Connect with us

Latest News

The Latest Data Management Tips You Should Start Using Today



The Latest Data Management Tips You Should Start Using Today

Did you know that experts predicted ransomware attacks to cost $20 billion in damages in 2021? That’s a staggering 57 times higher than in 2015! Worse, these crimes could cost victims about $265 billion come 2031.

And unless you practice proper data management, you can become part of the statistics.

Don’t worry, though, as we’re here to help you reduce your risks of such attacks. Below we’ve shared some of the best data management tips you should employ ASAP, so read on.

Remove Clutter From Your Desktop

Research suggests that clutter can impair focus, mess with memory, and reduce productivity. It may even increase your stress levels or put you at risk of depression.

If you think that only applies to cluttered physical environments, it doesn’t. After all, clutter can also worm its way into your digital workspace. An example is a messy computer desktop filled with disorganized files and folders.

Since the desktop is the first thing you see when you turn your computer on, it’s best to keep it organized.

One way to do that is to practice proper file cataloging. It involves creating folders and subfolders and then naming them appropriately. You can then move desktop files into these locations for easier and quicker access.

Organizing your desktop also lets you spot suspicious items hiding among your files. Unfamiliar files can be malware, so run your anti-malware app as soon you see them.

Consent management also affects the initial requests for consent and consent preference management. For example, in January 2022, the French data privacy regulator fined Google and Facebook a combined $237 million for breaching Article 7.3.4 of the GDPR, namely that rejecting cookies was not as easy as accepting them, as “several clicks are required to refuse all cookies, as opposed to a single one to accept them.”

Password-Protect Files and Folders

Almost, if not all, small business owners handle personally identifiable information (PII). That includes full names, Social Security Numbers, driver’s license information, and financial data.

Under the Privacy Act, you’re responsible for securing all the PII you collect and store. Failure to do so can put you at risk of legal consequences if that data gets breached. That, in turn, can happen if malware, especially ransomware, worms its way into your IT devices.

One of the best ways to reduce such risks is to use password protection on files and folders containing PII. Most productivity tools, such as MS Office, offer this feature. You can also create codes for locking and unlocking Windows and macOS folders.

Delete Files You No Longer Need

As you catalog files, be on the lookout for duplicate, old, or useless files. Consider deleting them to create space for new data in your hard drive. And don’t forget to empty the Trash folder (macOS) or Recycle Bin (Windows) afterward.

Sanitize IT Devices for Disposal

Data sanitization, also called data erasure, is the permanent destruction of stored data. Instead of just deleting files in a storage container, it overwrites the data in the files. That renders them unreadable or illegible to potential hackers.

Moreover, the folks at Certus note that there are data erasure products for all platforms. For example, data wiping products exist for storage devices, hardware, and software. You can even have the contents of your IT devices wiped remotely.

So, before disposing of old IT devices or legacy equipment, be sure to erase their data first. That can help prevent your business from becoming the next data breach victim.

Follow These Data Management Tips Today

Remember: One data breach is enough to bankrupt small businesses. Indeed, reports found that 60% of hacked SMBs went out of business six months after getting hacked.

That should be enough reason to secure all the data you handle in your business. So, as early as today, start employing the data management tips we’ve shared above.

Did you like this article? We have more to share, so feel free to browse our latest news and blog posts!

Latest News

Great Resignation: How to beat Great Resignation with Employee Experience



Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.

 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

Continue Reading