Category: Business Advice

A confident team leader leading a business meeting

Leading from the Top for Lasting Change

Posted on | by Magdalena Lew

By Sharmla Chetty, CEO of Duke Corporate Education

Pushes for inclusivity must start from the top.

Gathering voices from a multitude of backgrounds might seem like progress, but it’s fruitless unless these voices are truly heard. Inclusivity lies in not just bringing diverse voices together but in actively encouraging and amplifying them. This is crucial in fostering equity within organisations, a journey that faced setbacks during the pandemic.

Women and black and Asian ethnic groups experienced a disproportionate impact during the pandemic, which in turn has brought diversity back into sharp focus. While having diverse teams is a good starting point, organisations need to make a sincere commitment to fostering deeper inclusion to break free from repeating historical errors.

To ensure that diversity makes a meaningful impact on both organisations and society at large, boards must go beyond mere representation. They need to actively involve and engage individuals within their teams, embracing the multitude of viewpoints, perspectives, and styles within diverse teams. Teams actively pushing for diversity and inclusivity see 35% more productivity, and a study from LinkedIn shows that 60% of survey respondents say that inclusivity within their team has contributed to their success.

Research from Gallup shows that despite 97% of HR leaders reporting that their organisation has made changes to improve DEI, many employees feel differently, with only 37% of employees strongly agreeing that their employer has made changes to improve DEI in their workplace. This signals that although some advancements are being made, there is still considerable room for improving DEI efforts to create impactful changes from the top. Inclusive leadership is the key to making diversity matter because diversity without inclusivity is detrimental to an organisation’s success.

 

5 Steps Closer to Inclusion

Boards should follow these five steps to ensure inclusion is embedded into the fabric of their organisation:

 

  1. Understanding Inclusion

The first step in your journey to DEI improvement is having a clear understanding of what inclusion actually means. Without that understanding, your goal will be near impossible. Build a foundation based on one cohesive definition that everyone in the organisation understands.

 

  1. Strategy Alignment

Boards must ensure that their business strategy aligns with their inclusivity goals. They should provide direction that helps drive their strategies towards inclusivity, while also ensuring they amplify inclusivity within both the boardrooms and throughout the company.

 

  1. Recruit Inclusive Leaders

Hiring individuals who exhibit inclusive characteristics is crucial to the success of reaching your inclusivity goals. These leaders build trust and create environments that foster openness and safety, allowing different perspectives to be explored advantageously.

 

  1. Measuring Inclusivity

The progress of inclusivity within your organisation should be measured. This can be done by monitoring retention and keeping track of representation levels to ensure diverse teams are having their voices amplified and involved in all parts of the business. Boards should monitor from an organisational standpoint, while leaders and managers should collect and analyse data within their departments.

 

  1. Perception

The way external stakeholders perceive the company is important. Boards should ask leaders to assess how customers, suppliers, and the public view the company, as well as ensure leaders within the company view the organisation through an inclusive lens, specifically from multiple perspectives. Boards should get opinions from external parties and help leaders continue building their inclusive brand.

 

Allyship

Being an ally is the most crucial piece of being inclusive. Everyone benefits from the sense of inclusion which comes from valuing uniqueness, being socially connected, and treating others fairly. Creating an inclusive environment is more difficult than creating a diverse one, so relying on only recruitment demographics isn’t enough.

Effective allyship means those with privilege can advocate for marginalised voices who are often relegated to the background. By educating themselves on their privileges, allies can recognise and address unconscious biases to ensure all voices are heard equally. It’s important to remember that allyship is about action and therefore involves a commitment to ongoing self-education and collaboration with colleagues from different backgrounds.

Boards need to be their organisation’s biggest ally. They are the ones driving inclusivity from the top and are the backbone of change throughout their organisation. Following the five steps outlined above and staying committed to improving will in turn pave the way for a more diverse and inclusive future.

Office Culture

Creating a Thriving Learning Culture: Four Obstacles to Overcome

Posted on | by Akeela Zahair

Embracing a learning culture in the workplace is a great way to help your business and people thrive. When companies get this right, it is estimated they are 92% more likely to be innovative and 37% more productive.

That said, there is no hiding that implementing organisational change by bringing in a learning culture can come with its challenges. For instance, you may find that some employees resist change at first, which can slow down the process and damage the team development.

As a manager or business owner, what are the barriers you might face when trying to create a thriving learning culture?

Here, Dominic Fitch, Head of Creative Change at team development specialist: Impact, identifies some of the frequent obstacles to employees’ personal and professional growth while highlighting ways to overcome these hurdles.  

 

Lack of support from leaders and managers

For team members to appreciate the importance of continuous learning and professional development, it is crucial for managers and seniors to support them throughout the journey.

Dominic Fitch, Head of Creative Change at Impact, explains: “The reality is that, if there’s a lack of guidance from leaders, employees might fail to understand the benefits of merging work-related learning opportunities with their day-to-day tasks.

“Continuous learning is a fundamental aspect of work life, as it allows people to enhance their skills and improve both on a personal and professional level. But without adequate mentorship, team members may be missing out on this opportunity, which in turn can hinder the efficiency and productivity of your business.

“So, leaders and managers should always act as role models, promoting the advantages of continuous learning and taking time to allocate resources for training programmes.

“What’s more, you may want to consider being involved in learning and training sessions, too. By showing active and genuine interest in the development of your team, you can empower your employees to invest in their growth and foster a successful learning culture.”

 

Limited time

53% of workers in the UK feel overworked due to packed schedules and hefty workloads.

With so many tasks to carry out during their shift, many employees often have little time to focus on learning activities and professional development. And especially with strict deadlines and targets to meet on a daily basis, they might feel obliged to prioritise scheduled work over training opportunities.

Of course, it may not always be possible to postpone urgent tasks, but it’s the manager’s responsibility to find ways to ensure their team enjoys much-needed learning opportunities. One solution could be to reserve specific slots each week for training purposes only.

This means that, say, on a Wednesday morning, employees will know that they are booked for learning activities. This way, they can confidently concentrate on enhancing their competencies without having to worry about neglecting other impeding tasks.

 

Poor or insufficient resources

Another significant barrier to creating an effective learning culture is not having access to valuable resources. Without the relevant tools, books, documents, seminars, or webinars, what are your people actually going to learn?

The truth is that unless your employees are equipped with adequate training materials, they will find it challenging to keep up with innovations and industry trends. As well as limiting their potential and skills, this can have a negative impact on the company’s overall performance.

To nip the problem in the bud, invest in tailored learning resources, including training platforms, digital libraries, and online courses.

Yes, it’s no quick fix, and you may have to set some money aside to build your portfolio of resources. But don’t worry – it will be worth it in the long run. In fact, it will provide you with an increasingly skilled team that can drive your organisation forward.

 

Resistance to new processes and change

Let’s be honest – not everybody has a soft spot for change. 62% of UK employees, in fact, admit they don’t like leaving their comfort zone.

Once people are familiar with existing processes and are happy with their current knowledge, they can be reluctant to adopt different tools or methods. This could be because they worry about failing or being unable to keep up. Whatever the reason, if your team is resistant to change, it can threaten the smooth introduction of new training activities.

So, what can you do to prevent this? The best medicine is clear communication. As a leader, it’s important that you guide your people through new initiatives, underlining how these changes will benefit them in the short and long term.

Also, encourage your team to share any concerns and address them individually. This will allow you to highlight the advantages of your new learning culture and, in turn, help reduce people’s worries and scepticism.    

people standing at a green event

Green is the New Glam: If You’re Doing a Corporate Party, Do it Sustainably

Posted on | by Magdalena Lew

by Jeff Dewing, CEO of Cloud

As the holiday season sparkles on the horizon, businesses are gearing up for festive gatherings. Amid the glitz and glamour, there’s a rising awareness that corporate events can shine even brighter with a touch of sustainability.

As the CEO of Cloud, I’ve had the privilege of spearheading Cloudfest—an annual event that in September 2023 managed to pull off a truly sustainable day festival that ticked all the right boxes across Environment, Social and Governance (ESG).

In the wake of our success and learnings, I’m eager to share insights on the critical role sustainable event planning plays in the business world, especially in the face of the climate crisis.

 

Sustainable event planning: a necessity, not a hurdle

In a world grappling with environmental challenges, the need for sustainable event planning has never been more apparent. The key, however, is not to stop events altogether but to approach them with a heightened sense of consciousness. Cloudfest proved that celebrations can thrive without compromising our commitment to the planet.

Weaving sustainability into corporate events comes with its set of challenges and opportunities. It’s not just about finding eco-friendly alternatives; it’s about reshaping the very fabric of event planning. From meticulous research on local, sustainable suppliers to challenging conventional choices, the process requires a shift in mindset. Yet, within these challenges lie opportunities for innovation, creativity, and a positive environmental impact.

 

Positive impact on morale and culture: beyond green choices

One of the most profound outcomes of Cloudfest was the palpable boost in employee morale and the transformation of our corporate culture. Eco-conscious choices weren’t just about reducing our carbon footprint; they became a shared value that brought our team together. Employees felt proud to be part of an organisation that prioritised environmental responsibility, creating a ripple effect that extends far beyond the event.

We can’t forget that work gatherings serve as a valuable opportunity to foster connections with your employees, emphasising the significance of the ‘S’ in ESG – social responsibility. It’s crucial to prioritise employee well-being and ensure they have an enjoyable experience. During Cloudfest, we offered a diverse array of wellness activities, ranging from soothing gong baths and invigorating yoga sessions to adrenaline-pumping adventures like axe throwing and glass walking.

 

Key considerations for a green event: 

After the successful coordination of Cloudfest, an event attended by approximately 200 team members, where we managed to produce only three waste bags in total, I would like to share some essential factors to consider when organising an environmentally-conscious event:

 

  1. Plan ahead

 The journey to Cloudfest’s sustainability began a year before the event, with the Head of ESG spearheading the mission. A collaborative effort with the event organiser involved brainstorming sustainable alternatives, researching local suppliers, and challenging the status quo.

 

  1. Sustainable transport:

Efficient transport to and from the event was a cornerstone of Cloudfest’s sustainability strategy. We opted for hybrid coaches from our Colchester office as our eco-friendly mode of transportation, and those travelling from overseas adjusted their schedules and meetings to align with their UK visit, reducing unnecessary travel at a later date.

 

  1. Eco-chic venue: where style meets sustainability

 Choosing a venue aligned with low environmental impact is a strategic move. We chose Home Farm Glamping in Elstree as it not only provided a picturesque backdrop but also championed sustainable development goals. From recycled toilet tissue to reclaimed scaffold plank benches, every element echoed a commitment to the environment.

 

  1. Think creatively

 Use sustainable creativity with your props and decorations. A single Cloudfest logo served dual purposes, and planters showcased recycled sunflowers, adding a touch of eco-glamour. The solar-powered stage was a beacon of sustainable innovation, soaking up the sun during the day to illuminate the night.

 

  1. Sustainable corporate giveaways

 Corporate events often come with a barrage of giveaways and branded merch you’ll likely never use again, but Cloudfest embraced minimalism. Organic Fairtrade cotton T-shirts and lanyards made from recycled plastic bottles showcased a commitment to ethical fashion and waste reduction. There was also a drop off point for lanyards at the end of the event for people who didn’t want to re-use them. No-rush shipping ensured sustainable delivery practices.

 

  1. Waste not, want not: a circular approach to event waste

 Waste management took centre stage at Cloudfest, with a commitment to reusable plates and cups. Food waste, a significant challenge due to hot weather, was meticulously separated for anaerobic digestion. The result? Only 3 small bags of general waste, a fraction of the norm.

 

  1. Plant-powered choices

Food choices played a crucial role in Cloudfest’s sustainability narrative. Abundant vegetarian and plant-based options were more than just a culinary choice—they were an environmental statement. Attendees learned the environmental benefits of opting for a veggie burger, promoting conscious consumption without judgment.

 

Crafting sustainable legacies 

As businesses navigate the ever-changing landscape, it’s crucial to recognise the power of events in shaping not just our present, but our future. Sustainable event planning is more than a trend; it’s a responsibility and an opportunity to craft legacies that align with our values.

Incorporating lessons from Cloudfest, I urge fellow leaders and event planners to embrace the challenges and opportunities of sustainability. It’s not just about making green choices; it’s about reimagining events as platforms for positive change. By doing so, we not only contribute to a healthier planet but also foster a corporate culture that values conscious choices and collective well-being.

Corporate Party

Corporate Celebrations: Why Hosting Your First Party is Good for Business

Posted on | by Akeela Zahair

For many employees, the Christmas party is a key date on the corporate calendar. It is a time to celebrate the festive season with colleagues in a fun setting and let your hair down. For the business, it’s a chance to wave goodbye to a productive year and reward staff for all their hard work. 

For CEOs in a new role who find themselves organising their first festive event, the pressure however, might be on to plan the party well. Not only do they need to organise an enjoyable get together, they need to ensure that they get the balance right when attending as the CEO in a relaxed setting. Ideally, the best corporate party is a win-win for you, your staff and the company. This article has the following tips to help you strike the perfect balance.

 

Plan and Personalise Your Christmas Party 

As this is your first year hosting the company’s Christmas party, it’s an important event that you might want to stamp your personality on. The event is a fantastic opportunity for you to begin shaping the company culture you want, so choose a theme that reflects who you are and how you want to present yourself to the company. Your new employees will be meeting the real you and even eating, drinking (and dancing!) with the person behind the professional!

When it comes to choosing the theme, setting a budget, catering and picking a venue, be sure to engage in the early planning stages and be clear about what you want from the party. This can be done by choosing specific Christmas entertainment, food and music that aligns with your personal and professional opinions, but make sure you arrange an inclusive event for everyone. 

 

Be Practical and Delegate the Minor Details

To help ensure your first seasonal social is a success, there are some practicalities to consider whether you want to host it in the office or hire a venue. Once you have picked the setting, consider contingency plans like hiring a corporate marquee if it requires an outside area that needs to withstand the elements. 

You’ll then need to decide the date and preferably pick one that fits into most people’s working week and schedule. For today’s remote-working patterns, a mid-week evening might work well. Although some of the time-consuming but finer details might not fall to you, it’s a good idea to delegate someone to send out the party invites for at least four weeks. In addition, they might want to email and circulate reminders perhaps one week and, again, one day before the event to boost attendance. By starting these preparations early and delegating tasks, you’ll demonstrate that you want colleagues to attend and that the party is important to you.

 

Stick to a Realistic Budget

It is crucial that you organise a budget ahead of arranging your party and stick to it. Last year, 36% of businesses decided to cut back on party expenditure due to the cost-of-living pressures, high inflation and rising energy prices. In your role as CEO, you want to ensure that your budget is realistic and responsible, rather than spending too little or going over the top.

As this is your first one, the temptation might be to ‘push the boat out’ and spend more than you should to win the popularity stakes, but this is a bad move. Instead, research the expected costs for food, drinks, entertainment and decorations and approve the major expenses early on. You’ll also want to make sure your budget fits the numbers on your guest list. If you want to go all out with the festive decor and make your corporate party as Christmassy as possible, opt for low-cost lights, poinsettias, snow and fake trees for seasonal fun. Consider investing in small presents to thank staff for their hard work.

 

Boost Business with a Festive Event 

Hosting your first Christmas party as a CEO can benefit you and your business. It is a great morale booster, and shows how much you value staff. In turn, your employees appreciate the company investing time and resources in the event, especially if other companies are cutting back. 

Organising corporate events allows teams to celebrate targets met and shared goals which cement a sense of accomplishment and motivate employees going forward. Socials can help foster a healthy company culture that you’re aiming for as an onboarding CEO. In fact, as the new face at the top, it’s more important than ever to have gatherings away from the workplace, and the fact you’re having a party says a lot about you as the incoming person in charge. 

Hosting a party also strengthens intra-office relationships. It enables colleagues from different departments or levels who don’t normally interact during work to mingle and connect. In a relaxed setting, colleagues can gain an insight into you as the new CEO as well as each other, building a greater and united front for the business and boosting future healthy collaboration. Dedicating your time, energy and investing in a celebration also shows staff they are valued, fostering a positive culture.

 

Behave Impeccably for a Winning First Impression 

As a CEO, this festive event is a great chance to meet staff you haven’t met and you’ll want to make a good impression. It’s important to lead by example and this applies to social events just as much as to serious meetings. So from the start, greet your staff in a friendly manner and circulate as much as possible.

If you’re giving a speech make it heartfelt and if you’re presenting any gifts or awards, take the time to congratulate and praise your employees by name. Most importantly, as well as bringing employees together, your annual Christmas party is an occasion for you to show your human side. So, let your true personality come out and balance your toasts and speeches thanking staff with the right level of sincerity and humour. Thank staff for their efforts this past year and share your enthusiasm for achieving more together. It’s also a good idea to attend the whole event and to try and mingle with everyone. Remember, at all costs, to avoid the dreaded pitfalls of a festive party!

 

Ensuring a Successful Inaugral Celebration

Hosting a Christmas party delivers many benefits for a business and its leadership. It’s a chance to boost employee morale, strengthen work relationships, motivate staff and show appreciation for their efforts. Employees who feel valued through celebratory events like this are more loyal, engaged and productive. 

For CEOs and leaders hosting their first party in a new role, it’s an opportunity to connect with employees on a more personal level. By attending the full event, giving a great speech and highlighting the success of individuals and the company as a whole, you’ll make your event a memorable one.

Expansion

Unlocking Global Markets: CEO Strategies for Cyber-Resilient Expansion

Posted on | by Akeela Zahair

Scaling Cybersecurity for Overseas Expansion

Expanding operations into new countries introduces prolific new cybersecurity considerations for organisations. 

New regulatory environments, staff training needs, response planning, third-party oversight, and segmentation strategies must all be addressed to secure global growth. So how can scaling up organisations implement strategic cyber policies and procedures to enable a smooth transition overseas? 

That’s what this guide looks to uncover to empower you to undertake this endeavour with confidence and ensure your overseas expansion is successful.

 

Understanding Local Laws and Obligations

The regulatory compliance obligations in your new overseas location, should be fully researched and understood right from the start. Researching any new territories in depth that your business has identified as viable to enter should be the first part of your strategy. 

Engaging experienced, professional legal counsel can help fully identify applicable cybersecurity regulations and repercussions of non-compliance. These should be baked into security and privacy policies from the outset. Special firms exist to help enterprises set up facilities in territories like Gibraltar with consolidated experience, advising foreign entities on establishment and regulatory obligations across technology and cybersecurity. 

It’s always prudent to consult legal assistance and advice before taking operations overseas to understand the full extent of legal criteria your operation will have to meet.

Key areas to cover include (but are not limited to):

 

  • Data residency laws – Some countries require data on citizens to remain within their borders and not to be shared externally. Moving certain data overseas may be restricted.

  • Data protection regimes – Privacy rules like GDPR (General Data Protection Regulation) in the EU or CCPA (California Consumer Privacy Act) in the U.S. may apply with requirements like data subject consent, access rights, and breach notification.

  • Industry regulations – Sectors like finance and healthcare often have more stringent and legislation-backed cybersecurity rules to adhere to. Each region will have specific criteria to meet which is worth paying heed to if you operate in these industries.

  • Law enforcement cooperation – Mandatory data sharing and assistance for government inquiries sometimes are enforced in certain regions.

  • Breach notification laws – Timeframes for reporting breaches, and potential regulatory fines or lawsuits. These may be different to your native country of operation so pay close attention to these relevant cybersecurity regulations.

 

Training Local Teams on Security Best Practices

Do not assume any overseas staff – whether full-time hires or independent contractors – are familiar with your preferred cybersecurity practices and protocols. If you have spent time refining processes based on EU or US legislation and regulations, and you’re taking your enterprise to a new territory altogether, you may need to bring native workers up to speed. 

Extensive training is required to uphold consistent policies across the organisation, regardless of geographical location.

You should enforce the following baseline protective measures for all workers, wherever they are located:

 

  • Password policies – Mandate complex passwords be used and changed regularly, ideally using enterprise-wide password managers.

  • Multi-factor authentication (MFA) – Request users submit an additional credential like biometrics or one-time codes to access shared or collaborative systems.

  • Data handling – Deploy secure storage, encryption, access controls, proper sharing, and disposal procedures.

  • Physical security – Establish procedures concerning physical risks such as workstation lock screens, closed-door policies, and badge access controls.

  • Phishing awareness – Train all users on identifying and reporting potential phishing attempts. Conduct simulated phishing tests to reinforce learning.

  • Travel security – Familiarize all workers with proper protocols for bringing devices abroad, avoiding public WiFi, and spotting social engineering attempts.

 

Schedule regular refresher training to keep security top of mind. Bring in outside experts to deliver bespoke training where necessary.

 

Tailoring Incident Response for Local Realities

Existing incident response plans likely focus on infrastructure that’s established in your home territory. It’s likely that you will need to expand your plans to encompass any setup or facility that relies on connected and collaborative systems, particularly with more workforces working remotely on occasion

Cover overseas considerations like:

  • Jurisdictional variances – The likelihood of different breach notification and liability laws. This will also include potential interaction with foreign law enforcement agencies depending on the severity of a breach.

  • Language barriers – Communication plans to bridge language gaps during investigations and notifications, along with remedial efforts. Consistent communication is key during a crisis.

  • Public relations – Managing PR and communications across geographic regions during and after incidents. This will require careful consideration if a breach is particularly severe.

  • Alternative infrastructures – Response contingencies for any foreign data centre outages or loss of cloud access.

 

Vetting Third-Party Security Posture

Relying on vendors native to your new territory introduces risks, which is why it’s crucial to scrutinize their security carefully. While most firms will exercise proper security across their operations, don’t always judge a book by its cover.

For third parties like local infrastructure, software, and payment processors, as well as marketing and PR agencies, make sure that you do the following before committing to any agreement.

 

  • Review privacy controls – Do they meet relevant data protection obligations in the region?
  • Audit security measures – Request documentation on encryption, access controls, pen testing, and business continuity to support small businesses and larger corporations.
  • Check subcontractors – Any additional parties they use may provide alternate attack routes.
  • Visit facilities – Inspect physical security firsthand where possible.
  • Build review rights into contracts – Include audit, info sharing, and site visit rights.

 

Regular reviews of supplier security should be scheduled once under contract. Require swift remediation of any findings. 

For organisations with constrained in-house resources, third-party cybersecurity services can provide quick capabilities for global growth. This can include the aforementioned penetration testing of incumbent systems to broader incident response retainers, policy implementation, vulnerability assessments, compliance consulting, detection & response capabilities and cyber threat monitoring. 

While it’s safe to assume most qualified and accredited cybersecurity specialists will uphold data integrity, make sure that they can capably handle any anomalies that lie in your new overseas setup. 

 

Controlling Data Access Abroad

Digital transformation has accelerated the adoption of systems that can coexist with geographically dispersed teams. 

With most company data able to be accessed overseas, the benefits this can bring are apparent. However, managing and limiting access is still critical, particularly for workers who have less familiarity with best cybersecurity practices.

Companies should enforce strategies such as:

 

  • Data classification – Categorise sensitivity levels, and restrict offshore access to more sensitive data. Use the least privilege principle when allocating user permissions and access.

  • Access logging – Closely monitor who is accessing what data from foreign offices and validate any anomalies, blocking requests if necessary.

  • Data masking – Anonymise or randomise sensitive fields in datasets prior to sharing abroad. Make sure that all infrastructure is using valid TLS/SSL encryption for transmission.

  • Data loss prevention – Deploy DLP to monitor and control data exfiltration from foreign offices.

 

  • Remote access controls – Centrally manage identities and monitor remote access from abroad via VPNs. Enforce multi-factor authentication where applicable for additional security.

  • Data exfiltration prevention – Inspect outbound network traffic for unauthorised data transfers from foreign sites.

 

Expanding operations overseas generates plenty of viable growth opportunities. However, among those lie major new cybersecurity considerations, from local laws to new human and vendor risks. 

Addressing these proactively enables organisations to scale securely and with complete peace of mind. With proper vigilance, foreign markets offer more growth upside than downside.

Happy smiling diverse colleagues executives team two professional managers looking at laptop

6 Different Ways to Track Project Progress as a New Manager

Posted on | by Magdalena Lew

Starting a new role as a manager can be a daunting undertaking. An effective manager of a team must wear several hats: leader, coordinator, team developer, administrator, and motivator. Regardless of your position and scope, you will need to display several key skills, from organization and time management to decisiveness and communication.

Your role as manager will involve not only overseeing your team but also ensuring that the projects under your supervision run smoothly and meet their goals. To this end, your ability to track project progress is paramount. By keeping a close eye on the progress of your projects, you can identify potential bottlenecks, address issues, and make adjustments to keep everything on track.

These six different ways to track project progress will equip you with the necessary tools and knowledge you need to ensure that you steer and deliver projects successfully.

1. Create Clear Goals

Setting clear goals is the cornerstone of successfully tracking the progress of your project. Utilizing the SMART framework is the most effective way of achieving this. SMART is an acronym for Specific, Measurable, Achievable, Relevant, and Time-bound.

Specific goals are well-defined and unambiguous. Measurable goals establish the criteria for assessing progress. Achievable goals are realistic and attainable. Relevant goals are aligned with the project’s objectives. Time-bound goals determine clear timeframes for completion.

By applying the SMART framework when setting goals, you provide your team with a clear roadmap to achieving the successful outcome of a project. This will also enable you to accurately assess the project’s efficacy and progress and make any necessary adjustments to ensure alignment with its ultimate objectives. 

2. Use Project Management Software

One of the enormous benefits of living in the digital age is your access to technology. In this case, project management software. This is invaluable to you as a new manager. There are a variety of options available, from comprehensive platforms such as Asana, Basecamp, Trello, or Microsoft Project to simplified tools like Gantt charts and Kanban boards. 

Project management software gives you a bird’s eye view of the overall project’s progress in real time. It enables you to keep tabs on every aspect of your project, from task assignments to timelines and resource allocation. These tools facilitate informed decision-making and enable you to adapt quickly to the project’s ever-evolving requirements. Similarly, tools like a mindmap maker can help you bring all team members on the same page as they can share ideas in real-time.   

3. Set And Track Milestones

As the term suggests, milestones are significant events or achievements within a project, such as the completion of a critical phase, delivery of a key component, or a major project review.

Setting and tracking milestones will provide you with a strategic approach to breaking down the project into manageable pieces and assessing progress at pivotal stages.

Milestones will offer your team a clear and actionable path and allow them to see progress and success markers like road signs along the project’s journey, showing the team that they are heading in the right direction.

Milestones will give you the opportunity to celebrate achievements and motivate your team while also enabling you to assess whether the project is on schedule and identify areas where adjustments might be necessary.

4. Monitor Key Metrics

Identifying key metrics that are specific to your project provides valuable insights into its progress. They act like a compass, affording you critical insight into how well the project is performing. These metrics might include tasks completed, time spent, resource utilization, and budget spent.

The primary benefit of metrics is that they provide data. Monitoring these metrics periodically will allow you to detect areas that require improvement or attention. You may discover a skills gap in your marketing team and need to hire an SEO expert to address this, or you could determine that you’re fast approaching your budget cap and need to rethink your expenditure.

Having accurate, up-to-date metrics will ensure that you don’t make decisions blindly that could impact the overall outcome. Instead, your decisions will be data-driven and have a solid basis to work from.

5. Assess And Mitigate Risk

Project progress tracking must extend beyond measuring successes. The reality is that risk is commonplace in the complex landscape of project management. You will need to identify and address these potential risks and obstacles if you are to track a project successfully.

By initiating and executing a risk assessment process, you will be able to stay ahead of potential issues and prevent them from derailing your project.

A successful risk assessment undertaking involves three preliminary steps.

  1. Analyze the project to identify potential risks
  2. Gauge their impact on the project
  3. Assess the likelihood of the risk occurring

Having completed this analysis, prioritize which risks to focus on.

Once you have established the identity, impact, and likelihood of a risk occurring, you will need to create a risk mitigation plan that outlines how you will manage each risk if it materializes. You will also need to continuously monitor and update this plan so that you can take proactive measures to keep your project on track, even in the face of unexpected problems.

6. Hold Regular Team Meetings

As a manager, your ability to communicate effectively with your team will be key to you successfully managing any project, so it is vital to keep the channels of communication open. Holding daily or weekly team meetings is a powerful way for you to track project progress. This ensures that your team stays on the same page and is aligned with the project’s objectives.

Team meetings foster a sense of ownership and accountability. They afford your team the opportunity to provide updates on their assigned tasks, discuss challenges or roadblocks they may be facing, and brainstorm solutions collectively.

These meetings will also facilitate your ability to assess whether the project is adhering to the established milestones, allocate resources as needed, and address potential issues before they escalate.

The Bottom Line

As a new manager, your ability to successfully track the progress of a project will be a critical skill. By setting clear and measurable goals, leveraging project management software, monitoring key metrics, tracking milestones, addressing risks, and convening regular team meetings, you will go a long way to ensuring that your project remains on course and aligns with its principal objectives.

Effective project progress tracking will enhance your team’s performance and substantially improve the odds of successfully completing any project. By adhering to and mastering these six ways to track project progress, you will boost productivity, meet deadlines, and achieve desired outcomes consistently. This will boost your capabilities and confidence in navigating the world of business project management.

Business

Five Things You Should Do to Futureproof Your Business, According to Research

Posted on | by Akeela Zahair

By Samantha O’Donovan, Chief People Officer at AXA – Global Healthcare

The world of business is moving at pace. In fact, one of my colleagues recently said that the pace of change we see today is likely the slowest it’ll ever be again. For leaders, this means the time to futureproof is now. 

Part of this futureproofing needs to be fostering a more inclusive workplace culture. Our society is, on the whole, becoming more accepting, and it’s vital to keep up with this change in the workplace in order to attract new members and retain existing staff by showing them that you truly value them.  

To help them prepare for a more inclusive future, research* by AXA has highlighted five ways in which employers can make their workplaces more accepting to all. 

 

1. Foster a safe and welcoming environment 

It’s your organisation’s responsibility to give employees a sense of belonging at work, which will in turn help them to thrive. Fostering an environment where staff feel respected, connected to their colleagues and valued for who they are means they’re more likely to flourish and less likely to leave. 

Our survey found that almost 9 in 10 (87%) employees with a sense of belonging say that they can be relied upon to do their best at work, compared to 61% without that sense. Those without that sense of belonging are twice as likely to intend to leave their job in the next 12 months, than those with a sense of belonging.  

To foster a safe and welcoming environment, you’re preventing bullying and harassment by tackling discriminatory behaviour and creating a safe space for those who feel less able to speak up.  

 

2. Address gender disparity 

The age-old battle that we’re all too familiar with is the lack of equality for women in the workplace, and it’s not only frustrating, but is having a negative impact on the mental health of women too.  

Overall, nearly two in five (37%) women who have never been questioned because of their gender are at the pinnacle of good mind health, compared to just one in ten (11%) women who are often or sometimes questioned because of their gender. Perhaps surprisingly, women being questioned due to their gender is more likely in western European countries. 

While women are fighting for equality and equity, their mental health is typically poorer. So, making it easier for women to achieve peak mind health by creating financial security, giving equal opportunities and encouraging an equity-driven mindset across the workforce is a crucial part of futureproofing your business. 

 

3. Eliminate mental health stigma 

Mental health stigma is closely related to job retention. In fact, almost three quarters (71%) of respondents in our research agreed that having poor mental health makes it harder to stay in a job or find a new one. 

To ensure you’re retaining valued staff, make sure you and your colleagues are well educated on mental health conditions, how they might manifest themselves in the workplace, and what you can do to help others. Widespread education among your workforce can help to create a safe environment by tackling prejudice.  

It’s also your responsibility to encourage your team to seek help and access mental health support where it’s needed. Provide them with a real helping hand – mental health isn’t a tick-box exercise. 

 

4. Offer a hybrid working balance 

The pandemic accelerated home-based and hybrid working like we could never expect, giving many employees the opportunity to dramatically improve their work-life balance. Our research shows that less than one in five (17%) home based employees are stressed compared to over three in ten (31%) of those in an office full time. 

It’s not just about avoiding the commute and being able to do your washing whilst working from home, though. One significant benefit of hybrid working is giving employees more autonomy over their own workload. 

Those who said they had sufficient control over their workload were four times more likely to thrive than those who didn’t. So, allowing employees to work from home – at least some of the time – will go a long way to giving them a more personalised work environment where they can thrive.  

 

5. Look after your managers 

Managerial positions are crucial to any organisation, so to futureproof your business it’s vital that you take care of the so-called ‘squeezed middle’. These are the staff members who are under pressure from above, but also need to support those working underneath them – they need to think about people management alongside their own workload, and they’re likely striving for growth at the same time. 

To keep up with their workloads, almost a third (31%) of managers say they experience ‘distressing’ work hours compared to less than a quarter (22%) of non-managers. To help them out, provide your middle management staff with the tools to support others, and they will have a positive effect on the workforce as a whole.  

 

Looking after your employees and fostering an environment where they feel comfortable is the key to improving mind health and retaining important team members. In the long run, happier employees will be more motivated to help your business thrive, too. 

Concentrated diverse businesspeople sit at desk talk brainstorm at office meeting using laptop

Five Ways to Support Employees with Chronic Pain

Posted on | by Magdalena Lew

By Dr Glenn Mason, Senior Clinical Lead and Counselling Psychologist, Onebright

Most people experience physical pain at some point in their lives, but for some, it can be debilitating and make day-to-day life difficult. 

Chronic or persistent pain lasts longer than three months and is now classified as either chronic primary pain or chronic secondary pain. New research has shown that chronic pain can be linked to trauma as trauma can lead to alterations in pain perception and regulation. As an employer, it can be helpful to bear these connections in mind so you can best support an employee.

Chronic pain affects some 28 million people in the UK and the impact on business and the economy is significant as it can lead to absenteeism and, in some cases, a complete withdrawal from work altogether. This corresponds with government data which shows that there was a 31 per cent increase in back and neck issues and a 22 per cent increase in mental health conditions keeping people off work between Q2 2019 and Q2 2022.

 

How can chronic pain make employees feel?

Individuals can suffer from disturbed sleep, fatigue, low mood, anxiety, stress, depression, lack of focus, as well as having no work life balance and side effects from medications to manage the pain. In fact, research shows, although varied in their findings, that up to 85 per cent of people with chronic pain experience depression.

Individuals with chronic pain often worry about what people at work think about their condition, especially if they need to take a lot of time off or they are struggling to manage tasks, and this can lead to fear of losing their job. For some, the impact on their mental health can be so big that stop work. 

 

Five ways you can best support employees with chronic pain?

There are many ways you can support employees, but here are five initiatives you can implement to help employees manage their pain at work.

 

Communicate, communicate, communicate

Having a range of communication channels available for employees creates an open culture and one where employees feel empowered to speak out about their issues. Create a culture that reduces stigma and anything an employee says should be met with compassion and kindness – whether that be to a line manager or a mental health / physical first aider. Be honest and ensure the individual feels supported and listened to.

 

Adapt the individuals role

It is important to keep people in work as this not only helps an individual’s mental health but their physical health too. Speak with the person about what they feel comfortable doing at work and look to adapt their role to suit their needs – put plans in place to help the individual continue to develop their career and feel valued. Being flexible about taking time off for medical appointments and having more regular breaks will also be appreciated.

 

Training for leaders and line managers

Implementing training to help leaders and line managers understand what chronic pain is and how it can impact an individual can help reduce stigma in the workplace, as well as help employees feel more understood. It can also help you to put the right support in place. If a senior leader or manager has chronic pain themselves, it can be good to showcase their story and how they work.

 

Check a workstation is set up correctly

If an employee with chronic pain is working in an office or at home their workstation should be set up to ensure their body is well supported – whether that be their desk, chair, or lighting, for example. Every condition has different needs, so be sure to check what will work best for the employee. 

 

Waymark employees to outside support

Whilst it is great to have a supportive working environment, you cannot do it all yourself, so do way mark employees to other support outside of your organisation, such as occupational health, Cognitive Behavioural Therapy (CBT), and NHS resources. 

Audience, listening and training with a team in a meeting, seminar or workshop for learning and development

The Top 5 Areas To Invest In Upskilling Your Team

Posted on | by Magdalena Lew

by 

Training is an essential tool for businesses that offers many benefits to employers – such as better performance, improved adherence to policies and procedures, fewer mistakes, lower costs, and greater employee engagement and retention.

Effective training also ensures that employees are better equipped with the knowledge to carry out their roles – thereby reducing pressures on management and promoting service quality.

In the UK, training is legally required under several areas of compliance legislation, including the General Data Protection Regulations (GDPR) and the Health And Safety At Work Act (1974). Under this legislation, employers are legally obliged to provide employees with all the information necessary to keep themselves, their colleagues, and their private data safe.

For many small businesses, training can initially seem like an expense. But it is an important step towards ensuring your business is compliant and promoting efficient work practices.

 

The Advantages Of Staff Training

Training offers a wide variety of benefits to employers and staff, including:

  • Improved productivity and performance
  • Reduced waste, complaints, and operational issues
  • Improved staff motivation, engagement, and leadership skills
  • Reduced staff turnover and time spent off work unwell
  • Greater business growth and adaptation
  • More staff motivation to improve their skills and progress their careers

These benefits can help your business to reduce expenditure and bring in greater sources of revenue, while improving service quality and overall employee performance.

 

Our Top Five Training Programmes 

 

1. Cybersecurity

With online sales accounting for 30% of all online sales, an increase in remote working, and the majority of businesses choosing to use electronic resources such as email for communications, it’s more important than ever to be up to speed on cybersecurity.

Businesses can also lose a significant amount of revenue if they are subject to a cyberattack, or if they are unable to access their website. In addition, under GDPR, all businesses who collect personal data are responsible for protecting against data breaches and may be liable to fines if legislation is not correctly adhered to.

Cybersecurity training teaches your employees how to identify and avoid a cybersecurity attack, reducing the risk of phishing emails, data leaks, viruses, and hacks. This can save your business time, money, and stress, and promotes adherence to cybersecurity policy.

 

2. Communication

Poor communication can affect all areas of work, not just overall productivity.

A survey by Salesforce found that 86% of employees and executives identified communication issues as a major cause of failure in business, while 97% of employees reported that communication breakdown affects their efficiency on a daily basis. And these issues affect employees’ ability to adhere to deadlines, with 28% of employees reporting that these factors made them unable to deliver work on time.

Communication training can help to fix these issues by training your employees to share information accurately and clearly, to resolve conflicts within the team or with customers, and to be confident when communicating their perspective – thereby helping to eliminate potential strategy pitfalls before they occur. This helps to save your business time and money, and assists with alleviating pressure in the workplace.

 

3. Diversity And Unconscious Bias Training

Unconscious bias training identifies any underlying prejudices that your staff may have, and helps them to address these issues in order to prevent potential conflict or discriminatory treatment.

According to CIPHR, more than a third of UK employees feel that they have been discriminated against in the workplace, or when applying for a job. The most commonly reported source of discrimination in the workplace was age (11%), followed by gender (5.3%) and race (4.1%).

Diversity and Unconscious Bias Training is a crucial tool for limiting the impacts of social prejudice in the workplace, and for keeping your employees and customers safe from abuse and violence.

With an increasingly diverse workforce – and a legal duty to protect employees from physical or emotional harm – it is necessary for employers to be aware of their responsibility to employees from other racial and cultural groups and backgrounds.

 

4. Conflict Resolution Training

Conflict comes up in all ways of life, and work is no different.

Effective conflict resolution is key to ensuring effective communication and productivity by improving team relationships, and helps to reduce the risk of behaviour escalation and workplace violence by training your employees in de-escalation techniques.

Conflict resolution also helps to improve relationships with clients by training your team in the most effective ways to respond to members of the public who become unhappy, agitated, or aggressive when making a complaint.

 

5. Time Management Training

If your business is searching for a way to improve employee productivity, time management training may offer an effective solution. With assigned roles becoming broader, and an increased need to keep up with online resources, it can be difficult for employees to prioritise tasks.

Time management training teaches your employees critical organisational skills to ensure that work is carried out efficiently and to a high standard. This also can help your employees to reduce their stress levels, thereby reducing their time spent off work unwell (which in 2019 averaged 4.4 days per absence), and improving your staff retention rates.

Interested in conversation aged businesswoman talk with colleague discuss new project startup plan

Resurrecting Eldership: How to Grow Older with Grace and Leave a Legacy that Counts

Posted on | by Magdalena Lew

The notion of eldership – the idea that older people have a vital role to play as leaders and teachers – has been all but lost from the Western world; instead, youth and speed are prized, leaving older members of society feeling obsolete and irrelevant.

But there is a way that we can bridge the generation gap and help invest our knowledge and wisdom in younger people, writes Trevor Waldock, author of To Plant A Walnut Tree and Becoming Mandela.

I am sometimes asked why I am making the recovery of eldership into our culture such a mission these days.

It’s a fair question. One of the key qualities of an elder is that they see you, see your individual uniqueness and potential contribution to the world. I largely didn’t feel seen as a child, particularly by my father, and so the challenge to see myself has left me convinced of its importance as a quality that I experienced solely through the elders in my life.

The world has become rightly obsessed with a call for more leaders and leadership, but at the same time has failed to put this in its rightful context of what lies beyond leadership: eldership, as the necessary cradle in which leaders are formed. Leadership will never be what leadership needs to be – to serve the world – while we ignore eldership.

And on a personal level, I am trying to make sense, with few guiding maps, of this thing called aging and whether I can aspire and struggle towards becoming an elder myself.

Suddenly you reach a stage of life where you realise you’re getting older. Maybe it started in my early fifties when my doctor said to me, ‘Well, if you were my father…’. Doctors up until that moment had been my father’s age in my eyes, and now the scene was reversed.

Maybe it started when I noticed people’s ages. Walking through cemeteries and seeing how old people were when they died. Alan Rickman died at 70 – that’s just over four years away. My mum died at 68 – that’s just over two years away.

Two brushes with cancer, regular blood tests to check the coast is still clear, blood pressure that starts to jump up and down. Two sons who are thundering up close to 40, grandchildren full of turbo-charged energy wanting Grandad’s hands-on engagement.

Many would say to me ‘This is life’.

And that is the point.

We grow older.

Of course, we are growing older every day of our lives, but one day we wake up to that fact.

In T S Eliot’s wonderful, poignant poem, Alfred J Prufrock wrestled with exactly this issue: “I grow old … I grow old …”

Like me, he was wrestling with the meaning of his life, great questions that still wanted answers for. A creeping loss of confidence, a desire to break out, a fear of irrelevance, surrounded by people who were happy to retire and play golf.

I too still have burning questions about life and contribution and injustice. I still feel full of a life-force that begs to write another chapter.

 

Inclusive, progressive leadership

Nelson Mandela, facing all these questions and more, would have drawn upon the wisdom of those elders that he had spoken of that cradled his formation from birth to death, shaping both his character and his own transition from leadership to eldership.

Elders helped him in his becoming and in 2007, on his 89th birthday in 2007, Mandela founded The Elders, a group of independent global leaders working together for peace, justice and human rights; to qualify, each had have earned international trust, demonstrated integrity, and built a reputation for inclusive, progressive leadership.

In Western culture in particular but also increasingly in other cultures, the absence of elders means the road map of aging is to get an education; accumulate things and status; retire, and then check out. Aging has lost its way, its meaning, its purpose and its legacy.

In the ancient Hindu tradition of Vanaprastha, elders would have gathered around me years ago at the age of 50 to guide me through a vital life transition. The word is formed of two parts, meaning ‘retiring’ and ‘into the forest’. Retiring, not in the sense of stopping work at 65 (a relatively recent invention born of economics), but in the sense that it’s time to pull back from the work of grihastha, the stage of life where we are focused on our careers, accumulating wealth, status and building a family.

Vanaprastha recognises that by age 50 it is time to start detaching your ego from all of these first-half-of-life attachments and go through a purposeful transition that crystallises all your experience to date and turns it into wisdom, in order to invest it into the next generation.

 

Time to withdraw into the forest?

When I changed gear at the age of 62, from founding and leading an international organisation to focus on this issue of eldership and intergenerational mentorship, I didn’t encounter a gentle transition, but a shock as arresting as a Wim Hof ice bath.

‘Withdrawing into the forest’, the work of detaching from my ego-driven self that had created the organisation, the self who had hidden from its shadow side in order to try and shine brighter on the ‘light’ side, my post-traumatic self, long buried and now demanding attention… all came rushing in, begging for some long-overdue work to be done.

It was nothing short of scary, at times terrifying. I can see now the two reasons why Vanaprastha begins at 50: because you aren’t ready to seriously begin the ego work until then, and because the longer you leave it the harder it gets.

I can also see why wise elders were needed to guide you through a transition which is almost impossible to navigate on your own. 

I have retired friends who say defiantly ‘It’s my time now’, while others are working into their seventies, terrified of retiring because they believe their relevance and their current identity will be demolished.

And in part, they are right. It will be a dance between breaking down and building up which results in the discovery of a deeper, truer version of yourself, filling up with crystallised wisdom and ready to contribute to a generation desperately hungry for meaning, for wisdom, for support through life’s transitions… for eldership.

So, yes, “I grow old … I grow old …” but I also endeavour to own all of me – the gifted and the flawed, the pearl and the woundedness, the ability and the vulnerability, the faith and the doubts, the optimism and the fear – and to contribute something of use to future generations.

It’s messy and it’s meaningful. It’s sometimes frightening and increasingly liberating. It’s all of this. It’s eldership.

Trevor Waldock will be co-hosting an online event on ‘Planting the Seed of Eldership Early’ with Harvard alumnus, leadership advisor and human capital consultant Triston Francis on Tuesday, 29th August 2023, exploring the concept of seeing yourself as an elder from a young age.

Drawing inspiration from the life journey of Nelson Mandela, the pair will discuss how we can live a life that leaves a legacy that benefits others.

For more information, visit bit.ly/eldershipevent

Discover more at www.emerging-elders.com

Team leader discussing and brainstorming new approaches and ideas with colleagues.

Leveraging AI to Catapult Your Leadership Skills

Posted on | by Magdalena Lew

By Roger James Hamilton, Founder of the Genius Group

Leadership has always been about making complex decisions, managing teams successfully, and taking calculated risks. In today’s fast-paced and unpredictable business environment, leaders need to be more agile, adaptable, and tech-savvy, the question is how does AI fit in?

The rapid advances in AI offer both huge advantages to leaders – and potential problems. It offers the ability to achieve more in less time, at a lower cost and with high efficiency. However, to ignore the fact that it requires governance is short-sighted.

Everyone is talking about ChatGPT, but there is more to AI than the ability to generate information around specific subjects. As a leader AI can give you advantages at both the macro and micro levels.

 

AI for enhanced leadership skills

With access to Big Data, AI powered tools can analyse vast amounts of data, identify patterns, and provide accurate predictions, giving your decision making an edge. Natural language processing (NLP) algorithms can analyse massive quantities of public opinion data to help leaders assess the risks and benefits of a particular action.

One of the key skills of a leader is inspired communication and, while AI cannot replace a leader, it can streamline communication channels. Creating means for information to be easily available, basic questions answered and support provided, using devices such as AI-powered chatbots, leaves the leader free to collaborate and create – doing only what they can do.

No leader is problem-free. Not only are there market trends to keep up with and to stay on the crest of the wave, but also there are many internal challenges that need to be negotiated. AI can provide the data, insights, and ideas that will fuel innovative solutions, faster, in more depth, and based on solid information.

 

AI for improved performance

On a macro level – AI can improve the overall performance of the organisation and the people within it. One of the roles of a good leader is to know how to get the best from their people.

When a leader is looking at continuous improvement, considering AI is not an option, it’s essential. AI offers opportunities in so many parts of the organisation.

Market analysis:  Competitive analysis, community engagement, brand voice, new market generation, trend monitoring, and research can all be supported using AI.

Customer experience:  A leader knows that the lifeblood of any organisation is the customer. AI can deliver many aspects of the customer experience delivering dynamic information that will build customer loyalty, identify new products and services, maintain engagement, create dynamic pricing, and provide predictive support services.

Streamlined processes:  Installing the best AI systems in-house gives your teams the ability to not just do their job more efficiently but can also provide new ideas for them to develop and free them to focus on the activities that add value. In Society 5.0 the customer demands hi-tech and hi-touch, with AI picking up the slack your people are freed from the more routine tasks, and job satisfaction and customer service excellence soars.

 

External AI v Internal AI

Some issues have arisen where people or companies have not used AI mindfully.  An example of this is when Samsung software engineers asked ChatGPT for advice on improving their software. ChatGPT gave them lots of useful ideas, but the engineers hadn’t considered that they were uploading proprietary code to a third party. Needless to say, this didn’t go down well with management, but, fortunately, they saw the advantages of AI and are developing their own AI tools for internal use.

Even tech giant Microsoft has had security breaches as a result of using AI.

Clearly, internal AI has advantages, not just security, but the ability to create AI that ‘thinks like us’. However, not every company has access to the resources to create bespoke AI tools.

Educate your team in discerning judgment and in exercising due diligence in relation to the material that AI generates. Remember that it is not an expert – it should be seen as an assistant who collects and manages information and data, but it’s the user who should ensure that the results generated are accurate.

The salutary tale to bear in mind is the lawyer in the USA, who used ChatGPT to write a brief – and didn’t check the references and case precedents, which turned out to have been invented by AI. The result was a $5,000 fine.

If you don’t embrace the advantages that AI offers business, you are in danger of preventing your organisation from achieving success at a competitive level. The secret of success is to lead by example and be comfortable with AI, and then to take responsibility for ensuring your teams use it in a way that is safe, responsible, and ethical.

Roger James Hamilton

Defending the Workplace: How ID Cards Can Enhance Security

Posted on | by Jennifer Spencer

In the modern business world, security has become more crucial than ever. From safeguarding data to ensuring the safety of employees, businesses are always on the lookout for ways to bolster their defences. Among these methods, ID cards have emerged as a powerful tool. Let’s delve into how these cards play a vital role in enhancing workplace security.

Why Workplace Security Matters

Security isn’t merely about keeping out unwanted visitors. It’s about creating an environment where employees feel safe, data remains confidential, and business operations run smoothly. A security breach, whether physical or digital, can result in financial losses, damage to reputation, and reduced trust among clients and employees.

The Power of the ID Card

A Visual Deterrent: At the most basic level, an ID card immediately shows who should be in a particular place and who shouldn’t. When all employees and authorised visitors wear visible ID cards, anyone without one stands out. This simple visual cue can deter potential intruders or unauthorised visitors from entering or remaining in a secure area.

Advanced Technological Features: Modern ID cards aren’t just pieces of plastic with a photo. They come packed with technology. Features such as magnetic strips, RFID chips, or NFC capabilities mean these cards can integrate with electronic security systems. This boosts their effectiveness beyond a simple visual check.

How ID Cards Enhance Security

Controlled Access: Electronic access systems, when paired with advanced ID cards, can regulate who enters certain areas of a building. Maybe the finance team needs exclusive access to a room with confidential records, or perhaps the research and development lab is off-limits to everyone but a select few. ID cards can ensure that only those with the right permissions can enter sensitive areas.

Reducing Impersonation Risks: Impersonation is a real threat in workplaces, especially in large corporations where everyone may not know each other. An ID card with up-to-date photos and security features minimises the risk of someone pretending to be an employee or a contractor.

Accountability and Records: When integrated with electronic systems, ID cards can also keep a log of who enters or exits specific areas at given times. This is invaluable, not only for security reasons but also in cases of emergencies like fire drills or evacuations, ensuring everyone is accounted for.

Building Trust: Knowing that security measures are in place and that everyone in the building is identifiable and authorised, helps build trust among employees. They can go about their day confident in the knowledge that their safety and the company’s security are taken seriously.

Implementing ID Card Systems: If you’re looking to introduce or upgrade an ID card system, it’s crucial to consider your business’s unique needs. While a simple photo ID might suffice for a small company, larger organisations or those in sensitive sectors (like finance or healthcare) might need more advanced features.

It’s also essential to keep the system updated. This includes regularly updating photos, ensuring access permissions are current, and promptly deactivating the cards of employees who leave the company.

Conclusion

In the grand scheme of workplace security, ID cards might seem like a small piece of the puzzle. However, their impact is significant. They provide a straightforward, yet highly effective, way to visually identify individuals, control access, and maintain records.

These cards stand as an essential tool in the arsenal of modern businesses, defending the workplace from potential threats and offering peace of mind to everyone within.

If you are looking to enhance the security of your business, get in touch with Digital ID today to see how they can help you with their range of ID card printers and access control systems.