TALKING business
‘‘ and not network segments , the same set of policies can be applied regardless of where a user is accessing data and applications from .
The thing about Zero Trust is that it ’ s not a product , it ’ s a mindset . While it ’ s IT ’ s job to get the technical elements right , people ’ s behavior , their awareness of security threats and their respect for policies , can have a huge impact . That ’ s why IT and HR teams must be in sync , with HR taking the lead in communicating the importance of a Zero Trust approach to the entire workforce .
After all , the expression Zero Trust has implied negativity , with employees feeling that excessive controls can hinder their productivity or , worse , are designed to monitor their every step .
It ’ s HR ’ s responsibility to help IT teams drive education around cybersecurity risks and how a ZT model is crucial to mitigating them . It ’ s also useful , as part of internal comms , to share tips on how to stay alert and , for example , detect social engineering attacks . This education , alongside solid network visibility , is the first step to protecting the organization against cybercrime .
HR can add real value
A dispersed workforce creates a series of business performance obstacles , the
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THE THING ABOUT ZERO TRUST IS THAT IT ’ S NOT A PRODUCT , IT ’ S A MINDSET .
first of which is information . In a time of extreme uncertainty , companies should look at forming a cross-functional task force to centralize useful information , from sharing WFH tips and best practices to fixing minor IT issues before they escalate . With misinformation spreading like wildfire in times of crisis , it ’ s important to give employees a single source of truth .
Being able to easily share resources , communicate ideas and feel like part of the team is key to maintaining productivity . Encouraging video conferences , rather than audio calls , can help to enhance the sense of collaboration .
Businesses should also enable seamless communications with instant messaging tools , like Slack , allowing employees to pose questions to their teammates and receive answers more quickly , as they would have done face to face . Preserving positive office dynamics is critical , so HR and IT must team up to make this possible with the right technology .
While striving for an efficient businessas-usual approach , companies shouldn ’ t neglect to take care of their employees as people . IT and HR should work together to create initiatives that are aimed at helping staff cope with the difficulties they are facing right now .
For example , with many employees forced to be isolated from some of their loved ones , offering them the use of corporate web conference accounts for personal communications can help to keep the morale high . Small but significant gestures can make a world of difference in keeping teams happy , engaged and motivated .
When we think of the implementation of new technologies or processes that allow companies to evolve and adapt , we think of IT teams : driving innovation and making change possible .
Yet it ’ s important to understand that change can take place only with the buy-in of workers in the business environment . In order to get the people on board , HR staff must cascade down the instructions and decisions that come from the company ’ s digital leadership . •
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