WORKING FROM HOME DUE TO COVID-19

Almost all companies in the corona virus affected countries are encouraging or mandating that staff adopt a work-from-home policy. For modern tech companies, the infrastructure and policy needed for remote working are unquestionably already in place and the vast majority of staff members are probably already laptop users.

For many smaller companies and organizations, however, the situation is likely to be very different. Remote working is probably limited to a few, and realistically mainly for email and other non-operational systems. Breaking the organization into just a few groups with differing requirements and dealing with the needs of each to effect the mass evacuation may seem a simplistic approach, but is probably essential given the urgency in some cases. In order to be productive, there are common requirements that all remote workers need:

• A computer
• A good internet connection
• Chat and conferencing applications
• A dedicated workspace (preferred)
• Optionally, a phone
• Self-motivation and discipline
• A strict routine

Importantly, companies and organizations also need to prepare themselves and their employees for the increased cyber-security risks associated with remote working. What are some of the challenges that may need to be addressed?

Physical security of company devices

Employees will be exposing company devices to greater risk as they leave the safety and security of the workplace. Devices need to be protected against loss and theft with options such as:

• Full-disk encryption ensures that even if the device falls into the wrong hands, the company’s data is not accessible.
• Log out when not in use – both at home and in public places. An inquisitive child accidentally sending an email to the boss or a customer is easily prevented, as is limiting the opportunity for someone to access the machine while your back is turned in the local coffee shop.
• Strong password policy – enforce passwords on boot, set inactivity timeouts, and ban sticky notes with passwords on them.
• Never leave the device unattended or on public display. If it’s in the car, then it should be in the trunk.

What’s in the Home Technology Environment

Ask employees to audit their own home environment for vulnerabilities, before connecting work devices.

Collaborative Tools and Authorization Processes

It may seem strange to put these two items under the same heading, but one can help prevent issues with the other.

• Provide access to chat, video and conference systems so that employees can communicate with each other.
• Use the collaborative tools to protect against unauthorized instructions or transactions.

Training

When employees are relocated out of the workplace and placed into the more casual atmosphere of working from home, they may consider clicking on links, as there are no colleagues who might see them watching that amusing video or visiting a webpage.

Cyber-security awareness training is typically an annual requirement for employees. It would be prudent to offer a refresher to help avoid the human element that cybercriminals attempt to exploit האתר שלי. Consider running a campaign and training requirement before the employee begins working remotely … or as soon as possible thereafter.

Support and Crisis Management

In the rush to provide remote access, don’t sacrifice cybersecurity or the ability to manage systems and devices. The ability to support users remotely will be essential to ensure smooth operations, especially if users become quarantined due to health concerns. Remote workers need to have clear communication protocols for IT support and for crisis management if they encounter unusual or suspect issues that could be the result of a breach.

Beyond technology and functional processes, there are other key factors to effective remote working:

• Communication – Consider having team calls once per day, brief people on the status, and give everyone the opportunity to share experiences and issues.
• Responsiveness – Remote working is not the same as working in an office environment. Establish clear guidelines of how quickly a remote worker is expected to respond to a request depending on the communication type, email, Slack, calendar invites, etc.
• Working schedule – Agree a method of clocking on and off.
• Liability – Ensure coverage for the company assets while in the employee’s possession.
• Tech support – Distribute the contact details: all remote workers need to know how to get help when needed.
• Socialization – Bring remote workers together, particularly virtually.  Social interaction is an important part of motivation and increases productivity.
• Accessibility – Establish a virtual open-door management policy, just as there is in the office. Make sure people are accessible and can be easily engaged.

Don’t assume that all employees can switch to remote working effectively and with little assistance or guidance.  Home is not the office and they may need significant assistance to adapt.

Philosophically, the world may never be the same again as this mass remote working mandate could prove to be a social/work experiment that few companies would have ever undertaken on such a scale.

Stay safe – and healthy!

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