By Umme Sutarwala - July 18, 2022 3 Mins Read
To ensure organizational resilience in the face of any future business existential crisis, IT leaders have been inspired by the pandemic to reconsider their approach to business continuity.
The pandemic has educated IT leaders that their business continuity plans were not as robust as they had believed. And while no one can condemn CIOs for failing to foresee the full scope of COVID-19’s impact on business, many CIOs are growing proactive about developing an action plan for unknown scenarios that may occur now that they have experienced such an event.
The global outbreak made it evident that company security had to be bolstered. CIOs are dealing with both obsolete and novel problems brought on by employing cutting-edge technologies.
Enterprises must provide security, controls, and the necessary resources surrounding innovative technologies when they boost the water level around them to help disrupt their industry.
To that end, enhancing cybersecurity is a share of the CIO’s responsibility in better disruption planning. IT leaders must address new security challenges as a result of newer technologies. It is crucial to follow the many regulations. The supply chain’s flaws must be addressed as well.
In the wake of the COVID-19 pandemic and other interruptions, businesses were forced to review their business continuity and disaster recovery plans. CIOs aiming for better disruption planning should assess their strategies for vulnerabilities and fix them.
An enterprise should look into where to add layer defenses and capacity. Information technology problems might not have an immediate fix, according to CIOs. In order to assist the organization in pivoting, leadership needs to collaborate with internal resources, which may include posing some challenging queries.
Preparing for disruption is never simple. CIOs may fortify their firms to better handle shocks by concentrating on enhancing security, boosting employee experience initiatives, and searching for methods to improve agility.
The executive team of a company should consider fostering staff members’ professional development. Employee loyalty to an employer may be impacted by how they feel about their well-being at work. After more than two years of upheaval, employees are now making different choices than they did before the pandemic. Businesses are currently competing for talent.
Employers need to consider the employee’s whole situation. There is no area of the employee experience that employers can afford to overlook. A company may want to think about laying the groundwork for greater employee engagement. One strategy is working with the leadership team to develop Diversity, Equality, and Inclusion (DEI) initiatives.
Investment in possibilities like DEI programs and talent upskilling to keep up with the pace of technology demonstrates recognition of workers’ concerns.
Determining the optimum ratio of in-office versus hybrid versus remote work is also necessary to have a pleasant overall employee experience. The idea is to find areas of agreement between employer and employee requirements and to be adaptable in addressing them.
Umme Sutarwala is a Global News Correspondent with OnDot Media. She is a media graduate with 2+ years of experience in content creation and management. Previously, she has worked with MNCs in the E-commerce and Finance domain
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