icapsolutions.net

Though I wouldn’t advise using a crystal ball, businesses and organizations need some methodology or framework to prepare for a disaster, the future, and the evolution of ‘business as usual. In 17 years partnering with clients, ICAP uses basic principles to guide disaster recovery. If you’re developing a Disaster Recovery plan or considering it, below are some helpful questions to ask yourselves while implementing the principles: What systems and vendors need to be involved for recovery to begin?

According to Gallup, 2019 saw employee engagement rise to 35%, with those actively disengaged tied at its lowest 13%. These statistics and the general conversation leads me to think about the table at every company and organization where the decisions are made and the room where it happens (or the virtual room, these days). ICAP launched a pilot program recently, led by Tracie Eckenstein, where a group of consultants collaborate with company owners to improve their employee experience. If your company is large enough, you could set up roundtables with key employees in each division with the head of that department present.

Candidates aren’t immune from stress, anxiety, or pressure, but organizations must make sure that the candidates fit within the values and culture of the organization as well as excel in the work. Great companies and organizations create opportunities to equip team members and provide opportunities for candidates to grow, improve, help themselves, and ultimately help the company. When you add up those expenses and investment, companies and organizations need to ensure that the candidate they hire wants to receive those things and contribute to the culture to be a long-term fit. If that candidate is in a role that requires a lot of ramp-up time, it’s even more crucial that you hire someone looking to hunker down for 3-4 years.

I planned to have a wedding (crossing my fingers about this one) and go on a family vacation to New York City to see some Broadway shows and eat some bagels (that definitely didn’t happen). ICAP’s leadership team set yearly goals at the end of 2019 for the coming year and communicated that vision to the company in January. As leaders and team members in organizations, we have to understand that our people in and outside of work are dealing with complex events and emotions: anxieties, fear, uncertainty. Cutting expenses like office space or travel expenses doesn’t have to just be a current solution, but an ongoing approach to preserve capital and looking for internal solutions to big problems