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Hey Hackers! Self-Employed in Austria has been nominated in HackerNoon's Startups of The Year 2024 awards in Vienna, Austria, under the Media Production, Blogging, Publishing categories. Please vote for us here: https://hackernoon.com/startups/europe/europe-vienna-austria?stup=66f318486ea4677e23d917ac&embedable=true Read more about us below to understand why we deserve your vote. Meet Self-Employed in Austria (SEA) Self-Employed in Austria (SEA) is both a platform and a community dedicated to empowering English-speaking individuals who want to become self-employed in Austria. Our mission is to provide comprehensive resources, a supportive network, and peace of mind when it comes to administrative and tax-related matters. While employment regulations in Austria are clear and well-managed for employees, the landscape for self-employment is a complex maze that can be overwhelming for many aspiring entrepreneurs, especially non-German speakers. Through our guidebooks, webinars, expert consultations, and events, we aim to simplify this process and help English-speaking individuals thrive. By addressing the unique challenges faced by self-employed individuals, we aim to make the journey smoother and more accessible. SEA is the product of a one-person company, SEA - Services for the Self-Employed, founded by someone who, like many foreigners, faced significant struggles when starting her self-employment journey in Austria. When Marta began in 2014, she was confronted with a lack of accessible information in English, leading to anxiety, stress, and confusion. Key institutions communicated mostly in German, and important resources were scattered across multiple websites. Instead of focusing on doing what she loved, she had to navigate complex regulations and bureaucracy alone, which took several years, and many sleepless nights. Another major challenge she faced was isolation. Back then, she couldn’t find any community of foreign self-employed individuals in Austria, which added to the stress of not knowing where to find help or advice. The absence of a community made the journey even more difficult. Today, in 2024, while Austria does offer some resources in English for those looking to become self-employed, these are still limited compared to what is available in German. Key institutions like the Austrian Chamber of Commerce (WKO) provide basic information in English, but their more detailed guides, forms, and legal documents are often only available in German. This creates a significant language barrier, making it challenging for non-German speakers to fully grasp the legal, tax, and business processes. That's where SEA steps in. The platform was created as a one-stop resource where individuals interested in self-employment can find everything they need, in English —from articles and step-by-step instructions written by experts to a community forum with expert support, events like webinars and workshops, and occasional in-person meetups. SEA also offers access to specialized guidebooks and other resources, all designed to help English-speaking entrepreneurs succeed in Austria. All of these resources are available through an affordable monthly or annual membership. SEA fills the gap, offering clarity and confidence to those trying to understand Austria's complex systems and helping them focus on what they love rather than getting lost in bureaucratic details. What Sets Your Startup Apart From Other Business Startups? What makes SEA unique is its focus on a niche group—English speakers trying to understand self-employment in Austria. Our platform was born out of real-life struggles, and we provide not only guidance, but also a community that helps individuals feel supported - we have a community on Facebook, WhatsApp, and the platform’s forum. Our guidebooks are updated annually by experts, ensuring that our members have the latest information available. What Have Been Your Proudest Accomplishments Thus Far? Our accomplishments include growing our community to over 13,000 members on Facebook and establishing SEA as a trusted resource for self-employment in Austria. Additionally, the launch of our new platform in 2022, which includes membership options, a forum, and expert support, has been a significant milestone in offering more personalized help. What Lessons Have You Learned? One of the most valuable lessons we've learned is that community and clarity are critical. Navigating the complexities of regulations and taxes in a foreign country can be overwhelming, and our mission is to simplify that process. We focus on delivering resources in a clear, digestible format while creating a supportive space where members can share and learn from one another's experiences. We also learned that it’s crucial to stay flexible and adapt our business and products to meet the actual needs of our community. We’re constantly refining how we present information, always seeking better ways to simplify and adapt. We now focus on crafting a variety of products and membership tiers, we want to make sure that everyone can find exactly what they need, no matter where they are on their self-employment journey. Why Did You Decide to Participate in HackerNoon’s Startups of The Year Event? What Would It Mean For Your Startup if You Won? We got an email that we’ve been nominated, and we decided to embrace it and showcase the importance of supporting foreign self-employed in Austria, especially English speakers who face additional challenges. Winning would mean gaining more visibility for SEA and being able to help more individuals on their journey. What Future Plans Do You Have for Your Company? Where Do You See it in the Next Years? In the next years, we envision SEA expanding into a go-to platform for self-employed individuals in Austria, with more resources, different digital products, job platforms, professional profiles for our members, online courses, new partnerships, and translations of our resources to other languages. How Has the Business Sector Changed in Recent Years? How Do You Believe It Will Change in the Future? We notice that now, compared to 2014, more individuals seek remote work opportunities and self-employment. This is why SEA is committed to enhancing its tools and support systems. Unfortunately, we don’t see the situation regarding English-language resources in Austria improving anytime soon. This reality underscores the importance of our role within the community. While the self-employment sector may be evolving, we recognize that many English-speaking individuals still face significant challenges dealing with the complexities of starting and managing a business in Austria. Therefore, we remain dedicated to providing comprehensive support and resources for the English-speakers. Any Closing Words? At SEA, our mission is to make self-employment in Austria accessible, simplified, and stress-free. We believe in empowering individuals to pursue their entrepreneurial goals with confidence. If you vote for us in the 2024 Startups of The Year Awards, you will help us reach and support more people who want to become self-employed in Austria. Welcome to HackerNoon’s Startups of The Year 2024 interview series, spotlighting startups from around the world that are changing the way we live, one solution at a time. If you’ve been nominated, create a brand profile and answer these questions here.
Want to nominate a startup? Follow the steps here.Looking for inspiration? Check out how other startups responded to last year’s Startups of The Year interview questions and examples of company responses here, here, and here. Hey Hackers! Self-Employed in Austria has been nominated in HackerNoon's Startups of The Year 2024 awards in Vienna, Austria, under the Media Production , Blogging , Publishing categories. HackerNoon's Startups of The Year 2024 Media Production Blogging Publishing Please vote for us here: https://hackernoon.com/startups/europe/europe-vienna-austria?stup=66f318486ea4677e23d917ac&embedable=true https://hackernoon.com/startups/europe/europe-vienna-austria?stup=66f318486ea4677e23d917ac&embedable=true Read more about us below to understand why we deserve your vote. Meet Self-Employed in Austria (SEA) Meet Self-Employed in Austria (SEA) Self-Employed in Austria (SEA) is both a platform and a community dedicated to empowering English-speaking individuals who want to become self-employed in Austria. Our mission is to provide comprehensive resources, a supportive network, and peace of mind when it comes to administrative and tax-related matters. While employment regulations in Austria are clear and well-managed for employees, the landscape for self-employment is a complex maze that can be overwhelming for many aspiring entrepreneurs, especially non-German speakers. Through our guidebooks, webinars, expert consultations, and events, we aim to simplify this process and help English-speaking individuals thrive. By addressing the unique challenges faced by self-employed individuals, we aim to make the journey smoother and more accessible. SEA is the product of a one-person company, SEA - Services for the Self-Employed, founded by someone who, like many foreigners, faced significant struggles when starting her self-employment journey in Austria. When Marta began in 2014, she was confronted with a lack of accessible information in English, leading to anxiety, stress, and confusion. Key institutions communicated mostly in German, and important resources were scattered across multiple websites. Instead of focusing on doing what she loved, she had to navigate complex regulations and bureaucracy alone, which took several years, and many sleepless nights. Another major challenge she faced was isolation. Back then, she couldn’t find any community of foreign self-employed individuals in Austria, which added to the stress of not knowing where to find help or advice. The absence of a community made the journey even more difficult. Today, in 2024, while Austria does offer some resources in English for those looking to become self-employed, these are still limited compared to what is available in German. Key institutions like the Austrian Chamber of Commerce (WKO) provide basic information in English, but their more detailed guides, forms, and legal documents are often only available in German. This creates a significant language barrier, making it challenging for non-German speakers to fully grasp the legal, tax, and business processes. That's where SEA steps in. The platform was created as a one-stop resource where individuals interested in self-employment can find everything they need, in English —from articles and step-by-step instructions written by experts to a community forum with expert support, events like webinars and workshops, and occasional in-person meetups. SEA also offers access to specialized guidebooks and other resources, all designed to help English-speaking entrepreneurs succeed in Austria. All of these resources are available through an affordable monthly or annual membership. SEA fills the gap, offering clarity and confidence to those trying to understand Austria's complex systems and helping them focus on what they love rather than getting lost in bureaucratic details. What Sets Your Startup Apart From Other Business Startups? What makes SEA unique is its focus on a niche group—English speakers trying to understand self-employment in Austria. Our platform was born out of real-life struggles, and we provide not only guidance, but also a community that helps individuals feel supported - we have a community on Facebook, WhatsApp, and the platform’s forum. Our guidebooks are updated annually by experts, ensuring that our members have the latest information available. What Have Been Your Proudest Accomplishments Thus Far? Our accomplishments include growing our community to over 13,000 members on Facebook and establishing SEA as a trusted resource for self-employment in Austria. Additionally, the launch of our new platform in 2022, which includes membership options, a forum, and expert support, has been a significant milestone in offering more personalized help. What Lessons Have You Learned? One of the most valuable lessons we've learned is that community and clarity are critical. Navigating the complexities of regulations and taxes in a foreign country can be overwhelming, and our mission is to simplify that process. We focus on delivering resources in a clear, digestible format while creating a supportive space where members can share and learn from one another's experiences. We also learned that it’s crucial to stay flexible and adapt our business and products to meet the actual needs of our community. We’re constantly refining how we present information, always seeking better ways to simplify and adapt. We now focus on crafting a variety of products and membership tiers, we want to make sure that everyone can find exactly what they need, no matter where they are on their self-employment journey. Why Did You Decide to Participate in HackerNoon’s Startups of The Year Event? What Would It Mean For Your Startup if You Won? We got an email that we’ve been nominated, and we decided to embrace it and showcase the importance of supporting foreign self-employed in Austria, especially English speakers who face additional challenges. Winning would mean gaining more visibility for SEA and being able to help more individuals on their journey. What Future Plans Do You Have for Your Company? Where Do You See it in the Next Years? In the next years, we envision SEA expanding into a go-to platform for self-employed individuals in Austria, with more resources, different digital products, job platforms, professional profiles for our members, online courses, new partnerships, and translations of our resources to other languages. How Has the Business Sector Changed in Recent Years? How Do You Believe It Will Change in the Future? We notice that now, compared to 2014, more individuals seek remote work opportunities and self-employment. This is why SEA is committed to enhancing its tools and support systems. Unfortunately, we don’t see the situation regarding English-language resources in Austria improving anytime soon. This reality underscores the importance of our role within the community. While the self-employment sector may be evolving, we recognize that many English-speaking individuals still face significant challenges dealing with the complexities of starting and managing a business in Austria. Therefore, we remain dedicated to providing comprehensive support and resources for the English-speakers. Any Closing Words? At SEA, our mission is to make self-employment in Austria accessible, simplified, and stress-free. We believe in empowering individuals to pursue their entrepreneurial goals with confidence. If you vote for us in the 2024 Startups of The Year Awards, you will help us reach and support more people who want to become self-employed in Austria. Welcome to HackerNoon’s Startups of The Year 2024 interview series, spotlighting startups from around the world that are changing the way we live, one solution at a time. If you’ve been nominated, create a brand profile and answer these questions here. Want to nominate a startup? Follow the steps here. Looking for inspiration? Check out how other startups responded to last year’s Startups of The Year interview questions and examples of company responses here, here, and here. Welcome to HackerNoon’s Startups of The Year 2024 interview series, spotlighting startups from around the world that are changing the way we live, one solution at a time. If you’ve been nominated, create a brand profile and answer these questions here . Startups of The Year 2024 create a brand profile create a brand profile create a brand profile here here Want to nominate a startup? Follow the steps here . here here Looking for inspiration? Check out how other startups responded to last year’s Startups of The Year interview questions and examples of company responses here, here, and here. Looking for inspiration? Check out how other startups responded to last year’s Startups of The Year interview questions and examples of company responses here , here , and here . last year’s Startups of The Year interview questions last year’s Startups of The Year interview questions here here here here here here

Meet Self-Employed in Austria, Startups of The Year 2024 Nominee

Google’s TGIF meetings have long been a hallmark of open dialogue and transparency within the company. These monthly gatherings allowed employees to ask tough questions and hear straight answers from the top brass, including CEO Sundar Pichai. However, recent changes to these meetings are leaving many employees disappointed. Earlier this year, Google introduced a new AI tool called Ask, which streamlines the question-and-answer process at TGIF meetings. While the intention behind this move was to make things more efficient, many Googlers feel the AI is doing more than summarizing inquiries — it’s softening them. Employees are now questioning whether Ask was designed to avoid addressing the hard-hitting issues they want leadership to confront. Google’s AI Tool: A Shift in TGIF Meetings Google’s new AI tool has significantly changed how its TGIF meetings operate. Previously, employees could submit their queries through a platform called Dory, where others could upvote the most pressing or popular inquiries. Leadership would then respond to the most upvoted questions, even if they were on the more uncomfortable side. However, Google recently replaced Dory with Ask, an AI-powered system that now consolidates and summarizes employee topics for discussion. According to Google, it meant for this change to streamline the process, avoid repetitiveness and allow for leaders to address more inquiries. On paper, it seems like a win for efficiency. The company even claims that engagement has increased, with twice as many employees now participating in submitting and voting on questions. Not everyone is convinced. Some employees feel the Ask tool is doing more than making meetings run smoothly. The AI’s summaries soften the tone of more pointed questions, removing the bite from inquiries that were once direct and challenging. Critics argue that this allows leadership to sidestep issues, replacing the once-candid discussions with more controlled, sanitized responses. For many, the meetings have become less engaging. Some workers have even stopped attending, feeling that the opportunity to ask tough questions no longer exists. As a result, there is a growing apprehension that Google’s leadership is using Ask to manage the narrative. The Broader Implications of AI in Internal Communications The introduction of Google’s Ask tool raises an important question — could AI tools like this reshape internal communication in companies beyond Google? While Ask aims to improve efficiency, its ability to soften and filter doubts may be a potential risk for businesses everywhere. There’s no doubt that event technology is a huge time- and money-saver. Almost 90% of businesses using event tech save around 200 hours a year — a huge chunk of employees’ time that’s better spent on the more creative aspects of their role. However, there’s a real anxiety that they could use these tools to control employee voices. AI’s capacity to summarize and paraphrase queries can certainly help avoid redundancies. However, it also opens the door for leadership to sidestep challenging topics. By softening the language — these tools can make tough questions easier to answer — but that comes at the cost of transparency. In workplaces where employees rely on open forums to raise matters, AI could lead to more scripted dialogues. Workers may feel discouraged from asking difficult questions if they believe AI will water down their concerns. This could result in a breakdown of trust between team members and leadership, weakening the company culture. Moreover, organizations risk alienating their workforce as companies increasingly integrate AI to handle more aspects of communication. Workers may view these tools as a buffer to protect management rather than to foster more openness. With transparency crucial for employee engagement, the misuse of AI could create a culture of frustration and poor communication, costing establishmentsan average of $1.2 trillion every year. The Ethics of Rephrasing Employee Concerns Tools like Ask raise serious doubts about transparency and fairness in internal dialogue. The main concern with AI-driven systems is that they could keep team members from raising genuine concerns. By summarizing or rephrasing inquiries, these tools risk stripping away the urgency or tone of critical feedback. This could create an environment that shields leaders from the realities of employee sentiment, making it harder for real issues to surface. Research has supported these concerns. Studies have shown that some machine learning (ML) algorithms lack transparency and consistency — often known as “black box” algorithms — which prevent any detection of biases. This raises issues about the accountability and responsibility of companies that use such systems. In Google’s case, the Ask tool could prevent leadership from understanding the true depth of employee concerns, especially regarding sensitive questions. Moreover, a growing body of research indicates that organizations must be prepared to handle these ethical dilemmas. Studies found that 84% of HR executives need more direction to ensure that new AI tools are fair and unbiased. When leadership relies on AI to filter employee questions, is it truly engaging with its workforce? AI is an excellent tool for managing loads of communication. Yet, companies must avoid using it to distance themselves from the realities their employees face. How Businesses Can Use AI While Maintaining Transparent Internal Communication When using AI, businesses should prioritize transparency, ensuring that employees feel heard clearly without interference from algorithms that may skew their original intent. With that in mind, here are a few ways to maintain transparency in meetings when using AI tools like Ask. 1. Establish Channels for Feedback While AI revolutionizes how companies operate, employees should still have direct avenues to express concerns about how they are using these tools. Businesses should encourage workers to provide input on how AI systems impact communication. This strategy will help leaders realize the impact the technology is creating, whether enhancing transparency or eroding it. As such, they can make adjustments to address any lack of openness or fairness before AI tools compromise trust. 2. Implement Human Oversight Relying solely on AI to post employee queries can be risky, as 71% of surveyed workers cited they would lose trust in AI if it produced inaccurate outputs consistently. That is why human oversight is crucial. Business leaders should integrate a system where human supervisors review sensitive questions to ensure AI is not misrepresenting any important issues. They could also give employees the autonomy to escalate their queries if they feel the AI’s processes are inadequate. By enabling these options, executives can still take accountability in handling delicate matters. 3. Enable AI Tools to Provide Balanced Responses Organizational leaders should also ensure responses are complete and fair. Doing so prevents the perception that they are using these tools to dodge challenging topics. This tactic also guarantees more purposeful discussions as AI provides a balanced representation of the issues, resulting in more trust and open communication. Balancing Efficiency and Transparency As more businesses use AI tools to manage internal communications, it is vital to ensure these technologies do not come at the cost of transparency. AI may be able to streamline meetings, but companies must be careful not to let these systems dilute employees’ concerns. Instead, they should strike a balance to preserve workers’ trust and ensure the technology builds connection rather than division. Google’s TGIF meetings have long been a hallmark of open dialogue and transparency within the company. These monthly gatherings allowed employees to ask tough questions and hear straight answers from the top brass, including CEO Sundar Pichai. However, recent changes to these meetings are leaving many employees disappointed. Earlier this year, Google introduced a new AI tool called Ask, which streamlines the question-and-answer process at TGIF meetings. While the intention behind this move was to make things more efficient, many Googlers feel the AI is doing more than summarizing inquiries — it’s softening them. Employees are now questioning whether Ask was designed to avoid addressing the hard-hitting issues they want leadership to confront. Google’s AI Tool: A Shift in TGIF Meetings Google’s new AI tool has significantly changed how its TGIF meetings operate. Previously, employees could submit their queries through a platform called Dory, where others could upvote the most pressing or popular inquiries. Leadership would then respond to the most upvoted questions, even if they were on the more uncomfortable side. However, Google recently replaced Dory with Ask, an AI-powered system that now consolidates and summarizes employee topics for discussion. According to Google, it meant for this change to streamline the process, avoid repetitiveness and allow for leaders to address more inquiries. On paper, it seems like a win for efficiency. The company even claims that engagement has increased, with twice as many employees now participating in submitting and voting on questions. twice as many employees now participating twice as many employees now participating Not everyone is convinced. Some employees feel the Ask tool is doing more than making meetings run smoothly. The AI’s summaries soften the tone of more pointed questions, removing the bite from inquiries that were once direct and challenging. Critics argue that this allows leadership to sidestep issues, replacing the once-candid discussions with more controlled, sanitized responses. For many, the meetings have become less engaging. Some workers have even stopped attending, feeling that the opportunity to ask tough questions no longer exists. As a result, there is a growing apprehension that Google’s leadership is using Ask to manage the narrative. The Broader Implications of AI in Internal Communications The introduction of Google’s Ask tool raises an important question — could AI tools like this reshape internal communication in companies beyond Google? While Ask aims to improve efficiency, its ability to soften and filter doubts may be a potential risk for businesses everywhere. There’s no doubt that event technology is a huge time- and money-saver. Almost 90% of businesses using event tech save around 200 hours a year — a huge chunk of employees’ time that’s better spent on the more creative aspects of their role. However, there’s a real anxiety that they could use these tools to control employee voices. AI’s capacity to summarize and paraphrase queries can certainly help avoid redundancies. 90% of businesses using event tech 90% of businesses using event tech However, it also opens the door for leadership to sidestep challenging topics. By softening the language — these tools can make tough questions easier to answer — but that comes at the cost of transparency. In workplaces where employees rely on open forums to raise matters, AI could lead to more scripted dialogues. Workers may feel discouraged from asking difficult questions if they believe AI will water down their concerns. This could result in a breakdown of trust between team members and leadership, weakening the company culture. Moreover, organizations risk alienating their workforce as companies increasingly integrate AI to handle more aspects of communication. Workers may view these tools as a buffer to protect management rather than to foster more openness. With transparency crucial for employee engagement, the misuse of AI could create a culture of frustration and poor communication, costing establishments an average of $1.2 trillion every year. an average of $1.2 trillion an average of $1.2 trillion The Ethics of Rephrasing Employee Concerns The Ethics of Rephrasing Employee Concerns Tools like Ask raise serious doubts about transparency and fairness in internal dialogue. The main concern with AI-driven systems is that they could keep team members from raising genuine concerns. By summarizing or rephrasing inquiries, these tools risk stripping away the urgency or tone of critical feedback. This could create an environment that shields leaders from the realities of employee sentiment, making it harder for real issues to surface. Research has supported these concerns. Studies have shown that some machine learning (ML) algorithms lack transparency and consistency — often known as “black box” algorithms — which prevent any detection of biases. This raises issues about the accountability and responsibility of companies that use such systems. In Google’s case, the Ask tool could prevent leadership from understanding the true depth of employee concerns, especially regarding sensitive questions. from understanding the true depth from understanding the true depth Moreover, a growing body of research indicates that organizations must be prepared to handle these ethical dilemmas. Studies found that 84% of HR executives need more direction to ensure that new AI tools are fair and unbiased. 84% of HR executives 84% of HR executives When leadership relies on AI to filter employee questions, is it truly engaging with its workforce? AI is an excellent tool for managing loads of communication. Yet, companies must avoid using it to distance themselves from the realities their employees face. How Businesses Can Use AI While Maintaining Transparent Internal Communication How Businesses Can Use AI While Maintaining Transparent Internal Communication When using AI, businesses should prioritize transparency, ensuring that employees feel heard clearly without interference from algorithms that may skew their original intent. With that in mind, here are a few ways to maintain transparency in meetings when using AI tools like Ask. 1. Establish Channels for Feedback While AI revolutionizes how companies operate, employees should still have direct avenues to express concerns about how they are using these tools. Businesses should encourage workers to provide input on how AI systems impact communication. This strategy will help leaders realize the impact the technology is creating, whether enhancing transparency or eroding it. As such, they can make adjustments to address any lack of openness or fairness before AI tools compromise trust. 2. Implement Human Oversight 2. Implement Human Oversight Relying solely on AI to post employee queries can be risky, as 71% of surveyed workers cited they would lose trust in AI if it produced inaccurate outputs consistently. That is why human oversight is crucial. Business leaders should integrate a system where human supervisors review sensitive questions to ensure AI is not misrepresenting any important issues. 71% of surveyed workers 71% of surveyed workers They could also give employees the autonomy to escalate their queries if they feel the AI’s processes are inadequate. By enabling these options, executives can still take accountability in handling delicate matters. 3. Enable AI Tools to Provide Balanced Responses 3. Enable AI Tools to Provide Balanced Responses Organizational leaders should also ensure responses are complete and fair. Doing so prevents the perception that they are using these tools to dodge challenging topics. This tactic also guarantees more purposeful discussions as AI provides a balanced representation of the issues, resulting in more trust and open communication. Balancing Efficiency and Transparency Balancing Efficiency and Transparency As more businesses use AI tools to manage internal communications, it is vital to ensure these technologies do not come at the cost of transparency. AI may be able to streamline meetings, but companies must be careful not to let these systems dilute employees’ concerns. Instead, they should strike a balance to preserve workers’ trust and ensure the technology builds connection rather than division.

Why Google's 'Polite' AI Tool Is Raising Employee Eyebrows

ለምን የጎግል 'ጨዋ' AI መሳሪያ የሰራተኛ ቅንድብን እያሳደገ ነው።

Proč „zdvořilý“ nástroj umělé inteligence od Googlu zvedá obočí zaměstnanců

Hvorfor Googles 'høflige' AI-værktøj hæver medarbejdernes øjenbryn

Γιατί το «Ευγενικό» εργαλείο AI της Google αυξάνει τα φρύδια των εργαζομένων

Por qué la herramienta de inteligencia artificial 'Polite' de Google está sorprendiendo a los empleados

Poukisa zouti AI 'Polite' Google la ap ogmante sousi anplwaye yo

Ինչու է Google-ի «քաղաքավարի» AI գործիքը բարձրացնում աշխատակիցների հոնքերը

מדוע כלי ה-AI 'מנומס' של גוגל מרים גבות לעובדים

Google の「礼儀正しい」 AI ツールが従業員の眉をひそめさせる理由

किन गुगलको 'विनम्र' एआई उपकरणले कर्मचारीको भौं उठाइरहेको छ

Waarom Google's 'Polite' AI-tool de wenkbrauwen van werknemers doet fronsen

Чому «ввічливий» інструмент штучного інтелекту від Google піднімає брови у співробітників

Corporate training programs are essential investments for any company. Employees are the drivers of organizational success, and the performance of the business is directly impacted by their knowledge and skills. According to 62% of C-suite executives, their organizations are not able to remain nimble among rapidly changing market dynamics. 42% of executives cite a lack of employee skills as the reason for the business’ incapacity to adjust to these changes. Why Skills Based Training Programs Are Essential These C-suite insights show how crucial it is to give employee learning and development a top priority in order to preserve agility and performance in a competitive market. Providing workers with skills that are relevant to the industry increases their productivity and effectiveness in their daily tasks. Skills based training programs are also essential for providing workers with the skills they need to stay up to date with changes in the business, remain current, and prevent their abilities from becoming obsolete. Retaining elite talent also heavily depends on effective training. Top performers have high expectations for their career growth, making these employees more likely to stick with a company that continuously makes investments in their skill development. In fact, 76% of workers are more likely to stick with a company that provides continuous training because they see it as a means of avoiding career stagnation. As a result, training funds not only improve workforce skills but also encourage loyalty amongst top talent. The Benefits of Customized Training Programs Customized training initiatives to the needs of both a company and its employees yield the greatest results. These programs are able to close existing gaps when they are tailored to satisfy specific needs, such as the company's industry, the required skills of the industry, the company’s growth objectives, and employees' developmental aspirations. It is important to first assess these present skill gaps and underperforming areas, and then begin to build the programs. AI can assist in creating content that is tailored to a company's needs and then refine the content with input from experts in the field, guaranteeing the efficacy and relevance of these programs. Training curricula usually fall into three primary categories: reskilling, upskilling, and onboarding. New hires can better adapt to the company's procedures and culture with the aid of onboarding programs. Upskilling programs help employees acquire new skills that are relevant to their role. Any professional stage—early, mid-level, or executive—can benefit from learning new skills to increase creativity and productivity. Reskilling involves bringing existing employee skills in line with emerging trends. In Conclusion A well-designed and customized training program has several benefits for both companies and individuals. Workers who are employed by companies that prioritize their skills and career development report better levels of job satisfaction and retention. High retention rates help to drive better profitability for a company, as it is expensive to have to constantly train and onboard new employees. Upskilling and retraining staff members can also boost income for the business by 24% for each trained individual through heightened productivity. Companies might reap these benefits faster if these programs are implemented early in an employee’s tenure. Corporate training programs are essential investments for any company. Employees are the drivers of organizational success, and the performance of the business is directly impacted by their knowledge and skills. According to 62% of C-suite executives , their organizations are not able to remain nimble among rapidly changing market dynamics. 42% of executives cite a lack of employee skills as the reason for the business’ incapacity to adjust to these changes. 62% of C-suite executives 62% of C-suite executives 42% of executives 42% of executives Why Skills Based Training Programs Are Essential Why Skills Based Training Programs Are Essential These C-suite insights show how crucial it is to give employee learning and development a top priority in order to preserve agility and performance in a competitive market. Providing workers with skills that are relevant to the industry increases their productivity and effectiveness in their daily tasks. Skills based training programs are also essential for providing workers with the skills they need to stay up to date with changes in the business, remain current, and prevent their abilities from becoming obsolete. Retaining elite talent also heavily depends on effective training. Top performers have high expectations for their career growth, making these employees more likely to stick with a company that continuously makes investments in their skill development. In fact, 76% of workers are more likely to stick with a company that provides continuous training because they see it as a means of avoiding career stagnation. As a result, training funds not only improve workforce skills but also encourage loyalty amongst top talent. 76% of workers 76% of workers The Benefits of Customized Training Programs The Benefits of Customized Training Programs Customized training initiatives to the needs of both a company and its employees yield the greatest results. These programs are able to close existing gaps when they are tailored to satisfy specific needs, such as the company's industry, the required skills of the industry, the company’s growth objectives, and employees' developmental aspirations. It is important to first assess these present skill gaps and underperforming areas, and then begin to build the programs. AI can assist in creating content that is tailored to a company's needs and then refine the content with input from experts in the field, guaranteeing the efficacy and relevance of these programs. Training curricula usually fall into three primary categories: reskilling, upskilling, and onboarding. New hires can better adapt to the company's procedures and culture with the aid of onboarding programs. Upskilling programs help employees acquire new skills that are relevant to their role. Any professional stage—early, mid-level, or executive—can benefit from learning new skills to increase creativity and productivity. Reskilling involves bringing existing employee skills in line with emerging trends. In Conclusion In Conclusion A well-designed and customized training program has several benefits for both companies and individuals. Workers who are employed by companies that prioritize their skills and career development report better levels of job satisfaction and retention. High retention rates help to drive better profitability for a company, as it is expensive to have to constantly train and onboard new employees. Upskilling and retraining staff members can also boost income for the business by 24% for each trained individual through heightened productivity. Companies might reap these benefits faster if these programs are implemented early in an employee’s tenure. boost income for the business by 24% boost income for the business by 24%

How to Invest in Your Employees With Skills Based Training

One of the consequences of keeping your employees out of your marketing strategy is missing out on audience engagement and losing advantage to a major competitor, as was the case with the fast food giant. A valuable lesson in this regard can be learned from Chick-fil-A’s recent blunder of banning their employees from making viral content. In fact, your employees should be a driving force in your marketing strategy—not only serving as brand ambassadors but also helping your organization publish content that resonates with target audiences. Notably, siloed teams can be disastrous for business outcomes. According to a recent Forbes article, 67% of managers cite silos as the biggest obstacle to cross-team collaboration. A lack of collaboration among teams can prevent innovation, employee frustration, and disengagement. This can also mean your organization misses out on great business opportunities because of a lack of collaboration across teams. Here’s why you should include your employees in your marketing activities and how they can elevate your organization’s brand strategy. Far-removed technical teams Marketing strategies are often delegated to the marketing department alone, with employees in more technical roles (such as engineers and product managers) never getting the chance to contribute. From the marketing perspective, this can lead to disastrous consequences, such as not capturing the full potential of your offering’s value. More specifically, this alienation can disrupt workflows for producing content. For instance, a marketer not as familiar with the technical aspects of a newly launched product may lose valuable time researching and chasing the correct information. Another serious potential problem is not marketing the product or idea to its full potential. Another risk arises with team capabilities. Some employees don’t feel like venturing out of their comfort zones, which also raises the threat of hitting the glass ceiling of their full potential to develop skills spanning multiple areas. For example, an engineer could learn a thing or two from a marketer about powerfully communicating a product’s benefits. Nurturing a culture of cross-collaboration Some employees need that extra nudge to broaden their involvement beyond the strict remits of their roles. This incentivization could be in the form of bonuses or name exposure through published articles they can share on LinkedIn. Competitions are a fantastic way to encourage technical team members to get involved with your organization’s content strategy. Depending on your strategy, these could be held monthly or quarterly as blogs around trending topics or subjects that may be relevant to existing and potential clients. To get employees to flex their creative muscles, blogs can be selected based on various criteria, such as the topic’s novelty in relation to other industry discussions and the demonstrated prowess in writing style and eloquence. For example, Trond Røvang and John Oxenby from SAP have amassed over 22,000 followers from their engaging content around the company’s products and services. Another example is Gramener’s initiative called the CoCreate Blog Competition: Individuals from various teams, such as data scientists and product engineers, have been contributing to knowledge-sharing and vocalizing their perspectives on the most interesting discussions in the industry. Since the initiative gained PR exposure for the company, Gramener will be continuing it for a second run. Unlocking new growth potential among teams What do employees stand to gain from getting involved with an organization’s content strategy? Not only are they broadening their skill set and enhancing their career growth, but they’re also gaining name exposure. This is great for their networking potential, whether online or in person. For instance, employees can share their authored posts on their LinkedIn profiles, which may ignite interesting conversations with leads and industry acquaintances. Organizational benefits include enhanced collaboration between teams and reducing the risk of siloing. Additionally, this incentivization can be hugely helpful for marketing teams to keep pace with trending industry topics and ensure they’re tapping into the right narratives and talking points that will resonate with audiences. Moreover, technical employees can indicate to marketers and business development teams, through their contributed blog posts, which subject areas they need to explore. This helps uncover potential business opportunities. Involving your technical teams in your organization’s marketing content strategy can reap wider, longer-term business benefits, including having a closer ear to the ground on what’s trending industry-wise. What’s more, you’re expanding your workforce’s skills across multiple areas, which nurtures better adaptability and cross-functional collaboration. Zena Al Maskari, Writer, The Sociable One of the consequences of keeping your employees out of your marketing strategy is missing out on audience engagement and losing advantage to a major competitor, as was the case with the fast food giant. A valuable lesson in this regard can be learned from Chick-fil-A’s recent blunder of banning their employees from making viral content. recent blunder In fact, your employees should be a driving force in your marketing strategy—not only serving as brand ambassadors but also helping your organization publish content that resonates with target audiences. Notably, siloed teams can be disastrous for business outcomes. According to a recent Forbes article, 67% of managers cite silos as the biggest obstacle to cross-team collaboration. A lack of collaboration among teams can prevent innovation, employee frustration, and disengagement. 67% of managers This can also mean your organization misses out on great business opportunities because of a lack of collaboration across teams. Here’s why you should include your employees in your marketing activities and how they can elevate your organization’s brand strategy. Far-removed technical teams Marketing strategies are often delegated to the marketing department alone, with employees in more technical roles (such as engineers and product managers) never getting the chance to contribute. From the marketing perspective, this can lead to disastrous consequences, such as not capturing the full potential of your offering’s value. More specifically, this alienation can disrupt workflows for producing content. For instance, a marketer not as familiar with the technical aspects of a newly launched product may lose valuable time researching and chasing the correct information. Another serious potential problem is not marketing the product or idea to its full potential. Another risk arises with team capabilities. Some employees don’t feel like venturing out of their comfort zones, which also raises the threat of hitting the glass ceiling of their full potential to develop skills spanning multiple areas. For example, an engineer could learn a thing or two from a marketer about powerfully communicating a product’s benefits. Nurturing a culture of cross-collaboration Some employees need that extra nudge to broaden their involvement beyond the strict remits of their roles. This incentivization could be in the form of bonuses or name exposure through published articles they can share on LinkedIn. Competitions are a fantastic way to encourage technical team members to get involved with your organization’s content strategy. Depending on your strategy, these could be held monthly or quarterly as blogs around trending topics or subjects that may be relevant to existing and potential clients. To get employees to flex their creative muscles, blogs can be selected based on various criteria, such as the topic’s novelty in relation to other industry discussions and the demonstrated prowess in writing style and eloquence. For example, Trond Røvang and John Oxenby from SAP have amassed over 22,000 followers from their engaging content around the company’s products and services. Another example is Gramener’s initiative called the CoCreate Blog Competition: Individuals from various teams, such as data scientists and product engineers, have been contributing to knowledge-sharing and vocalizing their perspectives on the most interesting discussions in the industry. Since the initiative gained PR exposure for the company, Gramener will be continuing it for a second run. Trond Røvang and John Oxenby from SAP gained PR exposure Unlocking new growth potential among teams What do employees stand to gain from getting involved with an organization’s content strategy? Not only are they broadening their skill set and enhancing their career growth, but they’re also gaining name exposure. This is great for their networking potential, whether online or in person. For instance, employees can share their authored posts on their LinkedIn profiles, which may ignite interesting conversations with leads and industry acquaintances. Organizational benefits include enhanced collaboration between teams and reducing the risk of siloing. Additionally, this incentivization can be hugely helpful for marketing teams to keep pace with trending industry topics and ensure they’re tapping into the right narratives and talking points that will resonate with audiences. Moreover, technical employees can indicate to marketers and business development teams, through their contributed blog posts, which subject areas they need to explore. This helps uncover potential business opportunities. Involving your technical teams in your organization’s marketing content strategy can reap wider, longer-term business benefits, including having a closer ear to the ground on what’s trending industry-wise. What’s more, you’re expanding your workforce’s skills across multiple areas, which nurtures better adaptability and cross-functional collaboration. Zena Al Maskari, Writer, The Sociable Zena Al Maskari, Writer, The Sociable Zena Al Maskari , Writer, The Sociable Zena Al Maskari

The Essential Role of Employee-Generated Content in Modern Marketing

Google Trains Its Employees To Shield Emails And Other Documents From Review 

Intel caused quite a stir this past week after it announced that it would be letting go of thousands of employees as part of a broader cost-cutting plan to save billions in dollars. Joining the staff members on the chopping block: office fruit. In a town hall announcing the layoffs, the company said it would "cancel complimentary fruit and beverage" and "right-size dining programs," according to a screengrab shared with Gamers Nexus. The announcement came as Intel posted a Q2 loss of $1.6 billion, which compared to a profit of $1.5 billion a year ago, even though the company's revenue remained largely flat year-over-year at $12.8 billion. Things don't look too bright for the future either as Intel said it expects to post a loss again this year during Q3 and will stop paying out a dividend altogether starting in Q4, presumably to save money. Investors weren't too happy with the announcements and pummeled the stock so hard that it lost a quarter of its value in a single day. Intel employees weren't happy either as the company announced a 15% headcount reduction as part of a broader cost saving plan to conserve $10 billion. According to The Verge, the layoffs could impact as much as 19,000 people. "Our revenues have not grown as expected – and we’ve yet to fully benefit from powerful trends, like AI. Our costs are too high, our margins are too low. We need bolder actions to address both," Intel CEO Pat Gelsinger said in a memo to employees after announcing the Q2 results. As Gamers Nexus put it, Intel is perhaps one of the only big tech companies that, despite following the AI fad, is losing out.  No wonder then why the Wall Street Journal put out a news piece saying Gelsinger’s dream job had taken on a nightmarish turn. "This is the hardest thing I’ve done in my career," Gelsinger said, which perhaps explains why he tweeted scripture from the Bible after announcing the layoffs. In some ways, things have gone full circle. Intel dominated the chip market in the 80s and the 90s, and was a titan of the industry at the time Nvidia and AMD were finding their footing in the industry. Now, Intel appears to be a pittance in comparison to both companies. "Intel has been one of the forgotten horsemen of technology the last couple decades - never overtaking its year 2000 highs and struggling to get earnings back to where they were before the AI revolution," Michael Schulman, chief investment officer of Running Point Capital, was quoted as saying by Reuters. 👋 Hey! Welcome to HackerNoon. If you want to read more of my work, subscribe to the ‘Tech, What the Heck!?’ newsletter to receive a recap of some of the trending events that are shaping the world of tech. Also, did you know, that you can get published on HackerNoon? Start writing today and engage with millions of technologists just like yourself! Intel's issues seem to stem from the company playing second fiddle to its competitors on two fronts: losing a battle against Taiwan's TSMC on the foundry front and struggling to keep up with Nvidia and AMD on AI chips. In fact, for a long time, Intel's engineers found the video gaming chip architecture (which was far superior in AI intensive loads) as "ugly," and the company's management believed that a CPU could more effectively handle processing tasks needed to build and run AI models. Both sides were wrong. Ironically, Intel was this close to hitting the jackpot that Nvidia eventually ended up striking. In 2017 and 2018, the company had the opportunity to invest in OpenAI but decided against it because then-CEO Bob Swan did not believe generative AI would make it to the market soon enough for it to be worthwhile the $1 billion Intel would have had to pay for a 15% stake. OpenAI also offered a further 15% stake if Intel agreed to make hardware for it at cost price — but the company refused, leaving OpenAI to rely on Nvidia's chips instead. Imagine how much Intel could have gained by building hardware for AI. Instead, the company was caught with its pants down when the AI boom hit: without a chip that could meet businesses' demand. The company says it is working on launching an AI chip in 2025 that would contend with what's on the market right now, but who knows how that would compare to Intel's competitors, and how much more the company would have lost by then. As somebody from Hacker News recently put it: there's a real possibility that Intel may fade out of existence just like all the juggernauts of the 70s and the 80s. This was Part 2 of HackerNoon's round up of quarterly earnings. In Other News.. 📰 Bitcoin's Impending 'Death Cross' May Trap Bears as Bank of Japan Eases Rate Concerns — via CoinDesk
Automattic launches AI writing tool that aims to make WordPress blogs more readable and succinct — via TechCrunch
Meta must do more to address non-consensual, deepfake porn, Oversight Board says — via CNN
Amazon Prime Video plots Hollywood expansion — via Reuters
Hackers to back Harris at Vegas fundraiser — via Axios
Google’s antitrust ruling has experts looking to 25-year-old Microsoft case for answers — via CNBC And that's a wrap! Don't forget to share this newsletter with your family and friends! See y'all next week. PEACE! ☮️ — Sheharyar Khan, Editor, Business Tech @ HackerNoon *All rankings are current as of Monday. To see how the rankings have changed, please visit HackerNoon's Tech Company Rankings page. Intel caused quite a stir this past week after it announced that it would be letting go of thousands of employees as part of a broader cost-cutting plan to save billions in dollars. Joining the staff members on the chopping block: office fruit. Intel Intel In a town hall announcing the layoffs, the company said it would "cancel complimentary fruit and beverage" and "right-size dining programs," according to a screengrab shared with Gamers Nexus. screengrab screengrab The announcement came as Intel posted a Q2 loss of $1.6 billion, which compared to a profit of $1.5 billion a year ago, even though the company's revenue remained largely flat year-over-year at $12.8 billion. Q2 loss Q2 loss Things don't look too bright for the future either as Intel said it expects to post a loss again this year during Q3 and will stop paying out a dividend altogether starting in Q4, presumably to save money. again Investors weren't too happy with the announcements and pummeled the stock so hard that it lost a quarter of its value in a single day . lost lost single day Intel employees weren't happy either as the company announced a 15% headcount reduction as part of a broader cost saving plan to conserve $10 billion. According to The Verge , the layoffs could impact as much as 19,000 people. The Verge The Verge "Our revenues have not grown as expected – and we’ve yet to fully benefit from powerful trends, like AI. Our costs are too high, our margins are too low. We need bolder actions to address both," Intel CEO Pat Gelsinger said in a memo to employees after announcing the Q2 results. As Gamers Nexus put it, Intel is perhaps one of the only big tech companies that, despite following the AI fad, is losing out.  No wonder then why the Wall Street Journal put out a news piece saying Gelsinger’s dream job had taken on a nightmarish turn. taken taken "This is the hardest thing I’ve done in my career," Gelsinger said, which perhaps explains why he tweeted scripture from the Bible after announcing the layoffs. tweeted tweeted In some ways, things have gone full circle. Intel dominated the chip market in the 80s and the 90s, and was a titan of the industry at the time Nvidia and AMD were finding their footing in the industry. Now, Intel appears to be a pittance in comparison to both companies. Nvidia Nvidia AMD AMD "Intel has been one of the forgotten horsemen of technology the last couple decades - never overtaking its year 2000 highs and struggling to get earnings back to where they were before the AI revolution," Michael Schulman, chief investment officer of Running Point Capital, was quoted as saying by Reuters . Reuters Reuters 👋 Hey! Welcome to HackerNoon. If you want to read more of my work, subscribe to the ‘Tech, What the Heck!?’ newsletter to receive a recap of some of the trending events that are shaping the world of tech. Also, did you know, that you can get published on HackerNoon? Start writing today and engage with millions of technologists just like yourself! 👋 Hey! Welcome to HackerNoon. If you want to read more of my work, subscribe to the ‘Tech, What the Heck!?’ newsletter to receive a recap of some of the trending events that are shaping the world of tech. Also, did you know, that you can get published on HackerNoon? Start writing today and engage with millions of technologists just like yourself! Hey! Welcome to HackerNoon. If you want to read more of my work, subscribe to the ‘Tech, What the Heck!?’ newsletter to receive a recap of some of the trending events that are shaping the world of tech. Also, did you know, that you can get published on HackerNoon? Start writing today and engage with millions of technologists just like yourself! Hey! Welcome to HackerNoon. If you want to read more of my work, subscribe to the ‘Tech, What the Heck!?’ newsletter to receive a recap of some of the trending events that are shaping the world of tech. Also, did you know, that you can get published on HackerNoon? Start writing today and engage with millions of technologists just like yourself! subscribe Start writing today Intel's issues seem to stem from the company playing second fiddle to its competitors on two fronts: losing a battle against Taiwan's TSMC on the foundry front and struggling to keep up with Nvidia and AMD on AI chips. issues issues In fact, for a long time, Intel's engineers found the video gaming chip architecture (which was far superior in AI intensive loads) as "ugly," and the company's management believed that a CPU could more effectively handle processing tasks needed to build and run AI models. Both sides were wrong . wrong wrong Ironically, Intel was this close to hitting the jackpot that Nvidia eventually ended up striking. In 2017 and 2018, the company had the opportunity to invest in OpenAI but decided against it because then-CEO Bob Swan did not believe generative AI would make it to the market soon enough for it to be worthwhile the $1 billion Intel would have had to pay for a 15% stake. this hitting the jackpot hitting the jackpot OpenAI also offered a further 15% stake if Intel agreed to make hardware for it at cost price — but the company refused, leaving OpenAI to rely on Nvidia's chips instead. Imagine how much Intel could have gained by building hardware for AI. OpenAI OpenAI Instead, the company was caught with its pants down when the AI boom hit: without a chip that could meet businesses' demand. The company says it is working on launching an AI chip in 2025 that would contend with what's on the market right now, but who knows how that would compare to Intel's competitors, and how much more the company would have lost by then. As somebody from Hacker News recently put it : there's a real possibility that Intel may fade out of existence just like all the juggernauts of the 70s and the 80s. recently put it recently put it This was Part 2 of HackerNoon's round up of quarterly earnings. This was Part 2 of HackerNoon's round up of quarterly earnings. This was Part 2 of HackerNoon's round up of quarterly earnings. In Other News.. 📰 In Other News.. 📰 Bitcoin's Impending 'Death Cross' May Trap Bears as Bank of Japan Eases Rate Concerns — via CoinDesk Automattic launches AI writing tool that aims to make WordPress blogs more readable and succinct — via TechCrunch Meta must do more to address non-consensual, deepfake porn, Oversight Board says — via CNN Amazon Prime Video plots Hollywood expansion — via Reuters Hackers to back Harris at Vegas fundraiser — via Axios Google’s antitrust ruling has experts looking to 25-year-old Microsoft case for answers — via CNBC Bitcoin's Impending 'Death Cross' May Trap Bears as Bank of Japan Eases Rate Concerns — via CoinDesk CoinDesk CoinDesk Automattic launches AI writing tool that aims to make WordPress blogs more readable and succinct — via TechCrunch TechCrunch TechCrunch Meta must do more to address non-consensual, deepfake porn, Oversight Board says — via CNN CNN CNN Amazon Prime Video plots Hollywood expansion — via Reuters Reuters Reuters Hackers to back Harris at Vegas fundraiser — via Axios Axios Axios Google’s antitrust ruling has experts looking to 25-year-old Microsoft case for answers — via CNBC CNBC CNBC And that's a wrap! Don't forget to share this newsletter with your family and friends! See y'all next week. PEACE! ☮️ — Sheharyar Khan , Editor, Business Tech @ HackerNoon Sheharyar Khan Sheharyar Khan *All rankings are current as of Monday. To see how the rankings have changed, please visit HackerNoon's Tech Company Rankings page. *All rankings are current as of Monday. To see how the rankings have changed, please visit HackerNoon's Tech Company Rankings page. *All rankings are current as of Monday. To see how the rankings have changed, please visit HackerNoon's Tech Company Rankings page. Tech Company Rankings Tech Company Rankings

Intel Stuns Employees By Cutting Free Office Fruit (And Staff)

With a flawed CrowdStrike update causing the recent global IT outage in Microsoft Windows devices, organizations worldwide are working hard to get things back to normal. In such an environment of uncertainty, cybercriminals are making the most of the situation by attempting to exploit this chaos. We expect the hackers to be all involved in the confusion and vulnerabilities the outage has revealed. It is essential to understand these threats and have strong countermeasures and knowledge to protect our organizations during this challenging moment. What are social engineering attacks? Basically, social engineering is an activity that exploits human mistakes to extract private information, gain access, or obtain valuables. In psy­chological manipulation, cybercriminals trick targets into revealing confidential information or performing some activities that might compromise security. This includes attacks like Pretexting, Baiting, and Tailgating, all tailored to exploit trust put in people and, particularly, the desire to help somebody in trouble. What is Pretexting? One of the most common social engineering techniques is pretexting, in which some scenario or context is fabricated by the attackers to elicit information that will enable them to steal. For instance, the hacker may call and pretend to be IT support immediately after an outage occurs, stating that access to secure systems is required to resolve ongoing issues. Such a situation exploits the sense of urgency and confusion that gives those featured a higher likelihood of compliance. What is Baiting? Baiting refers to the process whereby victims are lured through something that appears very attractive. A good example can be telling them to download a critical patch in a given software. The attackers may have to take advantage of this and send messages with the pretext of critical updates to fix the problems caused by the CrowdStrike outage. This might result in unwary users downloading such malicious files and making their systems vulnerable. What is Tailgating? Tailgating is another social engineering form that exploits physical security. Many organizations are thrown out of gear, and hackers could get physical access to restricted areas simply by tailgating on the heels of the Voltaren personnel through secure doors in the chaos of the outage. This intrusion is cloaked under perfect cover as employees and security people are less vigilant. If these threats sound too far a possibility for your company, then I would like to remind you of the Sony Pictures hack in 2014. The sophisticated combination of phishing and social engineering utilities used to break into the system led to highly sensitive data leakage and caused a number of serious financial and reputational damages to the company at large. The hackers were imitating real contacts, fooling people into giving out passwords and other forms of vital information. This went to underline just how devastating the potential that social engineering attacks hold. An easy way of preventing such things is to instruct employees to verify any unusual or urgent requests by calling the presumed sender back through official channels and not in reply to the received email or by following the links provided in it. To preserve system integrity, we need to focus on keeping all software and systems updated with the latest security updates while also making sure that the updates are received from a legitimate source. It’s also very important that everybody, especially those with less technical experience, realize that it has become very important to ask for help without shame or fear. Cybercriminals cash in on moments of confusion and uncertainty; hence, the need to consult the IT department or knowledgeable colleagues whenever unfamiliar or suspicious activities occur is more important than ever. Asking for help is a step towards keeping personal and organizational security at par. By creating a culture where questions are encouraged and resources are available, we move further in building defenses against social engineering attacks or cyber threats. The recent global IT outage caused by a flawed CrowdStrike update is a harsh reminder of the vulnerabilities in our digital infrastructure. While threats of social engineering attacks are looming over us, this recovery effort has put our organizations at risk. We should all be aware of such threats and have robust countermeasures in place, and we should all work in environments where help is pursued easily so that together, we can strengthen our defences. These proactive steps taken now will not only prevent huge damage but also put our systems and data in a position so that they cannot be exploited in the future when a similar scenario strikes us again. With a flawed CrowdStrike update causing the recent global IT outage in Microsoft Windows devices, organizations worldwide are working hard to get things back to normal. In such an environment of uncertainty, cybercriminals are making the most of the situation by attempting to exploit this chaos. We expect the hackers to be all involved in the confusion and vulnerabilities the outage has revealed. It is essential to understand these threats and have strong countermeasures and knowledge to protect our organizations during this challenging moment. What are social engineering attacks? What are social engineering attacks? Basically, social engineering is an activity that exploits human mistakes to extract private information, gain access, or obtain valuables. In psy­chological manipulation, cybercriminals trick targets into revealing confidential information or performing some activities that might compromise security. This includes attacks like Pretexting, Baiting, and Tailgating, all tailored to exploit trust put in people and, particularly, the desire to help somebody in trouble. What is Pretexting? What is Pretexting? One of the most common social engineering techniques is pretexting, in which some scenario or context is fabricated by the attackers to elicit information that will enable them to steal. For instance, the hacker may call and pretend to be IT support immediately after an outage occurs, stating that access to secure systems is required to resolve ongoing issues. Such a situation exploits the sense of urgency and confusion that gives those featured a higher likelihood of compliance. What is Baiting? What is Baiting? Baiting refers to the process whereby victims are lured through something that appears very attractive. A good example can be telling them to download a critical patch in a given software. The attackers may have to take advantage of this and send messages with the pretext of critical updates to fix the problems caused by the CrowdStrike outage. This might result in unwary users downloading such malicious files and making their systems vulnerable. What is Tailgating? What is Tailgating? Tailgating is another social engineering form that exploits physical security. Many organizations are thrown out of gear, and hackers could get physical access to restricted areas simply by tailgating on the heels of the Voltaren personnel through secure doors in the chaos of the outage. This intrusion is cloaked under perfect cover as employees and security people are less vigilant. If these threats sound too far a possibility for your company, then I would like to remind you of the Sony Pictures hack in 2014. The sophisticated combination of phishing and social engineering utilities used to break into the system led to highly sensitive data leakage and caused a number of serious financial and reputational damages to the company at large. The hackers were imitating real contacts, fooling people into giving out passwords and other forms of vital information. This went to underline just how devastating the potential that social engineering attacks hold. An easy way of preventing such things is to instruct employees to verify any unusual or urgent requests by calling the presumed sender back through official channels and not in reply to the received email or by following the links provided in it. To preserve system integrity, we need to focus on keeping all software and systems updated with the latest security updates while also making sure that the updates are received from a legitimate source. It’s also very important that everybody, especially those with less technical experience, realize that it has become very important to ask for help without shame or fear. Cybercriminals cash in on moments of confusion and uncertainty; hence, the need to consult the IT department or knowledgeable colleagues whenever unfamiliar or suspicious activities occur is more important than ever. Asking for help is a step towards keeping personal and organizational security at par. By creating a culture where questions are encouraged and resources are available, we move further in building defenses against social engineering attacks or cyber threats. The recent global IT outage caused by a flawed CrowdStrike update is a harsh reminder of the vulnerabilities in our digital infrastructure. While threats of social engineering attacks are looming over us, this recovery effort has put our organizations at risk. We should all be aware of such threats and have robust countermeasures in place, and we should all work in environments where help is pursued easily so that together, we can strengthen our defences. These proactive steps taken now will not only prevent huge damage but also put our systems and data in a position so that they cannot be exploited in the future when a similar scenario strikes us again.

Stay Safe: Critical Information Your Employees Should Know Following the Crowdstrike IT Chaos

Inside Job: The Subtle Ways Employees Bypass Security Measures

কাজের ভিতরে: সূক্ষ্ম উপায় কর্মচারীরা নিরাপত্তা ব্যবস্থা বাইপাস করে

Inside Job: Die subtilen Methoden, mit denen Mitarbeiter Sicherheitsmaßnahmen umgehen

Trabajo interno: las formas sutiles en que los empleados eluden las medidas de seguridad

Inside Job : les façons subtiles dont les employés contournent les mesures de sécurité

अंदरूनी काम: कर्मचारी सुरक्षा उपायों को नजरअंदाज करने के सूक्ष्म तरीके

内部犯行：従業員がセキュリティ対策を巧妙に回避する方法

Inside Job: 직원들이 보안 조치를 우회하는 미묘한 방법

Trabalho interno: as maneiras sutis pelas quais os funcionários contornam as medidas de segurança

Внутренняя работа: тонкие способы, которыми сотрудники обходят меры безопасности

İşin İçinde: Çalışanların Güvenlik Önlemlerini Atlamanın İnce Yolları

Inside Job: Những cách tinh tế để nhân viên vượt qua các biện pháp an ninh

内部工作：员工绕过安全措施的巧妙方法

The Noonification: Stock Options: Everything Employees Need To Know (6/8/2024)

Stock Options: Everything Employees Need To Know

স্টক বিকল্প: কর্মচারীদের যা কিছু জানা দরকার

Aktienoptionen: Alles, was Arbeitnehmer wissen müssen

Opciones sobre acciones: todo lo que los empleados necesitan saber

Stock-Options : tout ce que les employés doivent savoir

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스톡 옵션: 직원이 알아야 할 모든 것

Opções de ações: tudo o que os funcionários precisam saber

Фондовые опционы: все, что нужно знать сотрудникам

Hisse Senedi Opsiyonları: Çalışanların Bilmesi Gereken Her Şey

Quyền chọn cổ phiếu: Mọi điều nhân viên cần biết

股票期权：员工需要知道的一切

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