Mobile Devices Raise Security Concerns

Continually improve policies as consumers’ mobile appetite grows.

June 16, 2011
KEYWORDS device , employees , mobile
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More employees than ever are using their mobile devices to stay connected. As a result, pressure to provide choice within company technology policies is increasing.

Although mobile device policies aren’t designed to change with rapidly evolving technology and consumer demand, saying “no” to new devices isn’t an option for credit unions anymore.

Directors NewsletterSecurity firm McAfee Labs reports mobile phones are likely to be the target of malicious attacks in 2011. So how should credit unions manage security requirements for these devices?

In Credit Union Directors Newsletter, Scott Sysol, vice president of information technology and chief information security officer for CUNA Mutual Group, suggests how to securely integrate mobile devices into the workplace:

  • Acknowledge that employees will use mobile devices regardless of policy. Begin by approving a few popular ones. Once you implement a device approval process, develop a service catalog for all devices and update it with each new device approved.
  • Educate employees on smart mobile device security practices, empowering them to protect the credit union together.
  • Separate personal and company applications on the device, putting corporate files in a special section, accessible with passwords. You can also create an enterprise data lockdown ability that remotely wipes out credit union data if a device is lost or stolen.
  • Don’t wait. By developing a strategy today, you can improve policies as consumers’ mobile appetite grows. Your credit union also won’t be forced to react quickly to implement security measures should a breach occur.

The mobile revolution is here to stay. Employees are managing work and personal needs whenever they choose.

It’s important to create policies that provide employees choices while maintaining security measures.

Contact Sysol at 800-356-2644, ext. 8155.

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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