By Dr Julia Lyons, Senior Clinical Lead at Onebright
Absenteeism affects all workplaces and costs them a significant amount in lost time and productivity. It is estimated 4.8 days a year are lost per employee in the UK, the highest rate of absenteeism in a decade. And it is important to note that this is not referring to authorised days off for holiday or sickness but rather the unexpected and unscheduled days or hours lost to other causes.
A large proportion of these days can be attributed to long-term health conditions, which according to ONS figures, accounted for nearly 105 million lost days to sickness absence. The causes include chronic physical illness and poor mental health. In fact, research conducted by the Health and Safety Executive reveals that a substantial 50% of work-related absenteeism can be attributed to mental health challenges.
Tackling absenteeism
Prevention is undoubtedly better than cure in the case of tackling absenteeism in the workplace. At a basic level, this involves implementing mental health initiatives that introduce support and processes to prevent minor events such as a stressful period or a tough deadline snowballing with other concerns into overwhelmed employees and subsequent absences. These initiatives can include Employee Assistance Programs (EAPs) and mental health training. It also means considering implementing flexible work arrangements and, importantly, making sure you have open communication channels with your employees.
Setting up these programmes will help create an environment where employees feel supported, heard and looked after. This will benefit your business in a few ways, with the obvious one being that employees will be better equipped to deal with the rigours of the workplace without having to resort to taking time off due to burnout, or more serious mental health issues.
Creating a supportive and genuinely caring working environment will also help your business retain and attract talent. A new generation is joining the workplace that expects this kind of support from their employer, and many jobseekers are wanting to join an employer who has workplace mental health support at the heart of their people practices and company culture.
Getting people back to work
But what happens when prevention hasn’t worked? Or it is too late? Early intervention is preferable but no one individual’s circumstances is the same, and neither is there a one size fits all policy which suits all employees. Providing this support starts with listening to the employee and what they need to get them back to work. This helps employees who are out of work, whether on a short-term or long-term basis, to understand there is a support network in place at their workplace to help them.
Further to that, offering practical help is key to taking that support network from an abstract concept to fulfilling help. This could include offering CBT, online therapy and counselling, among other options.
Ultimately, addressing absenteeism through corporate mental health initiatives is an ethical responsibility when it comes to mental health in the workplace. But also positively affects the profitability of the organisation as a whole. A report by Deloitte found that for every £1 spent to support employee mental health and wellbeing, employers will get, on average, £4.70 back in increased productivity. The return on investment alone means this is an essential consideration for all businesses.
Positive and influential leaders who get tasks done and establish themselves as thought leaders use self-concept to drive change. Knowing and comparing leadership habits against personal and professional philosophies illuminates priorities and aligns staff with the company’s objectives. Discover what these concepts are and how to practice them for results.
Self-Concept for Transformative Leaders
A strong sense of self-concept in a CEO makes a transformational leader. Self-concept relates to self-awareness because it comprises three main qualities:
Attitudes: Likes, dislikes and preferences
Beliefs: Ideals seen as correct or incorrect
Values: Concepts seen as good or bad
Those who deepen their self-concept can answer the question, “Who am I?” The individual is respected because of their immediate decision-making skills, personable communications and aspirational image.
The more a business leader knows these facets about themselves, the more likely they will craft a strong company culture that inspires employees. Disconnects between organizational objectives and stakeholder priorities trickle down to all staff, causing discontent and confusion. Transformational leaders with self-concept inspire productivity and innovation.
How Strong Self-Concept Makes a Leader
How does self-concept from leaders make employees more active and confident? Leaders who make a point to use their sense of self to their advantage create a growth mindset throughout a company.
An energy company vice president turned aspiring board member felt his personality was too open-minded and experimental for the traditionally minded stakeholders. The VP put on masks in the workplace, preventing his full potential.
After seeking coaching opportunities, he embraced the Use of Self (UoS). He revealed his authentic perspectives to the team and eventually relocated to become a pivotal fixture on the board.
Another case study analyzed nurses during the COVID-19 pandemic. During this time, medical personnel had altered perceptions of their professional self-concept because of the high-pressure environment. However, the study compared self-confidence among several groups, and found self-confidence was high among everyone despite stressors. This is because the facility strongly asserted training and competency validations to reinforce feelings of competency among workers.
How to Strengthen a Positive Self-Concept
If there is a blur between a manager’s leadership style and organizational culture, these strategies will forge a transformative, self-aware leader in any CEO.
Professional Development Exercises
The professional development landscape is laden with reflective assignments, workshops and exercises for challenging preconceived notions. The active participation will outline professional goals for how CEOs will practice their transformational leadership.
Self-Assessments
Discovering self-concept relies on practicing impartial self-analysis. These assessments force CEOs to ask important questions. For example, if the CEO self-labels themself as a generous leader, they should ask if their leadership style reflects this belief through their actions. Prevent unhelpful or demeaning self-criticism at all costs because it reinforces detrimental or inaccurate perceptions, delaying development.
Feedback
Looking inward is not enough — leaders must be brave enough to seek constructive feedback from employees. These inputs can validate determinations from self-assessments or expand upon them. A priority of a personal review may not arise as an issue with staff.
Leaders with a strong self-concept know how to ingest productive information while staying true to the helpful attitudes, beliefs and values they already possess. CEOs must distinguish what is true and useful to absorb and put into practice. Self-concept users are innovative, not letting perceived failures or limited resources stop them from taking risks or opportunities.
Educate Staff
Many educators say teaching is the best way to learn. Self-concept is essential for becoming a transformative leader, but only if they gift these techniques and mindsets to the rest of the team. Refining self-concept could yield these benefits among the staff base and the CEO simultaneously:
Greater sense of workplace fulfillment and intrinsic motivation
Higher productivity
Improved time management
Better listening
Aligned visions on long- and short-term goals
Heightened empathy and morale
Boosted curiosity
Authentic equity and inclusion
Stronger resilience against stressors
Being the Change
A CEO set in their ways reinforces rigid mindsets in their workers. They will refuse to progress and innovate, leading to discontent in the ranks. Leaders who want to leave a joyous legacy transform their employees by reflecting on themselves. These hours of self-evaluation are priceless investments in the professional development of the leadership, the employees and the company’s trajectory.
by Jeff Dewing, CEO of Cloud, Top 50 Workplace Leader and International Energiser
Today’s leaders need to wake up and smell the coffee – the future of work requires autonomy, not autocracy. The days of command and control are dead, or at least they should be. We’ve seen household brands like Boots, JD Sports and Manchester United getting it completely wrong, and returning to office mandates.
Forcing teams back into an office five days a week reveals an outdated approach driven by fear and a lack of trust in employees. The root cause of this is a lack of effective employee management. Flexibility in the workplace improves business performance, employee satisfaction and retention. Here’s why:
The numbers don’t lie
The verdict is in: flexible work wins. Studies show that hybrid work boosts retention and performance, and having control over working patterns enhances wellbeing. Yet, 2 in 3 UK firms are stubbornly clinging to increased office attendance. Too many leaders are ignoring the fact that flexible working arrangements actually boost productivity. The pandemic taught us that there’s a better way of doing things, people can work from home and deliver on their objectives. Pressuring employees to return by making them fearful of losing out on career progression is wrong and puts businesses at risk of losing top talent.
There’s an overreliance on turnstile data as a reflection of business progress rather than individual needs and performance metrics. Our teams have families to look after, care responsibilities and problems to solve which makes it ridiculous to expect a return to the old way of doing things. Ultimately, every individual desires autonomy, mastery and purpose. These factors are the key to unlocking greater productivity, engagement and happiness at work.
The Ego is the enemy
The biggest driver of a forced office return, in my view, is ego. The second is fear; leaders are unable to keep up with the pace of changing preferences and are returning to a command and control structure. Leaders shouldn’t fall into the trap of thinking they know best. The people that know best are the people living it – your team. Admitting you don’t know everything gives you credibility as it shows self-awareness, a key trait that will take you to new levels of performance. Set your ego aside and admit when others know more than you.
Business is about people, and an unhappy team won’t deliver. Investing in and looking after your team is an investment in your business. Listen to them and be prepared to adapt. If you always do the same thing then you can’t expect to see a different result. If your team want more flexibility then work together to find a way forward. Likewise, for those who enjoy going into the office, you must ensure it’s a worthwhile experience, with more to offer than a home environment.
Focus on performance, not proximity
As a remote CEO living in Portugal leading a company based in Colchester, I focus on creating a culture of trust, autonomy and performance – not proximity. Flexibility only works if there are clear Objectives and Key Results (OKRs) in place. As long as there is total clarity around the business goals, the individual goals and the timelines for achieving them, it doesn’t matter where or when the work gets done. When employees have clear goals and expectations of the outcomes, they will never let the organisation down, provided that they have the autonomy to decide how and when to do their work.
A crucial part of the equation is creating coaches, not managers. A coach helps you achieve your greatest potential while a manager sets and marks work. Every employee should be given a clear plan for their growth with goals. It’s also essential that leaders and managers create an environment where failure is okay and can be learned from. Lead by example by sharing your own setbacks and encouraging others to do the same. Perhaps most importantly, make feedback everyone’s favourite F word. Continually feedback on performance and how employees are feeling to ensure a happy and effective team environment.
Today’s leaders have the opportunity to do the right thing. Listen to your employees’ needs, and ensure they have flexibility and autonomy. In doing so, you will get the best out of people. The golden rule for flexibility to work is to have absolute clarity of business objectives and the outcomes you need your people to achieve. The rest comes down to trust and a willingness to adapt.
According to Owl Labs’ annual State of Hybrid Work Report polling 2,000 full-time employees across the UK, as well as 8,000 respondents globally,* the rise of hybrid work has fundamentally changed how businesses need to be led. Given that only 11% of workers want to be in the office full time and 35% would opt for three in-office days (the most popular choice), CEOs and executives need to adapt. If not, they risk disengagement and worse – a mass exodus – with nearly half (47%) of employees citing they would look for a new job that offered more flexibility in where and when they work if they lost their hybrid work privileges.
What employees value in the companies they work for is shifting. With a greater focus on flexibility, just over two thirds (67%) of UK workers are experiencing changes to traditional corporate norms, with 23% of employees needing increased praise and a further 20% wanting their personal and professional values to align. Employees are becoming “intention seekers”, with 72% saying it is important to have a sense of purpose at work.
Business leaders, therefore, need to take action to boost employee engagement and mitigate the threat that a disengaged workforce poses to overall company productivity. As it stands, 43% of employees feel disengaged at work; while the top reason employees are looking for a new job is for a better work-life balance (50%), up from 41% in 2023. Companies that are not taking action are already seeing individuals push back as nearly 1 in 5 workers (19%) instil greater boundaries by not taking on work outside of their specific job descriptions. What’s more, a further 20% won’t answer work messages outside of work hours. What business leaders could expect from their teams previously is no longer the norm.
Leaders must also adapt as UK workers now expect a strong working culture that incorporates both purpose and perks. The good news is that 70% of UK workers feel they can be authentic and bring their whole selves to work, while 65% feel connected to their company’s purpose, mission, values. By taking on board changing employee values and motivators, business leaders can create a far more engaging and productive workforce.
Frank Weishaupt, CEO of Owl Labs comments: “As UK workers continue to embrace hybrid working, business leaders who default to traditional management methods risk alienating their workforce. Ongoing employee responses to return to office mandates, as seen at the likes of Amazon, is proof that RTO mandates are missing the mark. As the workplace changes, so should the attitudes of CEOs. If trends like “coffee badging” or “hushed hybrid” create a more engaged workforce then business leaders need to get comfortable with embracing these practices. Rather than hiring people to watch them work, business leaders need to prioritise creating more authentic employee experiences, regardless of location. A more robust tech stack that enables individuals to tailor their work schedules based on their daily to do lists should be a key priority for every business leader.”
Turmec is a preeminent and well-respected Ireland-based recycling solutions provider. Its world-class engineers work towards the shared vision of a world without landfill, a carbon neutral global economy supported by the endless recycling and reusing of waste. Its mission is led by CEO Geoff Bailey, who is proud to do his part to support Turmec’s betterment of global waste management solutions. Here, we speak with Geoff to understand the company, his vision as its faithful steward, and demonstrate why he deserves the title of Most Influential CEO 2024 – ROI (Recycling & Engineering).
Turmec engineers sustainable waste management solutions, drawing upon over 50 years of industry experience to design, manufacture, and install best-in-class systems. Its focus is on creating usable and sustainable resources from waste products so that, in CEO Geoff Bailey’s words, “all waste is processed and the embedded resources re-presented to industry as a substitute raw material for virgin.” The company currently stands at the forefront of worldwide sustainability efforts, finding creative means of redesigning current systems and building world leading waste management plants.
As a titan of the waste management industry, Turmec’s run of design and installation projects represent incredible success and contribute to millions of tonnes of repurposed waste per annum. These completed projects span multiple countries across the Irish, UK, and Australian markets, built in close collaboration with clients to meet their needs using specialised project management and modelling software. Whether its solutions are required for municipal solid waste, mixed dry recycling, construction and demolition waste, or beyond, its engineers leverage cutting-edge technology to craft a bespoke system.
This focus on client needs drives the company’s full-service offering from design through to support, servicing, and aftercare. Its process involves analysis of the space and resources available to clients, their goals, and budgetary restrictions. It then designs, puts together, and installs the finished product. The company’s rapid response to breakdowns and in-depth support following installation matches the quality of production, completing the bespoke Turmec service package.
The focus at Turmec is on redesigning products and processes to reduce waste and pollution, emphasising re-use and recycling to combat landfill usage and harmful industry habits. Geoff explains, “this shift requires a mindset change in how we manufacture, deliver, and dispose of products. Crucial to this is ‘closing the loop’ of product lifecycles via changes in design and increased waste prevention, re-use, and recycling.” In Australia, Turmec has been commissioned to build unprecedented skip and waste recycling facilities, including the world’s largest integrated skip waste, construction and demolition waste, and non-destructible digging waste recycling facility.
“In an effort to accelerate this shift, various countries have set targets to achieve a minimum 80% diversion from landfill of all waste streams by 2030. In particular, Australia expressed that goal openly and in addition has set a goal to reduce the per capita waste generation rate by 10%. It also plans to ban the export of waste plastic, paper, glass, and tyres altogether.”
As CEO, Geoff explains that he steers the strategic direction of the company, “setting the tempo and culture of the organisation” as well as ensuring Turmec has “the right people with the right skillset to deliver on our plan.” According to strict principles of fairness, working hard, being available to his team and receptive to new ideas, he drives the company forward with profitability and revenue metrics in mind. The strategy, however, is not rigid, and he instead ensures adaptability for its health and the benefit of clients in an ever-evolving industry. “The plan is not one which is ‘set in concrete,’” he says, “never to be re-examined until the 3-year period is up, but remains open to new ideas and initiatives which can then be incorporated.”
He places particular importance on aligning the company with its core values of safety, partnership, trust, respect, professionalism, and quality. He is keen to ensure that employees’ physical and mental wellbeing is taken care of and that a sense of partnership permeates the whole business throughout interactions with suppliers, customers, and internal teams. To inspire the best in Turmec’s products and services, Geoff understands the need to promote staff wellbeing and offer internal opportunities, meaning the company’s promise is not solely waste management excellence but a dedicated and empowered team.
“Turmec is only as good as its staff and how they relate together and with external stakeholders such as our customers, suppliers, sub-contractors, bankers, and professional support teams. Developing our staff through training, personal coaching, and team building is essential to ensure we improve our capability to grow the business.”
Geoff’s journey began with the relentless pursuit of education lasting beyond school and university throughout finance and operating roles spanning multiple industries. Having studied Management Science and Industrial Systems Studies at Trinity College Dublin, he went on become a chartered accountant with Arthur Andersen. His time with the company imparted knowledge of many disparate businesses and how they operate and facilitated his move to Johannesburg, where he enjoyed taking in the world beyond Ireland.
Throughout the following years, his diverse career involved boutique investment banking and corporate finance, and he eventually became CFO for a waste business, Greenstar. “This was a start-up business, which grew rapidly and organically, and in 2007, I switched from CFO to Managing Director of Greenstar’s material recycling, landfill, and renewable energy division. This was a key moment in my career development.” Opportunities arose, following the 2008 financial crisis and the “overly aggressive implementation of anti-landfill policies,” for Geoff to take ownership of its landfill portfolio. Today, Geoff leverages this cross-industry experience and background in waste management to lead with an authority backed by vital experience and a multi-faceted skillset.
Now back in Ireland, Geoff is pleased to promote the country’s workforce, drawing staff from towns and regions local to the company’s home in the Gaelteacht townland, Rathcairn. He is proud to support them with personal skills and management training and team building opportunities, developing Turmec’s people alongside its systems and infrastructure. As it takes strides into the industry’s future, Geoff is keen to remain at the forefront of recycling and material recovery technologies and to “become AI literate,” as he foresees it having “a major impact on the company in the near future. He is eyeing up expansion into the US market: the company has attended annual Waste Expos and networked with potential clients to out the needs of that market.
As a hands-on CEO in charge of commercial decisions and negotiations, board relations, and talent management, Geoff distils a lucrative and diverse career to steward Turmec through its most profitable and innovative years. For budding CEOs, his advice is to grow your company responsibly, look after staff, and to surround yourself with the right people to support that growth.
“Believe in yourself but be humble enough to invite opinion and criticism. Seek counsel from your team, but for big decisions, balance that with outside trusted networks where there are no vested interests. Be ambitious but grow at a pace that your business and staff can adapt to and thrive. You can’t do everything yourself, so surround yourself with strong, bright, and reliable people that share in your vision and core values.”
Turmec is one of the most prominent names in waste management and recycling solutions. Under Geoff Bailey, it is clear to see why. His leadership has brought out the best in its staff, operations, and market presence, and he has overseen the company through its most ambitious projects to date. As the world acclimatises to forward-thinking waste systems, between his stewardship, an expert team, and the shared goal between them, the company stands in excellent stead to lead that charge.
Edwige Dazogbo is Founder and President of Edgy TV, a multicultural TV channel created especially for North American, Asian, African, West Indies, European, and Middle Eastern audiences to celebrate the diversity of life through glamour, music, fashion, and entertainment. The channel is available on Apple TV, Fire TV, Roku TV, Android TV, and more, with its programmes covering general news, music videos, and fashion, alongside Nollywood, Hollywood, and Bollywood movies, celebrity interviews, reality shows, and even manga anime. Being the brilliant visionary behind Edgy TV with over 20 years’ experience in the media field, we leapt at the opportunity to discover Edwige Dazogbo’s story.
Edwige Dazogbo was born in Benin, West Africa, and much of her youth was spent travelling and living across several different countries due to her father being a United Nations diplomat. As such, she was, during these formative years, exposed to an abundance of different cultures, igniting a passion for embracing diversity and inclusivity early on. It was also at a young age that Edwige discovered her flair for storytelling, with this fuelled by French literature studies at high school and her creativity being nurtured by her father and teachers.
By the age of 17, Edwige’s dream was to become a filmmaker, so, after a move to Montreal, she immersed herself in cinematographic studies at university, and found she loved American Film History the most. After a year, the university’s orientation coordinator had recognised Edwige’s talent and recommended she switch to communications and public relations – This meant she found herself at a crossroads. Her desire was to study at a UK private school, but she wasn’t ready to move abroad on her own just yet, thus she made the decision to continue studying at the University of Montreal, before realising how more problem-solving, analytical skills such as finance could benefit her career.
Wanting to gain practical experience, Edwige and her friends created a short film entitled “Colors”. From there, she discovered her forte for media management, which soon opened doors to exciting media and television opportunities. At the age of 20, Edwige began her first job in cinema and communications at a film festival, a four-year stint which gave her a deeper understanding of African film representation in the media. She then decided to take her learning further with leadership and management courses, with her now looking to complete a Doctorate in Business Administration in the USA.
Edwige celebrates her Beninese heritage, while also identifying as Afro Canadian, and she stands tall as a black entrepreneur who is taking the corporate world by storm. She is paving the way for other immigrants, ensuring equal opportunities for future generations, and is proud to see more people of colour in leadership roles. “As a black business leader, I’m glad every time I see more and more people of colour seeing a high level of success,” she tells us. “But it lacks in the media; this is why I believe we need Edgy TV, as a mirror of our diverse society to show a better inclusive world for the future generations.”
“We aim to unite humanity’s cultures to make a difference in our society and contribute to peace.”
Indeed, it is the lack of diverse representation in the media that inspired Edwige to establish the unique and original concept of Edgy TV. It all began with the 60-page digital Edgy Magazine back in 2014, which celebrates the lifestyles of professional women aged 20 to 55, covering fashion and different cultures. Edgy didn’t take long to grow into a mini empire comprising 10 magazines, five TV channels, and two radio stations. Notably, during the pandemic, Edgy TV surpassed 10 million views on a UK platform, which reflects its extensive growth and influence. Today, Edgy TV is joined by sister channels, MAMA BENZ TV, which aims to empower African women, and EDGY URBAN, which shows a refreshing combination of content, from romantic dramas to Indian movies to traditional African films, and more.
Edgy TV now boasts a global reach and looks to share its platform with other businesses that share its values. It has been partnered with Reuters TV for three years, featuring their news on its website, and it continues to welcome partnerships with other businesses, offering opportunities for them to advertise and broadcast their content. The channel is actively seeking partners to feature their short films, features, documentaries, animations, music videos, student and television productions such as series and reality, fashion-inspired shows, cooking shows, talk shows, cultural events, and more.
“We present your brand’s message on a big, bold, and beautiful online platform.”
While Edgy has seen vast success, that’s not to say it has come without its hurdles, as Edwige tells us, “The most challenging accomplishment was having the right funding in place and getting my government licenses for broadcasting and telecom.” It was her passion towards getting her vision across to investors and partners that was the key to securing the funding needed in order to make Edgy TV a reality and a success. Ever since, she has built a strong network of partners, supporters, filmmakers, journalists, actors, producers, marketers, and more, whose values and beliefs align with her own and who each contribute to the thriving of Edgy TV in their own way.
It is clear to see the trailblazer that Edwige is, and we can already count several factors that have made her stand out for success within the Global CEO Excellence Awards 2024 – but she tells us what she feels makes her special: “I feel I stand out from other CEOs in my industry because I’ve experienced too many ‘destiny’ moments. It is a well-trodden, clear path; it is not by ambition, but by passion, inspired by artists. I wanted to realise my dreams.”
She continues, “A positive impact in my role as CEO at Edgy TV is the moment when I see a light in the eyes of someone else while I’m talking to them about my passion for multiculturism, media, and fashion. When I feel someone learned something positive through my work, then I feel satisfied. I want to keep people happy and continue to grow my media thanks to their support.”
“I do believe that whether you are black, African, or an immigrant, the possibilities are endless, and the opportunities are available for anyone who wants to create something and make a change.”
Edwige’s passion and determination are undeniable, and they have led her to some extraordinary places, with her showing no signs of slowing down. She continues to work towards making her dreams a reality, telling us how her next plans are to enter the hospitality and telecoms industries. She remains motivated and devoted toward achieving her greatest aspirations and making a global impact, constantly pushing the boundaries and having solidified her position as a truly inspirational figure within the media industry and the black community.
Edwige is excited about all that is to come, not just for her upcoming projects, but for the media industry as a whole. She believes the best is yet to come and looks forward to content becoming more interactive through the innovative ways it is produced, broadcast, and consumed. In line with this, her company isn’t named ‘Edgy’ for nothing; it is the definition of different and avant-gardism, continuing to combine modern and traditionalism, and always striving to remain innovative and relevant for its partners and audience.
For those wishing to follow in Edwige’s footsteps, whether in the media industry or as a leader, she leaves us with the following food for thought: “Be yourself when you talk to the corporate world dealing with you. Never ever give up on your dreams and dare to listen to your heart and passion to keep going. Great things will surely eventually happen.”
For business enquiries, contact Edwige Dazogbo from Edgy TV via email – [email protected] or on their website – www.edgytv.ca
Business continuity planning (BCP) and disaster recovery planning (DRP) are sometimes lumped together. But there are critical differences between BCP and DRP that companies must consider.
Business continuity planning: ABCP maps an organization’s steps to restore regular business functions following a disaster or disruption. Instead of focusing on planning for an individual event, BCP is a broad strategy for managing risk across an organization. Companies often craft a Business Impact Analysis (BIA), giving them insight into how a disruption would impact core systems and business functions.
Disaster recovery: DRP focuses on an organization’s immediate recovery following an unexpected event. Disaster recovery typically involves restoring IT systems to prevent the loss of critical data. Organizations should evaluate the strength of data backup plans in their BIA, considering the following:
Recovery point objectives (RPOs) – RPOs define the period for data to be retrieved from backup storage to resume operations. When deciding on recovery point objectives, organizations must ask themselves how much data they can lose and configure backup systems accordingly.
Recovery time objectives (RTOs) – An RTO gives organizations a timeframe for restoring critical systems and functions following an outage.
Maximum allowable downtime (MAD) – The maximum time a system can be down.
Organizations need both disaster recovery and business continuity planning. The cost of system downtime has grown across industries – between $5,000 – $9,000 per minute on average, depending on the industry study or survey.
Why organizations need disaster recovery and business continuity planning
When effectively thought through and tested, BCP and DRP protect organizations from the financial consequences of system downtime and data loss. They also safeguard companies from costly regulatory penalties and reputational damage.
With strong business continuity and disaster recovery plans, organizations can:
Reduce downtime: When disaster strikes, organizations without a BCP/DRP struggle to resume normal operations. Cyberattacks reported by news outlets make consumers, clients, and investors jittery. The public needs to know that you have a handle on any situation, which means ensuring critical systems are up and running within the shortest possible time horizon.
Decrease financial risk: The average data breach cost increased by 15% to $4.45 million per incident in 2023, according to IBM’s most recent report. Organizations can significantly decrease the total price tag for data breaches and other incidents with robust business continuity and disaster recovery planning.
Lower regulatory penalties: Many industries, such as banking, face steep fines for failing to secure legally protected consumer data. Depending on your industry, regulators may require organizations to have a BCP/DRP for compliance purposes.
How your BCP and DRP work together
Your disaster recovery plan addresses the immediate steps you need to take following an unanticipated event, while your BCP concerns itself with risks spread across the entirety of your enterprise.
Deciding what plan to implement first depends on the disaster. Recently, more organizations are combining disaster recovery and business continuity into a single plan. This approach has significant upside in dealing with risk holistically.
For example, if your organization suffers a natural disaster, you must first ensure that your employees, consumers, and community are safe. After you recover from the disaster, you can implement your business continuity plan and get your systems up and running.
The aftermath of a cyberattack is a different matter: an organization’s most pressing concern is understanding the nature of the attack and helping those experiencing problems. Once an organization understands the attack, it can execute its DRP.
The benefits of business continuity and disaster recovery as a service
Business-continuity-as-a-service (BCaaS) and disaster-recovery-as-service (DRaaS) deliver the benefit of expertise. Many organizations do not have the luxury of employing a dedicated business continuity specialist.
Organizations save on employee resources and operational expenses with business continuity plan software. Building a customizable BCP/DRP in the cloud gives organizations greater flexibility and focus. For example, automating crisis communications helps your teams stay on schedule during an emergency.
Selecting a BCaaS or DRaaS provider does not mean you can wash your hands of business continuity and disaster recovery. Organizations still need to test their plans. Industry best practices suggest that you test BCP/DRP (through tabletop exercises with relevant employees and staff or walkthroughs) at least once a year – and frequently more often.
Even a slight service disruption can cost organizations millions, so companies must regularly test the strength of their business continuity and disaster recovery plans.
Whether you’re focused on the upcoming holiday season, want to celebrate a birthday or work anniversary, or need to show true appreciation for the effort your coworker or employee puts in every day, the right gift can say a lot. Forget the same old, tired options that fail to impress anyone or demonstrate your true, good feelings. The ideas on this list of unique, meaningful, and practical gifts work well for anyone in a professional setting.
1. Personalized Notebooks or Planners
These offer a unique blend of practicality and thoughtfulness. Show that you appreciate them by choosing designs related to their interests or tastes. Do not simply hand out ones with the company logo. Consider monograms, inspirational quotes, or thank-you messages. They can help inspire creativity and productivity at the same time.
2. Unique Books of Interest
If you don’t know what type of fiction your employee likes to read, or if it is inappropriate for the work setting, consider giving them something related to the industry instead. Don’t gift textbooks or things that make them feel like you’re not satisfied with their work. Instead, look for something that supports their personal and professional goals. A great option is a book subscription box, which allows them to receive curated reads on topics of interest. You can buy books cheaply online without compromising gift quality.
3. Reusable Water Bottle
Promote health and sustainability while giving the gift of comfort to busy workers. A stylish, long-lasting water bottle shows you care about their health and environment. Choose quality bottles with insulation, including straw or spout, and the right shape for use during their commutes.
4. Virtual Class or Workshop Voucher
Do not give this as part of improving their ability to work for you. Instead, offer a digital gift card to an online class or seminar platform where they can choose their interests. Whether it’s cooking, photography, coding, or creative writing, this voucher allows them to select a subject they’re passionate about, fostering personal growth and development. It shows you value their interests and support continuous learning, enhancing their engagement and job satisfaction.
5. Desktop Succulents
These are a delightful and thoughtful gift for coworkers or employees, adding a touch of nature to their workspace. These low-maintenance plants are perfect for those who may not have a green thumb, as they require minimal care and thrive in various conditions. Incorporating greenery into the office environment has been shown to reduce stress, increase productivity, and improve air quality, contributing to overall well being. It might help to ensure people that the maintenance team will water them if that’s part of the service they provide.
6. Ergonomic Desk Accessories
These are highly practical and considerate. Sitting at a desk all day can get uncomfortable, so ergonomic wrist rests, lumbar cushions and adjustable footrests make perfect gifts. They’re something you should offer all employees if you have the power to do so. It will promote a better feeling throughout the whole office.
7. Mini Desk Fans
Adding to worker comfort is always appreciated. Compact fans provide a cooling breeze, distribute heat more evenly in the colder months, and help people get fresh air whenever needed. When employees are more comfortable, they are more productive and have better spirits. Consider ones that plug into a USB port to make them easy to use.
8. Coffee or Tea Sampler Kits
If you know a coworker or employee who enjoys coffee or tea, these make a great present. Step outside the ordinary brew you have in the break room with different flavors and blends. These kits give them options, can help invigorate or relax them depending on the varieties, and can add a bright spark of interest to their day.
9. Noise-Canceling Headphones
Workplaces can get noisy sometimes, with chatter between coworkers, constant telephone calls or the clatter of keyboards. Noise-canceling headphones do not have to cost much money to cut down the steady hum of business. Some people prefer working in silence, allowing them to take control of their interactions.
10. Custom Coffee Mug and a Warmer
A coffee mug falls under the umbrella of classic work gifts, and it isn’t that exciting. How many people have one or more company mugs or basic ones that say meaningless phrases like “World’s Best Employee.” Make this corporate gift more personal by choosing mugs that match people’s tastes. Include a plug-in beverage warmer to show you care.
11. Snack Subscription Boxes
Like beverage samplers, the gift of yummy treats adds comfort, care, and a delightful surprise. Choose options based on the individual’s tastes, and always be mindful of potential allergies or other dietary restrictions. These things encourage healthy breaks that foster relaxation and renewed enthusiasm for the workday.
12. Meditation App Subscription
Give the gift of relaxation and stress relief while showing your employees and coworkers that you care about their well-being. App stores have various options that promote mindfulness, taking a mental health break, and self-care throughout the day.
13. Cozy Throw Blankets
Again, avoid giving out promotional items with the company name emblazoned. Your employees already know who they work for. Give them the gift of comfort instead. This is an excellent option for people who work at home but can also work well in offices without a public-facing focus.
14. What Your Employees Really Want: Time and Money
If you can grant these gifts to your employees, recognize that most people prefer these over even the most practical and exciting gifts listed above. A bonus in their paycheck could make someone’s month, or an extra day or two off will demonstrate how much you value them as people.
Of course, offering these types of gifts might be impossible since you still have a business to run. The last thing you want is to give someone a day off and then pile twice as much work on them when they return. Stick with useful, entertaining, or genuinely unique options from the rest of the list instead.
Asendia Group is one of the world’s leaders in international ecommerce and mail distribution, formed in 2012 as a joint venture between La Post and Swiss Post. The group was established to harness and develop the cross-border international B2C market for goods distribution. Asendia Italy is helmed by CEO Ulisse Albertazzi, who has been named in the prestigious Most Influential CEO Awards 2024. Below, we speak with Ulisse to find out more about his journey to success.
Driven by the global boom in ecommerce, Asendia Group operates with the global vision of empowering its customers across the globe with seamless access to global markets through innovative and sustainable cross-border ecommerce distribution solutions. In addition to this, Asendia Italy covers the entire logistic supply chain, including fulfilment and warehousing.
The company is built upon the core values of putting the customer at the forefront of its operations and working towards a sustainable future. “Trust is at the heart of everything we do,” says Ulisse. “We deliver on our promises, promoting the trust and goodwill of our staff and customers. Sustainability is also one of our key priorities – we aim to reduce our own impact on the environment, along with supporting and advising our customers with their own sustainability objectives.”
Ulisse Albertazzi is an entrepreneurial expert, renowned across the industry for his capabilities in leadership, logistics, and management. Ulisse began his career in 1993, as Founding Partner and Managing Director of Pony Express Greece Ltd. He was responsible for the startup of the company and its complete management, including operations, sales, and finance.
In 2000, Ulisse became the Depot Director Milan and managed the company’s major branch in Italy. Following this, he was then appointed the role of Country Operations Manager Italy, a position that saw Ulisse responsible for coordinating the Italian branches of Pony Express.
In September of 2002, Ulisse took on the role of Business Area Manager for TNT Global Express S.p.a., in which he managed the entire business of the Lombardy area branches. Over the course of 11 years, Ulisse rose the ranks to become the Business Unit Strategic Account Director for the company, a position he took on in 2012. Throughout the duration of his career with TNT Global Express S.p.a., Ulisse gained invaluable experience in leadership, team management, and performance management.
“I am a manager who, after a successful entrepreneurial experience, has embarked on a career path within major multinationals operating in the B2B and B2C services sector, covering roles of responsibility, characterised over time by increasing complexity and strategic vision,” Ulisse tells us. “My career has allowed me to acquire consolidated skills in managing teams dedicated to operational, commercial, administrative, and relational activities with all stakeholders.”
In 2014, Ulisse joined Asendia Italy as its Chief Executive Officer. In this role, he is responsible for the profit and loss management of the company, hence all the functions respond to him. In particular, Ulisse’s direct reports manage operations, finance, sales, marketing, human resources, and IT. His expansive experience across numerous roles in his career has perfectly enabled Ulisse to oversee a myriad of operations.
For budding CEOs who are at the beginning of their journey, Ulisse advises, “Do different experiences; be curious and listen to others. Looking at the world and situations from different angles facilitates a lot of the decision-making process. Never forget that companies are composed of people – staff, customers, and suppliers.”
To Ulisse, people are the first priority in the business, both employees and customers. Therefore, he strives to spend as much time as possible with his team and clientele. Listening to customers and market needs is the only way to grow in such a fast-paced climate
As for his leadership style, Ulisse abides by two mottos: “Never give up” and “Don’t panic”. His varying experiences gained over the course of his career has well-equipped him to drive his team through any challenge that may arise. Ulisse believes that he has learned a lot from his failures, which he considers essential for professional and private growth. Additionally, Ulisse stresses the importance of teamwork across the company, believing that we alone cannot achieve any important result.
In fact, Ulisse cites the team as the heartbeat of Asendia Italy. He tells us that the culture is deeply customer-centric; every day, its employees are committed to providing excellent services that anticipate its client’s needs and exceeds their expectations.
Asendia Italy is a forward-looking company that firmly believes in the power of innovation. The company actively encourages employees to contribute ideas and continuously searches for new ways to improve its processes and services. Asendia Italy invests in developing the skills of its employees through customised training programmes, professional development opportunities, and regular information meetings to share company goals, achievements, and new strategies. In this approach, all employees feel a part of each project and are motivated to produce their best work.
“Innovation is the engine that drives us towards new goals and allows us to remain competitive in an ever-changing market,” says Ulisse. “We strongly believe in teamwork and collaboration. We promote a stimulating work environment, where ideas are shared, and challenges are faced together.”
In such a fast-paced world, Ulisse encounters numerous challenges and often must make decisions in a short time frame. He reflects that it is important to have a strong and reliable team that can support their CEO in difficult times and situations. He has successfully cultivated such a team in Asendia Italy, driven by the belief that transforming challenges into opportunities is the best result one can achieve.
With challenges come many new opportunities, and Ulisse notes that he has been presented with numerous during his time with Asendia Italy. The company allows Ulisse the freedom to explore any kind of logistics business, which has given him the opportunity to close new deals with important multinational companies.
“In these last ten years,” he says, “I have led the company to achieve important results in terms of business development, customer retention, process optimisation, and the improvement of the internal climate and corporate image through an important change management process.”
The logistics and supply chain management sector, like many others, is subject to continuous evolution and new challenges. One of the main challenges currently facing Asendia Italy is the rapidly increasing demand for international shipping services, particularly within the ecommerce sector. To meet this need, the company has developed e-PAQ 360 by Asendia Italy, an integrated solution that covers the entire logistics process, from the storage of goods, preparation and processing of orders to the final delivery. Because of this solution, and the introduction of automation in its warehouses, the company can handle increasing volumes of shipments whilst maintaining fast delivery times and competitive costs.
Another challenge is environmental sustainability. Ulisse tells us that the company is aware of its impact on the environment and is actively working to reduce its CO2 emissions. As of 2022, Asendia Group is 100% carbon neutral and offsetting all emissions caused by its international transport worldwide, including that of its partners. Additionally, the company offsets emissions from parcel returns, its buildings, machinery, and business travels, investing in projects that promote renewable energy to do so.
Asendia Italy successfully demonstrates its commitment to promoting environmental sustainability through taking concrete actions within the workplace. Such actions include adopting low energy consumption equipment, implementing strict policies to reduce the use of plastic, and encouraging customers to use sustainable packaging. These adjustments are effective steps on the journey to carbon neutrality and are a testament to the company’s dedication to the planet.
As for the future, Ulisse tells us that Asendia has recently set a new five year strategy, based on the five pillars of global network development, customer base expansion, innovation and product evolution, technological advancement, and strengthening the range of solutions offered. The company is seeking continual improvement on its journey to success, and with an industry mogul such as Ulisse spearheading the operation, it will not achieve anything less.
In regard to his own career, Ulisse tells us of his plans to build upon his own success. “I will be listening to the market’s evolution, learning from others and developing the business as much as possible,” he says. “In addition to thinking outside of the box. This is the only way I know to improve my professional journey.”
Already regarded as an esteemed individual within the industry, we have no doubt that Ulisse will certainly hone his craft even further. Ulisse displays an unwavering commitment to the prosperity of both his team and the company, a commitment that has deservedly earned him the title of the Most Influential CEO 2024 in eCommerce and Mail Delivery Solutions. We at CEO Monthly would like to congratulate Ulisse on his achievement, and eagerly anticipate future developments from this pioneering leader.
For business enquiries, contact Ulisse Albertazzi from Asendia Italy S.r.I on their website – https://www.asendia.it/
Founded in 1990, Radius provides a variety of comprehensive fleet and connectivity solutions that scale alongside its small- to large-sized business customers. Having seen rapid growth itself over the last three decades and now trusted by more than 400,000 businesses worldwide, Radius continues to thrive as it helps its customers through the energy and technology transition. Today, as businesses navigate the road to net-zero, operational efficiency and cost saving is more essential than ever, so we take a look at five ways that Radius can support businesses to achieve optimal performance and consistently flourish in the coming decades.
First up, Radius’ fuel cards can bring a range of efficiency and cost saving benefits for any business managing large numbers of vehicles or using high volumes of fuel. Functioning like any debit or credit card, the fuel card gives businesses complete control over their fuel expenses. Fleet drivers will have access to more than 7,200 fuel stations across 97% of UK postcode areas, including those from major brands such as BP, Shell, Esso, and Texaco – and the administration side becomes a breeze with the ability to keep track of expenses, fuel usage, and vehicles.
Say ‘goodbye’ to manually filing of expenses and ‘hello’ to increased productivity. And that’s not to mention the perk of loyalty programmes that come with purchasing fuel and vehicle maintenance, such as Nectar points (Sainsbury’s), Morrisons More (Morrisons), Clubcard points (Tesco), Shell GO+ (Shell), and BPme (BP).
Alongside the fuel card, Radius offers an expense management solution for general business purchases. For those companies that require their employees to make a lot of work-related purchases, the Velo Mastercard provides a simplified and secure spending solution that comes with security features such as one-time passcodes, PIN entry, and SMS alerts. All employee spending can be seen, reviewed, and approved in real-time; spending limits can be set; and administration work is reduced thanks to automated tracking, approval, and month-end accounting analytic reports. Employees can also log expenses made by cash or another card and upload scans of receipts in the Velos Expense app in a matter of seconds.
Additionally, the solution enables an effortless approval process via Velos Expense, as well as integrates seamlessly with existing accounting software. It’s a win-win – Managers can remain in control of spending and employees will feel empowered and their lives will be made easier.
Whether fleet manager or business owner, small or large business, Radius boasts the world’s largest collection of telematics solutions in one place, extending from GPS vehicle tracking to dashcams to asset telematics. Renowned as a global leader in fleet telematics solutions, Radius has over 650,000 live subscriptions across the globe. Notably, its powerful and easy-to-use Kinesis telematics software can be tailored to meet a business’ unique needs, enabling them to access telematics data insights in order to simultaneously track their fleet and driver behaviour, and ultimately make smarter fleet management solutions.
There are a number of efficiency and cost saving advantages that come with Radius’ telematics solutions, including that dashcam footage can be used to resolve claims and reduce insurance costs in the event of an accident; GPS allows tracking of driver behaviour to keep them safe and compliant, as well as influence more efficient driving, reducing maintenance, fuel, and operational costs; the Kinesis telematics software provides access to estimated vehicle arrival times to provide heightened levels of customer service; and alerts can be received should trailers and cargo be moved without permission.
As businesses are looking to transition their internal combustion engine (ICE) fleets to electric vehicles (EVs), Radius can provide a complete series of solutions to help them through these changes as easily and as affordably as possible.
Its value-add vehicle hire and leasing solutions are a dream come true for any fleet business owner, allowing them to always keep an up-to-date and efficient fleet via long-term or flexible term agreements. Depending on their requirement, businesses can hire one vehicle up to large fleets for up to three years, with a range of mileage options available. A fast and easy process, Radius is dedicated to getting its customers on the road as quickly as possible. And when their fleet requires changes, the company remains on hand to support with any vehicle upgrades.
From cost-effective vehicle packages and reduced costs when it comes to servicing and maintenance, to efficient fleet management through the Synergy platform, businesses can only expect to reduce their costs and increase their productivity with Radius’ vehicle hire and leasing. Businesses can combine this with its fuel card, telematics, and EV charging solutions in order to really boost efficiency and make cost savings.
Partnering with leading brands such as Apple, Samsung, Microsoft, Vodafone, EE, BT, and 8×8, to name a few, Radius strives to provide businesses with the best choice, assistance, software, and network access available. With competitive pricing options and flexible plans customised to businesses of all sizes, Radius offers business mobiles, cloud communications, broadband, cybersecurity, office phone systems, and more. Understanding that a stable and secure network is crucial to any successful business, Radius can provide a telecoms solution that will ensure maximum connectivity and productivity at all times.
As such, these solutions are perfect for businesses that work remotely, with its reliable network giving teams the freedom to work from anywhere they like, from any device, while remaining productive.
This isn’t all, for the more of Radius’ telecoms solutions a business chooses, the more they will save on costs. Being an independent business, it can offer a combination of different products at the lowest price.
End Note
Ultimately, it’s easy to see why hundreds of thousands of businesses are choosing Radius to future-proof their operations. As a B2B sustainable technology expert, Radius has built a glowing reputation, between its award-winning technology and services that guarantee to save businesses both time and money.
Discover how Radius can take your business’ efficiency and cost savings to the next level by visiting the company website today.
The significance of critical assets and appliances in the day-to-day operations cannot be overstated, including HVAC systems, commercial laundry equipment and catering appliances.
Here at JLA, we have outlined various strategies for funding critical assets, and assess the associated costs such as servicing, maintenance, energy consumption, and utilities to help you decide which option works best for your business.
Outright Purchases
One common method of acquiring critical assets is through outright purchases. While this approach provides immediate ownership and control over the asset, it comes with its own set of drawbacks, particularly the substantial upfront cost of purchasing the equipment.
Additionally, outright purchases typically require a significant capital outlay, which may not be feasible for all businesses, especially smaller ones.
Leasing and equipment subscriptions
An alternative to outright purchases is leasing or subscription packages, which offers several advantages for businesses looking to acquire critical assets without the financial burden of upfront costs.
One notable option is Total Care by JLA, an all-inclusive equipment and support package that eliminates the need for upfront payments on commercial laundry equipment, HVAC appliances and catering appliances. With Total Care, businesses gain access to essential assets along with free installation, 24/7 emergency support, remote equipment monitoring, and proactive maintenance, all for a simple monthly fee.
Costs Associated with Critical Assets
In addition to the acquisition costs, it is important to consider the costs for operating equipment in your organisation, including maintenance and energy.
Servicing and Maintenance
Ensuring the reliability and efficiency of critical assets requires regular servicing and maintenance. Neglecting this can lead to costly breakdowns and downtime and disrupting business operations. By investing in routine servicing and maintenance, businesses can prolong the lifespan of their assets to reduce disruption.
Service contracts provide consistent monthly payments and reassurance that any problems can be taken care of effectively.
Energy Costs
Energy consumption is a significant factor to consider when funding critical assets, particularly with the current high gas and electricity prices. upgrading to modern equipment like Smart washing machines can hep to minimise energy costs.
Exploring emerging technologies such as heat pump dryers or hybrid heating systems can offer cost savings and reduce the carbon footprint of your business.
Other utilities
Certain critical assets, such as commercial washing machines, may consume other utilities like water. Investing in energy-efficient equipment can help businesses mitigate these expenses while reducing their environmental footprint.
Overall, funding critical assets requires careful consideration of various factors, including upfront costs, ongoing expenses, and long-term sustainability. Overall operating costs should be taken into account along with maintenance efficiency, sustainability and energy usage.
In today’s rapidly evolving marketplace, businesses must continuously adapt to stay ahead of the curve. One of the foremost considerations for any forward-thinking company is sustainability. The shift towards greener practices is not just an ethical choice but has become an economic necessity.
Consumers, stakeholders, and governments are increasingly demanding environmental responsibility, making it imperative for businesses to incorporate sustainable practices into their core strategies.
Understanding Power Purchase Agreements
Amidst the various strategies to achieve sustainability goals, Power Purchase Agreements (PPAs) have emerged as a pivotal tool. A PPA is a contract between a power provider and a business, stipulating that the latter purchases energy directly from the producer over a specified period. This agreement allows companies to acquire renewable energy, such as solar or wind, often at a fixed rate, providing both stability and predictability.
PPAs are especially valuable for large enterprises with considerable energy consumption. By entering into a power purchase agreement, businesses can bypass traditional energy suppliers and connect directly with renewable energy projects. This not only helps in reducing the carbon footprint but also shields companies from the volatility of energy prices, thereby fostering economic resilience.
Advantages of Embracing PPAs
One of the primary benefits of PPAs is cost savings. By securing a fixed-rate energy supply, businesses can manage their energy expenses more predictably. Given the global fluctuations in energy prices, this stability is an invaluable asset. Furthermore, renewable energy prices have been consistently declining, making long-term contracts economically beneficial.
Additionally, PPAs enhance a company’s sustainability profile. As consumers become more environmentally conscious, they tend to favour businesses that demonstrate a commitment to reducing their environmental impact. By investing in renewable energy through PPAs, companies can showcase their dedication to sustainable practices, thereby strengthening their brand image.
Meeting Regulatory Demands
As governments worldwide introduce stricter regulations to combat climate change, businesses are faced with increased pressure to reduce emissions. In the UK, stringent targets to achieve net-zero emissions by 2050 are driving companies to re-evaluate their energy sources. PPAs offer a viable path to compliance with these regulatory mandates. By ensuring a consistent supply of renewable energy, businesses can reduce their carbon emissions substantially, aligning with current and future regulatory requirements.
Supporting Renewable Energy Projects
PPAs play a crucial role in supporting the development of new renewable energy initiatives. By providing a guaranteed market for the energy generated, PPAs make renewable projects more attractive to investors, ensuring that more projects reach fruition. This, in turn, contributes to the expansion of the renewable energy sector, facilitating a faster transition to a sustainable economy.
For businesses, this means playing an active part in the growth of clean energy infrastructure. By committing to PPAs, companies not only benefit themselves but also help drive the broader transformation towards a more sustainable future. This demonstrates corporate responsibility and contributes towards collective efforts in addressing global environmental challenges.
Overcoming Challenges
While the advantages of PPAs are evident, there are several challenges businesses might face when considering their adoption. Navigating the complexities of a PPA can be daunting, especially for smaller enterprises with limited resources. Identifying the right renewable project, negotiating favourable terms, and understanding the legal and financial implications require expertise.
However, partnering with experienced advisors and utilising digital platforms can simplify the process. These resources can assist in analysing energy consumption patterns, project selection, and risk assessment, ensuring businesses make informed decisions tailored to their unique needs.
Realising Long-Term Impact
Forward-looking companies must view PPAs as a strategic investment in their future. While the immediate benefits of cost savings and emission reductions are significant, the long-term impact on sustainability goals and brand reputation is equally vital. As the world gradually phases out fossil fuels, businesses that have already integrated renewable energy into their operations will find themselves ahead of the game.
In conclusion, leveraging Power Purchase Agreements is a comprehensive approach for businesses seeking to future-proof their operations. By securing stable energy prices, enhancing sustainability credentials, meeting regulatory demands, and supporting renewable projects, PPAs provide a multi-faceted solution to modern-day challenges. As the move towards a greener economy accelerates, embracing PPAs could well be one of the most strategic decisions a business makes to ensure its longevity and success.
