Disaster Recovery—Don’t Gamble on Your Security

In this new age of cloud computing, we see companies adopting new systems that they hadn’t previously considered to keep up with the times. IT departments, often formerly regarded as a token failsafe in case of technical disaster, are now taking the lead to overhaul outdated data infrastructure and create lasting change in their companies.

Cloud computing is spreading through the business world, and businesses both large and small are working to adopt the cloud to better leverage their data and provide an easy backup. However, companies often overlook the security and backup measures necessary to ensure that cloud systems aren’t crippled in the event of an outage.

As a result, IT disaster recovery (DR) has gained attention, with businesses needing specialized plans and contingencies to ensure that their systems can be recovered as soon as possible in the event of an issue or an outage. DR has been around for awhile now, but with cloud computing placing further emphasis on Internet integration, the practice is more important than ever.

So what does disaster recovery entail? Are offsite backup servers necessary to ensure the security of your IT systems? Fortunately, the answer is no. With the rise of disaster recovery as a service (DRaaS), paying what you need for the promise of a secure cloud service in the event of a disaster is both cost-effective and highly beneficial.

The main issue with convincing businesses to adopt a DR plan is because of skewed perceptions of the factors that can causes outages or disasters. The name itself implies some cataclysmic event, such as a natural disaster or major storm, when in reality, the majority of outages are caused by operational failure or human error. For that matter, these outages are often very short-lived, and though companies can often get their systems running again in a short time, your customers’ widespread expectation for instantaneous action can make a surprisingly negative impact on relations.

In fact, a 2016 survey discovered that 69% of respondents reported that minutes of downtime would be disruptive to their businesses.

One of the best aspects of DRaaS systems is their ability to address failover in a comparatively small number of systems. As previously mentioned, failures are often much more minor than the moniker of “Disaster Recovery” would indicate. DRaaS systems are often able to group systems into virtual protection groups, allowing for more precise control when addressing problems.

Not all DRaaS systems are created equal, however. It is up to you as a business professional to seek a solution that is largely automated and offers good technical support. There’s no sense in recommending plans or companies here; every business will have its own unique needs when it comes to implementing a DR plan.

That said, adoption is pretty much necessary in this age of technological flux. 72% of companies have reported using their DR plans at least once, and beyond the issues previously mentioned, inconsistent cybersecurity measures have lead to a string of attacks by hackers.

Often, it can be difficult to make business leaders cognizant of the benefits of more robust IT systems. However, highly outdated IT practices have led to inefficiencies in some businesses. Anticipating and overcoming these issues can be the key to optimizing business practices and easing data analytics.

Why Your Tech Employees Keep Quitting

Why Your Tech Employees Keep Quitting by Scott Maurice

Retention is a huge issue for most tech related companies right now. Even Google’s tech employees only stay at the company for about a year on average, according to the most recent PayScale report on employee turnover.

Sure, tech jobs are a plenty, and these employees are constantly being presented with new opportunities to get their next raise or promotion somewhere else. But that’s not the real reason they’re leaving.

It’s also true that a lot of today’s tech jobs are occupied by millennials who have shown the world by now that they aren’t interested in the rigid 9-5 jobs of generations past. They feel no impulse to stick around a job for 5 years just to “pay their dues” before they can move up. But that’s also not the reason tech employees are quitting so quickly.

If you want to understand why tech employees leave their jobs, you need to understand what these employees are looking for in a job in the first place. Most of these people didn’t get into tech just for the pay. They got into it because they are intrigued by solving complex puzzles, they like to completely immerse themselves in their projects, and they relish in seeing their work have a greater impact on the world.

Chances are if your tech team keeps bailing before even hitting the year mark, your organization is guilty of one or more of these.

The job is boring.

Tech people hate routine, maintenance focused work, especially when it can/should be automated. Busywork is bad for anyone’s morale, but tech people especially have a harder time justifying their time to themselves when they feel they aren’t contributing anything unique to the process.

Repetitious tasks like deploying code to servers should be delegated to a machine, so your staff can focus their energy on problems that require them to use more of their brainpower. If you have staff repeating a mechanical task every day/week, figure out if you can find a technical solution.

Moreover, investing in automation, when it’s fueled by a business model that monetizes it with an economy of scale, allows organization to have more financial agility. In a truly cloud enabled economic model, employees can focus their time on work that truly matters. Your business, therefore, benefits from both a humanitarian and revenue objective standpoint.

They lack a greater purpose.

Millennials especially have shown the world that they are a socially conscious generation. They care about where their products come from and how they are made, they care about preserving the environment and global warming, and they believe in sustainable practices. When young tech workers don’t feel like their work is improving the world around them, they aren’t going to understand the true impact of vacating their job.

One reason these employees can feel disconnected from a greater purpose, even if they work at a nonprofit dedicated to saving blind puppies, is that when you are relegated to a desk all day it’s hard to see the impact of your work really come to fruition. One of the best ways to help tech employees internalize impact of their work and increase their personal fulfillment with their job is by having them meet the customers and clients who appreciate them so much. When they get to not only hear, but see, interact with, and build relationships with those whose lives they affect, they are much more likely to feel connected and stay at their jobs.

They aren’t being treated as individuals.

Some people like to have music play while they work. Others need dead silence to focus. Some people learn by doing and others learn by taking notes first and then trying on their own. Some people don’t need any supervision (and even resent too much oversight), while others get distracted easily and need help directing their creative energy. Each person is different and deserves to be treated well for exactly who they are.

The problem with treating everyone uniformly is that you fail to praise the individual. When people don’t feel they are appreciated for their own uniqueness, they also tend feel they are more replaceable. If you can’t treat your employees as the unique people they are, they are going to try to find someone who can.

Their manager can’t manage.

One of the top reason people leave their jobs is because of their manager. Just because someone is exceptional at code doesn’t mean they will make a great leader. Managing a team of diverse human beings from different backgrounds who have different career and personal goals, lifestyles, opinions, expertise, etc. while directing them towards a common goal is a huge task for anyone. Managers need to understand how to empower employees, encourage innovation, cultivate collaboration, mediate disagreements, act on good ideas, deliver good/bad news, and more. If you aren’t investing enough in developing your managers, your employees aren’t going to feel you’re investing in them either.

Final Thoughts

It’s true that some of your tech employees may just be leaving for the boost in pay, but the majority are leaving because of a deeper dissatisfaction with the job they’ve been tasked with. People in general want to feel challenged to grow, fulfilled when they rise to the occasion, appreciated as an individual, and supported by their organization. Provide these tenants of a quality job, and you’ll find that your tech employees will stick around for a lot longer.