed with VSCO with c1 preset

Evidence Partners has experienced success and steady growth, which led to an exciting 2019, a year that included the announcement of a new office space expansion in Kanata, Ontario and a Best Ottawa Business Award for Best Performance Export. The scale-up is showing no signs of slowing down with ambitious growth targets and hiring targets to match; their focus is not only on attracting new customers but attracting and retaining top talent.

The number of Evidence Partners employees has doubled within the last year. What’s most impressive is that the company has been able to build a high-performing and loyal team. How? A strong culture.

We (virtually) connected with Evidence Partners to ask what makes working there so great. Three themes consistently stood out: reliability, flexibility and authenticity.

Reliability

Evidence Partners’ founders bootstrapped the company. This decision’s impact extends much further than finances – it’s what the organization’s core values and identity were built on.

The now rapidly growing scale-up was described as having “no chaos or uncertainty, just consistency and reliability.” From the beginning, the founders focused on building a company that operated based on its own success, and this ultimately made Evidence Partners a stable place to work. Internal communications further solidify this stability.

When it comes to internal communications, Evidence Partners doesn’t rest on its laurels. Weekly all-staff meetings keep the entire team up-to-date and informed. Employees can rely on the senior team to not only bring them on the journey but layout exactly where they’re headed.

Oh, and they add fun to the team and meeting mix too (they even host EP Olympics!). This fun is modelled by Evidence Partners’ CEO, an approachable and relatable leader.

“We’re changing the way critical research is being conducted – it is an incredible challenge and a lot of fun at the same time.” Peter O’Blenis, CEO, Evidence Partners

Flexibility  

Evidence Partners trusts its employees.

The firm recognizes that to do their best work, employees need working conditions that meet them where they are. A flexible policy allows individuals the opportunity to work from home. This policy became even more flexible as the company grew, not less. And when COVID-19 hit, this practice made the transition to fulltime remote work more manageable.

“We don’t take ourselves too seriously. It’s relaxed, and people have a lot of freedom.”

Authenticity  

Evidence Partners team members smiling for a selfie in front of their booth at a career fair.When asked, Susan Sykes, Director of Marketing and Communications at Evidence Partners, spoke to why they have been able to attract the ‘right people for the job.’ She highlighted that, as a company, Evidence Partners understands its core values at the leadership level. This clarity helps those hiring attract people who are a good fit. She emphasized that that goes a long way when it comes to everyone feeling appreciated and as if they fit in.

What is most valued and sought after in a potential employee is authenticity and mutual respect.

“Everyone here is really genuine. This is what we look for in candidates.” – Susan Sykes, Director of Marketing and Communications.

Their eNPS Benchmark

Evidence Partners’ employee Net Promoter Score is 76. What’s most impressive about their results is the fact that the survey didn’t identify any “detractors,” meaning the firm had no “unhappy” employees. This speaks for itself.

Are you passionate about developing and sharing tools, technologies and methods that will shape the future of evidence-based research?

Several critical positions will be opening to fill at Evidence Partners.

We noted that ‘fit’ is essential to this scaling Ottawa-based firm; the leadership team will bring on great candidates when they find them. Is their next great candidate you? Visit their careers page today at www.evidencepartners.com/careers.

Jul 28, 2020

4 mins | 1000 words
By: Katie LeClair

“Hands down Field Effect is the best company I’ve ever worked for.” – Andrew Milne, CRO, Field Effect

Black and white head shot photo of a women smiling

Field Effect is a B2B cybersecurity company that prides itself on protecting Canadian companies from cyber threats. They provide advanced, integrated cybersecurity threat detection, incident monitoring, and compliance, in one platform, for SMEs and IT service providers. Their leading-edge tools and services empower businesses of all sizes to build and run resilient networks. For Field Effect, cybersecurity is about getting the basics right – really understanding your network, understanding your threats, and reducing vulnerabilities by knowing where and how to defend against intruders.

Today, their solutions are trusted by organizations worldwide.

When asked how the company has been able to penetrate the cybersecurity market (a global market worth $173 billion) and become the organization businesses turn to to keep their data safe, the response was, “the best people build the best products.”

There is no doubt truth in that response – it’s reflected in the company’s team from the longest-standing leaders to the newest additions.

Field Effect’s founder, CTO and CEO Matt Holland’s impressive career specializing in intelligence tradecraft for top-secret projects has made him one of the most sought-after cybersecurity developers in the world. COO, Andrew Loschmann’s major role in crafting Canada’s Cyber Security Strategy, has led to his undisputed authority in the field of cybersecurity security where his work is held in high regard. But impressive resumes and extensive backgrounds don’t stop with them. Field Effect recruits the best of the best, even while hiring at full speed during the pandemic.

Their formula is a winning one. In a competitive industry, Field Effect has consistently been able to attract and retain experienced cybersecurity leaders. How?

“Our company culture is based on trust, openness and transparency. We give our entire team visibility into the company roadmap and set clear goals for where we are headed. We’re building the boat and sailing the boat towards success – but without everybody knowing which island we’re heading to – it would be impossible to reach our destination.” – Matt Holland, CEO, CTO, Founder, Field Effect

Trust

Field Effect believes in its people.

From the moment they’re hired, each employee is treated as a professional set on a path, empowered to be the master of their own domain.

There’s a consensus at Field Effect that a leader’s responsibility is to remove “blockers” or barriers to success. For example, when the COVID-19 pandemic hit and remote working became the new normal, the first question asked was, “What can we do to help you do your job better?” The first action taken was to equip all team members with the proper home set-up, including a work chair, monitors, headsets and more.

Openness

The future of Field Effect is well-documented, outlined and shared within the company.

Employees know what the future of the organization looks like. Starting with the CEO-down, from sales and marketing to finance and product development, everyone is kept on the same page. And when it comes to the company’s status, the senior team shares honestly. They’re transparent and deliver clear messaging and reporting that includes the good, the bad, the ugly, and the brilliant.

Transparency

Keeping employees up-to-date and in the loop is something Field Effect does best. Regularly scheduled weekly calls ensure a flow of information. Most impressively, the company has been able to cultivate an environment where employees are confident in their value to the organization and comfortable speaking up or asking questions.

“Our Friday company calls are with the whole team [currently 70 people], and no one is scared to pipe up, ask a question or express their opinion. From the CEO to the co-op students, everyone is equally respected on our team.” – Jane Harwood, Director of Marketing, Field Effect

Beyond open communications, executives’ actions often speak louder than words.

When COVID-19 sent everyone home, the senior leaders were concerned about their employees – people they work to connect with regularly. So, to keep morale high, they hired local restaurant North & Navy to cook the team dinner and then personally delivered the meals (for employees and their partners) and a bottle of wine to each and every front door, from Kingston to Montreal.

Matt Holland, CEO, CTO and Founder, Field Effect, completes a special meal delivery to team member Mark Malick and they commemorate the moment by striking a “blue steel” pose.

Matt Holland, CEO, CTO and Founder, Field Effect, completes a special meal delivery to team member Mark Malick and they commemorate the moment by striking a “blue steel” pose.

Andrew Loschmann, COO, Field Effect, drops off a “thank you” meal to team member Jean-Marc Keng.

Andrew Loschmann, COO, Field Effect, drops off a “thank you” meal to team member Jean-Marc Keng.

Andrew Milne, CRO, Field Effect, has his trunk full of meals to be delivered to the Field Effect team.

Andrew Milne, CRO, Field Effect, has his trunk full of meals to be delivered to the Field Effect team.

Brad Peterson, CSO, Field Effect, is all smiles as he drops off dinner to team member Andrea Holland.

Brad Peterson, CSO, Field Effect, is all smiles as he drops off dinner to team member Andrea Holland.

 

Their can-do and get-it-done attitude materializes in their work and in how they show up for their team.

Their eNPS Benchmark

Field Effect’s employee Net Promoter Score is 72. What stands out most about their ranking is their response rate: 91% of employees at Field Effect completed the survey.

Their eNPS benchmark is consistent with their Glassdoor rankings, which has all 10 reviews of the company rating the Field Effect a 5-star employer.

Field Effect’s number of employees has doubled in just six months and is on pace to triple by the end of 2020, a trend anticipated to continue into 2021. The company is incredibly proud of the team they’ve built and emphasized the pride and love they have for Ottawa.  This scaling firm is on a rapid growth path and has committed to expanding operations and their headcount here in the nation’s capital.

“Ultimately, we have huge goals set out for the company to achieve over the next few years. We will continue to hire and grow the team to achieve these goals.  We have the roadmap and a clear direction, and now we’re building the team we need to be successful.” – Matt Holland, Founder, CEO, CTO, Field Effect

To learn more about Field Effect, and the career-building opportunities with the company, visit their career page at www.fieldeffect.com/careers.

By: | Jul 20, 2020

Au nom de l’équipe d’Investir Ottawa et des cours Bayview, je tiens à reconnaître et à condamner les nombreux actes révoltants de racisme envers les Noirs et les Autochtones survenus au cours des huit dernières semaines. Je reconnais l’existence d’un racisme systémique et d’une haine à l’égard des communautés marginalisées non seulement dans notre région, mais partout au Canada et dans le monde. Bien que nous ayons davantage pris conscience de ces actes de violence et d’injustice raciales ces derniers temps, nous devons absolument reconnaître que ce phénomène persiste depuis des siècles.

Ça doit changer. La haine et la discrimination sous toutes leurs formes n’ont pas leur place dans notre société. Il est de notre devoir et de notre responsabilité civique d’être de meilleurs alliés pour ceux qui subissent quotidiennement des injustices. Le racisme est une crise de santé publique, et Investir Ottawa et les cours Bayview sont déterminées à travailler avec notre communauté pour être un moteur de changement et contribuer à la création d’une société réellement inclusive, où chaque personne compte.

Cela commence par nos valeurs en tant que personnes, que collègues et qu’organisation. Notre équipe est fermement solidaire des communautés noires et autochtones d’ici et du monde entier contre toute forme de racisme, de haine et de préjugé.  Comme bien d’autres, nous croyons qu’il est essentiel de travailler ensemble pour démanteler le racisme et l’oppression systémiques et opérer une transformation. Nous savons qu’il faut joindre le geste à la parole et que nous devons constamment faire mieux pour concrétiser nos valeurs.

En tant qu’organisme de développement économique, nous nous engageons à donner du pouvoir aux communautés richement diversifiées qui contribuent à notre croissance économique. Nous sommes immensément reconnaissants envers les personnes et les organismes provenant de communautés marginalisées qui nous aident à atteindre ces objectifs importants. Il reste beaucoup de travail à faire, et c’est notre responsabilité. Au cours des dernières semaines, nous avons fait un examen de conscience et évalué les changements que nous devions apporter avec des mesures ciblées.

En diversifiant davantage notre équipe et en favorisant la croissance et la réussite de clients de tous les horizons, par exemple, nous contribuons à la création d’une culture d’appartenance pour tous. Nous voulons que tous les membres de notre communauté participent pleinement aux programmes et aux services que nous offrons. Par « tous les membres », nous entendons les personnes racisées (par exemple les membres des communautés noire, asiatique, indienne et hispanique), les membres des Premières Nations, les fxmmes, les personnes ayant un handicap, les personnes de diverses orientations sexuelles et identités de genre et les personnes qui s’identifient comme membres de diverses origines ethniques, culturelles, linguistiques et religieuses.

Nous savons que la route est encore longue. En collaboration avec vous, nous prendrons des mesures concrètes visant l’ensemble de notre organisation ainsi que nos programmes et services. Il s’agit d’objectifs intégrés, qui visent à rassembler et à mobiliser nos employés, nos clients et nos parties prenantes. Pour les accomplir, nous ferons ce qui suit :

  • Recruter un stratège en matière de diversité, d’inclusion et d’appartenance. Cette personne proviendra d’une communauté sous-représentée et travaillera étroitement avec nous pour prendre des mesures sérieuses et authentiques. Nous vous invitons à consulter l’offre d’emploi à l’adresse suivante : investottawabayviewyards.bamboohr.com.
  • Veiller à ce que nos objectifs en matière de diversité, d’inclusion et d’appartenance mobilisent nos organes directeurs et soient intégrés à notre modèle de gouvernance. Ainsi, nous collaborerons de près avec notre sous-comité des fondatrices et entreprises détenues par des fxmmes de son conseil d’administration afin de renforcer notre stratégie visant à aider davantage les entrepreneures marginalisées qui s’identifient aux groupes en quête d’équité. Au Canada, les femmes ne détiennent que 16 % des petites et moyennes entreprises (PME). Et bien que les fxmmes racisées et les fondatrices non binaires font partie des groupes démographiques qui croissent le plus rapidement chez les entrepreneurs, elles reçoivent moins de financement. Avec notre communauté et les leaders dévoués de ce sous-comité, nous sommes déterminés à faire bouger les choses.
  • Accélérer le développement et la mise en œuvre d’initiatives de diversité (l’un des principaux objectifs de notre plan stratégique et de notre plan d’exploitation annuel), et rechercher de manière systématique et intentionnelle des entrepreneurs, des propriétaires de PME et des innovateurs issus des communautés noire et autochtone ainsi que des entreprises s’identifiant aux groupes en quête d’équité pour qu’ils participent à nos programmes et services. Parmi ceux-ci, notons notre nouvelle Initiative pour le numérique et les rues principales, qui cherche à aider les propriétaires de PME à tirer profit d’outils et stratégies numériques pour accéder à de nouveaux marchés, clients et revenus pendant et après la pandémie.
  • Trouver et éliminer les obstacles systémiques au sein de nos programmes et services et de notre organisation en général qui empêchent les fondateurs et entreprises de groupes sous-représentés de tirer pleinement avantage de ce que nous offrons.
  • Développer notre programme de ressources sur la diversité pour les employés et nos cercles de découverte afin de mobiliser davantage de clients et de partenaires. Créés en collaboration avec des experts provenant de communautés marginalisées, ces groupes cherchent à offrir des espaces sécuritaires aux communautés sous-représentées en fonction d’une identité partagée (race, ethnicité, genre, orientation sexuelle, etc.).
  • Donner plus de place aux voix, aux expériences et aux réussites des entrepreneurs, propriétaires d’entreprise et innovateurs sous-représentés, et faire en sorte qu’ils puissent participer à la création de milieux de travail inclusifs où tous ont un sentiment d’appartenance et sont convaincus qu’ils peuvent contribuer aux objectifs de l’entreprise. Nous savons que cette mesure est capitale afin d’espérer atteindre l’égalité pour tous. C’est pourquoi nous organisons des événements comme la table ronde Black Founders (en collaboration avec L-Spark, l’Université d’Ottawa et la KNBA), qui aura lieu le 23 juillet. Nous espérons que vous serez des nôtres. Vous avez une idée? Communiquez avec moi. Nous voulons vous entendre.
  • Mettre à profit de nouvelles expertises pour aider notre équipe et nos clients à promouvoir davantage la diversité, l’inclusion et la culture d’appartenance et les sensibiliser à la notion de racisme systémique. Notamment, nous adopterons de nouvelles approches en matière de développement, d’attraction et de rétention des talents et créerons des lignes directrices et des politiques élargies pour appuyer nos objectifs. Nous veillerons à ce que la diversité et le caractère inclusif des organisations fassent partie intégrante de nos programmes et à aider les entreprises de notre région à progresser en ce sens.
  • Collaborer plus étroitement avec nos employés, clients, mentors, commanditaires, partenaires et investisseurs afin d’être porteurs de changements structurants. Nous collaborerons avec notre écosystème à la collecte de données démographiques afin de mieux aider les communautés marginalisées et de faire progresser l’égalité. Nous devons identifier les cas de sous-représentation afin de guider et de prioriser notre action collective et ajuster continuellement nos efforts afin de maximiser notre impact.

Nous devons garder le cap. Notre volonté d’aider notre communauté à traverser les crises sanitaire et économique engendrées par la pandémie est égale à celle de collaborer sur des stratégies de lutte contre le racisme.

Nous apprécions énormément les commentaires et les recommandations que nous avons reçus de tous ceux avec qui nous collaborons à l’atteinte d’objectifs communs. Nous reconnaissons l’énorme valeur que tous nos employés, clients, partenaires et investisseurs apportent à notre organisme et à notre région. Et je tiens à souligner que nous nous engageons à écouter, à publier nos plans et à vous tenir au courant des mesures que nous prendrons ensemble. Pour changer les choses, nous devons agir collectivement contre le racisme, la haine et les préjugés. Cette démarche essentielle, nous la faisons ensemble, et nous sommes là pour vous – chaque membre

  • Michael Tremblay, Président et CEO
Jul 20, 2020
5 mins | 1200 words
By: Michael Tremblay, President & CEO

Michael TremblayOn behalf of our team at Invest Ottawa and Bayview Yards, I would like to acknowledge and condemn the numerous appalling acts of anti-Black and anti-Indigenous racism that have occurred over the past eight weeks. I acknowledge the prevalence of systemic racism and hatred against marginalized communities in our region, across Canada and throughout the world. Although we have become more aware of these acts of racial injustice and violence in recent times, it’s vital to acknowledge that this is nothing new and has been occurring for centuries.

Change is needed – hate and discrimination of any form have no place in our society.  It is our collective duty and civic responsibility to become better allies for those who suffer injustice daily. Racism is a public health crisis, and Invest Ottawa and Bayview Yards are committed to driving change together with our community to help create a truly inclusive society where every person is valued.

It begins with our values as individuals, as colleagues and as an organization. Our team stands united with all members of our local and global Black and Indigenous communities, firmly against all racism, hatred and prejudice.  Like many around the world, we believe that it is critical to work together to collectively dismantle all systemic racism and oppression, and drive reform. We know that actions speak louder than words and that we must consistently do better at translating our values into action.

As an economic development agency, we are committed to empowering the richly diverse communities that drive our economic growth. We are very grateful to the individuals and organizations from marginalized communities that are generously collaborating with us in support of these critical goals. We know there is still much work to do, and this is our responsibility. Over the last several weeks, we have paused to look inward and assess the critical changes we need to make with focused action.

From further diversifying our team to enabling the growth and success of clients from every walk of life, we commit to creating a culture of belonging for all. This commitment includes fully engaging all members of our community in the programs and services we deliver. All members include racially diversified persons (valued members of our Black, Asian, Indian, Hispanic and many other communities), Indigenous persons, womxn, people with disabilities, people with diverse sexual orientations, and those who identify with different ethnic, cultural, linguistic, gender and religious backgrounds.

We know we have a very long way to go.  As we embark on this important journey together, we are committed to taking deliberate action within our organization and across the programs and services we deliver. These are integrated goals that bring together and engage our employees, clients, and stakeholders as a community. In support of these objectives, we will:

  • Recruit a Diversity, Inclusion and Belonging Strategist from an under-represented community who will join our team and work closely with us to address these critical objectives, and take meaningful, authentic steps within our organization, programs and community. We invite you to explore the Diversity, Inclusion and Belonging Strategist job posting.
  • Ensure our diversity, inclusion, and belonging goals and actions engage our governing bodies and are integrated into our governance model. This includes working closely with our Female Founders and Womxn-Owned Business Sub-Committee of the Board to evolve and strengthen our strategy to increase support for marginalized womxn entrepreneurs who identify with equity-seeking groups. In Canada, women own only 16% of small and medium-sized enterprises (SMEs). Although racialized womxn and non-binary founders are amongst the fastest-growing demographic of entrepreneurs, they receive less funding to grow their business. We are committed to helping move this critical dial with our community and the dedicated leaders of this sub-committee.
  • Drive greater action on the development and implementation of ‘Mainstream Diversity Programming’ (a key objective in our strategic and annual operating plans), and systematically and intentionally engaging Black and Indigenous entrepreneurs, small business owners, innovators and firms from equity-seeking groups in our programs and services. This includes programs such as our new Digital Main Street Program, which aims to help small business owners leverage digital tools and strategies to access new markets, clients and revenue during and beyond the pandemic.
  • Identify and address fundamental systemic barriers within our programs, services and broader organization that limit, inhibit or prevent founders and firms from under-represented groups to fully leverage or benefit from these offerings.
  • Expand our diversity-focused Employee Resource Group Program and Discovery Circles and engage more clients and partners. Established in collaboration with experts from marginalized communities, these groups aim to create safe space for underrepresented communities on an element of shared identity (such as race and ethnicity, gender, sexual orientation, etc.).
  • Elevate more voices, experiences and achievements of under-represented entrepreneurs, business owners, and innovators, and set them up in a way where they can help guide and contribute to the creation of an inclusive work environment where everyone feels like they belong, and impact business objectives. We know this is critical to take meaningful steps towards equality for all. This includes giving the microphone to under-represented communities through events such as the Black Founders panel hosted by L-Spark, Invest Ottawa, uOttawa and KNBA on July 23 – we hope you will join us. Do you have an idea? Please reach out to me – we want to hear from you.
  • Leverage new expertise to help our team and the clients we serve to foster greater diversity, inclusion and a culture of belonging and help them to better understand and address systemic racism. This includes implementing new talent development, attraction and retention approaches and creating broader foundational guidelines and policies that support these goals. We will ensure that the importance of building diverse and inclusive organizations is embedded into our programs and help to build these foundations with businesses across our region.
  • Engage more deeply with employees, clients, mentors, sponsors, partners and investors to advocate for, and drive impactful change. We will also collaborate with our ecosystem on the collection of demographic data that helps us to support marginalized communities better and advance equality. We need to identify the representation gaps to guide and prioritize our collective action and consistently evolve our efforts to achieve the greatest possible impact.

In closing, it is our responsibility to stay the course. As we work closely with our community to weather the health and economic crisis created by the pandemic, we are equally committed to collaborating on critical anti-racism strategies.

We are very grateful for all feedback and recommendations from all those who collaborate with us in support of our shared goals.  We recognize the immense value all employees, clients, partners and investors bring to our organization and our region.  And I want to reinforce that we are committed to listening, publishing our plans, and updating you on the steps we are taking together.  Collective action against racism, hatred, and prejudice is required to create greater opportunity and impact for all. We are together on this critical journey, and we are here for you – all members of our community.

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