Why IT and HR need to work together to help companies survive the storm

A / NZ George Tsoukas article by Gigamon Manager.

Recently, the business landscape has changed dramatically. A Roy Morgan study found that more than 4.3 million people (32% of the US workforce) work remotely in Australia.

Some companies are considering shrinking their physical offices in favor of a long-term remote working model. Employers strive to balance team productivity, security, and employee involvement. When remotework is the new standard, it is impossible to ignore the difficult nature of the situation.

Remote work affects performance as well as technical and practical reasons. Emotional effects are probably just as important. Business leaders may think that the technologies that enable us to do our jobs are not related to the initiatives that enable us to feel supported at work, but they are. It is terribly misunderstood.

That’s why IT and HR teams need to work together to help employees do their best at home and help organizations safely and reliably survive next year’s storm.

Sharing responsibility

Traditionally, IT security teams have been considered the sole owner of the cybersecurity element of a business. It was their responsibility to implement the right technology to protect the organization, and that was it.

However, in the current situation, cybersecurity is becoming more complex and new threats are exacerbated. The surge in telecommuting has led to a surge in the use of vulnerable services such as VPNs, increasing the potential for attacks on individuals and organizations.

Cybercriminals seduce people who work from home with the excuse of sharing useful information about pandemics and, as a result, endangering their networks.

Not only can these attacks disrupt business activities, but they can also cause great distress to employees. With so many people accessing corporate networks from their personal devices, their data is also at stake.

While threat protection technology helps protect organizations, users are aware of potential threats in email, such as unilateral attachments and links, and provide clear guidelines on how to handle such events. You also need to train.

As part of the new situation, companies should consider adopting a zero trust approach, assuming everything is suspicious and eliminating implicit trust associated with locality of user access.

This model is based on network visibility and requires insight into all assets (applications, devices, users) and their interactions. This allows IT professionals to create and apply authentication policies. If these are associated with assets rather than network segments, IT teams can apply the same set of policies regardless of where users are accessing data or applications.

Zero Trust is not a product. That is the idea. It’s the job of IT to get the right technical elements, but people’s behavior, awareness of security threats, and respect for policies can have a significant impact.

As a result, IT and HR teams need to be in sync, with HR taking the lead and communicating the importance of the zero trust approach to all employees.

After all, the phrase “zero trust” means negativity, and employees are designed to monitor every step, where over-management can hinder productivity, or worse. I feel that I am.

It is HR’s responsibility to help IT teams promote education on cybersecurity risks and how important the Zero Trust model is to mitigate them. As part of your internal communications, it’s also helpful to be vigilant and share tips on how to detect social engineering attacks. This education is the first step in protecting your organization from cybercrime, along with reliable network visibility.

HR can add real value

A decentralized workforce creates a series of performance obstacles, the first of which is information. At times of great uncertainty, companies form a cross-functional task force to centralize useful information, from sharing remote work tips and best practices to fixing minor IT issues before escalating. Should be considered.

It is imperative to provide a single source of truth to employees, as false information can be disseminated during a crisis, like a wildfire.

Easily sharing resources, communicating ideas, and feeling part of a team is the key to staying productive. Encouraging video conferencing rather than voice calls can enhance the sense of collaboration.

Companies also need to enable seamless communication with instant messaging tools so that employees can ask their teammates questions and receive answers as quickly as face-to-face. Maintaining positive office dynamics is important, and HR and IT need to work together to make this possible with the right technology.

While striving for an efficient and normal business approach, companies must not neglect to take care of their employees as people. IT and HR need to work together to create initiatives aimed at helping staff address the challenges they are currently facing.

For example, many employees are forced to be isolated from their loved ones, so allowing them to use their corporate web conferencing accounts for personal communication can help keep them motivated. Small but important gestures can make a difference in keeping your team happy, involved and motivated.

When you think about implementing new technologies that your company can adapt to, think about your IT team. It’s about driving innovation and enabling change.

Still, it is important to understand that change can only occur with the support of workers in the business environment. To get people involved, HR staff need to cascade instructions and decisions that come from the company’s digital leadership.

Why IT and HR need to work together to help companies survive the storm

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