Cyber security companies the likes of General Dynamics, KnowBe4, Raytheon Cyber, Herjavec Group, Cisco, Lockheed Martin, FireEye, BAE Systems, Optiv, Booz Allen Hamilton, Rapid7, and Northrop Grumman Corp are looking for highly qualified proven leaders with talent and skill to fill the high demand in cyber security. “Cybersecurity Ventures predicts there will be 3.5 million cybersecurity job openings by 2021.” -CYBERCRIME Magazine. There is currently a shortage of candidates with the combined leadership, talent, and skill these companies are seeking to meet demand. These companies are committed to training proven leaders from other disciplines to fill their needs.
Cyber Security Personnel has strong relationships with proven leaders who are currently serving or just recently completed their service to our country.
Our mission is to transition these proven leaders from their careers in the military and place them in the civilian cyber security sector to continue their service in protecting our country. Cyber Security Personnel has developed a proprietary training protocol to ensure a successful transition and placement.
Having the right people in the right jobs at the right time is essential for achieving your business objectives. And to do that well, you need a current talent strategy that connects to your business strategy and a culture that nurtures people. I write about this in great detail in my newest book, Evergreen Talent.
When’s the last time your company created a talent strategy? Three years ago? Five years ago? Never? This could explain why you’re unable to find and keep the talent needed to fuel business growth.
The results from a new McKinsey Global Survey confirm the positive effects of talent management on business outcomes. According to respondents, organizations with effective talent-management programs have a better chance than other companies of outperforming competitors and, among publicly owned companies, are likelier to outpace their peers’ returns to shareholders.
Here in the U.S., we have a record-high number of job openings. Unemployment rates continue to drop, making it even more difficult for companies to staff their organizations. When it comes to acquiring and retaining talent, employers are no longer in the driver’s seat.
Unfortunately, many talent plans were written at a time when the labor market wasn’t nearly as tight as it is today. These plans are no longer viable.
No doubt it can be disheartening to think about all the time and money you’ve invested in something that hasn’t had much of a shelf-life. However, here’s the good news. A talent strategy can be created in one day, thereby freeing you up to do what’s most important – implementing the plan.
Creating an effective talent strategy plan
Here’s what sets effective talent strategies apart from the pack.
The talent strategy supports the company’s overall business plan.
The executive team is directly involved in setting the talent strategy and fully committed to the process.
The senior leaders are heavily engaged in the implementation of the strategic talent plan.
Line managers are directly responsible and accountable for identifying, developing, and retaining talent.
Financial resources are provided to ensure the strategy can be successfully implemented.
What’s included in a talent strategy
What you’ll need to include in your talent strategy will vary depending on the industry, company size, location, local employment market conditions. This is why it’s a terrible idea to “borrow” a colleague’s talent plan and call it your own.
Imagine a 90-person company, made up of mostly blue-collar workers, trying to implement a talent plan designed by the folks at Microsoft. That’s nuts! A small company doesn’t have the resources that a large company has. Nor does it make business sense to take a similar approach when you’re not even in the same league. The Microsoft plan would be overkill for many businesses.
All talent strategies should include the following:
Identification of the organization’s goals, as set by the board and the executive team
Where the organization stands today in relation to these goals, in terms of talent
Any gaps that exist
Specific steps needed to close these gaps and achieve the stated goals
Identification of those individuals who will own the implementation of each part of the plan.
Success, not perfection
There’s a misnomer about strategic plans. Many leaders believe their plans have to be perfect before proceeding. The current hiring environment is so intense that winning the war for talent often comes down to who gets their first. Not who has the better plan.
When you are eighty percent there, execute your plan. You can and will need to adjust your plan as you go, which in turn will ensure your plan is always current.
Roberta Matuson, THE TALENT MAXIMIZER ®, is the President of Matuson Consulting and author of five books, including Evergreen Talent and the international bestseller Suddenly in Charge, a Washington Post Top-5 Leadership pick. She’s a LinkedIn Top Voice and the person that Monster.com and Staples turns to for advice on talent. Sign up to receive a complimentary subscription to Roberta’s monthly newsletter, Talent Maximizer.
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Helping support your staff more in the business can be really beneficial to your company. Looking after your employees and making sure they’re happy at all times is the secret to a productive work environment. Here are some ways to help support your staff more when they’re working for your business.
Listen To Their Needs
Their needs should always come first, and as a result, you’ll likely see a change in the way they see the company and the respect they have for you as an employer. Listening to their needs and what they want can be done in a number of ways, the most important being through regular meetings with them on a one-to-one basis. This can be helpful in getting them to talk through their concerns or what they want to change. If they’re seen as a valued member of staff, rather than just a number, that’s going to help build work relations across the company. Try to change what you can in order to make their working environment more enjoyable at all times. Obviously, not everything can be honored, but at least you’re trying.
Improve IT Services
IT problems tend to be something that a lot of businesses have a problem with, and if there are problems with your equipment and staff workstations, then you’ll find productivity levels are going to dip. Staff need to be able to get on with their work with little distractions or disruptions. Otherwise, you’ll find the concentration for them to continue with their work will be severely depleted. IT services & support are in constant supply, so if your current situation isn’t working for you, look at other companies who might be able to help.
Encourage A Work-Life Balance
A work-life balance is one thing that many of your staff members will probably want in life. After all, we spend so much of our time working, it’s important that we are able to get the most out of life outside of work too. Try to encourage a better work-life balance and change the benefits that some of your staff might not currently be getting. A mental health day can be good for those who need a break every now and then to reset the batteries. Being flexible with working from home can also help.
Assist With Company Progression
Company progression might be on the cards for some of your employees, and so if they wish to rise through the ranks, it’s good to help them in whatever way possible. That might be offering them extra training or courses to improve their resume, and it might also be offering promotions and career opportunities both inside and out of the company.
Supporting your staff as a company is important to maintaining happiness levels and overall job satisfaction. So, keep working on ways to make the working environment better. Improve job prospects and encourage a good balance of work and personal life. Improve what’s not working properly and listen to their needs whenever you can.
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If you’ve never heard of a mentorship program, look no further.
Mentorship programs are often overlooked by business owners because they’re seen as an expense instead of a beneficial investment. You should understand the importance of mentorship because it will help you and your company.
Mentors can provide a plethora of benefits to employees and business owners that allow them to make better decisions and improve their workspace. This will allow any business owner to earn more money in the long run.
Keep on reading to learn more about mentorship programs and what they can do for your business!
What Is a Mentor?
A mentor is someone that can enter a company and guide both the employees and owners. They act as the eyes and ears of the operations because they’re constantly involved with employees and see what goes on daily.
Depending on the size of a company, there may be multiple mentors. The more employees you have, the more mentors you’ll want so that everyone can get mentored equally.
Mentors typically go to school to learn how to deal with people. They’re effective at providing support to others and giving business recommendations when needed. You can learn more about the experience that mentors have if you’re interested in hiring them.
Asking Questions and Getting Advice
One of the main benefits of mentorship programs is that they allow employees to ask a question and get advice whenever they need assistance.
Many employees, especially newer ones, struggle to get the hang of things when they enter a new job. This is because they’ll go through a standard training procedure that all employees do and will be expected to start working efficiently right away.
The problem with this is that each role needs to be trained in a certain way so that employees aren’t confused about what their job is.
Bringing in someone to mentor employees will ensure that they do their jobs consistently and effectively because they’ll have someone that’s always available to answer questions.
Receiving a Different Perspective
It’s important to hear from another perspective before deciding to do something because it helps you guarantee that what you’re doing makes sense.
One of the mentorship program goals that most programs have is to provide unbiased and useful information. Whether a business owner or an employee is looking to hear from someone else, a mentor can give them their thoughts and explain other scenarios.
Improving Key Skills
The main purpose of mentoring is to guide someone through a process by helping them improve their key skills.
If you have a new IT employee that doesn’t know how to repair a broken motherboard, a mentor can show them what they need to do. In this case, the mentor would act as a trainer.
Should your employees constantly complain about not knowing how to do things, your mentors will tell you how you can make the training process better.
Venting with a Trusted Person
Although a mentor will often assist employees with tasks, they’ll also be a person that employees can go to when they want to vent. If an employee feels as though they can’t express themselves, you’ll usually see a decline in their work because they’ll feel stressed.
Similar to a counselor-patient relationship, mentors won’t disclose the personal information that’s shared between them and the person they’re mentoring.
Expanding Networks
Mentors give employees and business owners the opportunity to expand their networks by introducing them to new people. Most mentors have worked with several companies, so they can give you contact details and mention you to others.
Even inside a business, a mentor can expand a new employee’s network by introducing them to other coworkers. It’s common for employees to not know everyone within a company, especially if it’s larger.
This benefits business owners because they can start partnering with other companies, and it benefits employees because they’ll be able to interact with more people and feel included.
Methods and Strategies
Every business has a set of methods and strategies that they employ to fulfill their services. A mentor can drill these things into employees, making them better employees as they won’t feel lost when they’re working.
If a strategy is outdated or isn’t working as effectively as it should, mentors will make recommendations to improve the system. They’ll have a better idea of what’s working because they’ll be interacting with various employees daily.
Confidence to Make Better Decisions
Having a mentor gives employees the confidence to make better decisions because they’ll know they can fall back on someone if they mess up.
Their guidance encourages employees to make bolder decisions, even if there’s a lot of risks involved. They’ll do the same with a business owner that’s struggling to decide on something.
Start Looking Into Mentorship Programs Today
Investing in a mentorship program is one of the best things you can do as a business owner because you’ll save a lot of time and money in the process. Instead of having to deal with employees when they’re stressed or don’t know what to do on the job, a mentor will take care of that.
If you own a business, we encourage you to start looking into mentorship programs in your area to help you take your business to another level. You’ll quickly notice that the company is more productive, ultimately allowing you to maximize your profits.
Browse our articles to learn more about mentorship programs and other business ideas.
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Any business should consider the mental wellbeing of its employees. Work is stressful enough without people having to deal with the outrageous behaviors of others. Major depression and burnout cost companies billions of dollars every year. In this context, the stress in the workplace is not something to neglect. From a legal standpoint, employees have the right to sue a business for emotional distress. Here is what you need to know.
Employers Have Double Legal Duties
As an employer, you have the legal duty to avoid inflicting emotional distress to other people. You must use reasonable care to prevent such issues. You are responsible for all your employees’ conduct. Say an employee causes emotional distress to another employee or a client. If you knew and did nothing about it, you are vulnerable to a lawsuit.
Making the Difference between Legal Types of Emotional Distress Cases
An employer must follow the letter of the law and its spirit. You may do everything right and face legal exposure. Some of your employees may have asked themselves, “can you sue for emotional distress” at least once. The answer is “yes,” but it depends on the situation. Most people will not sue you because you are annoying as a person. They will if:
you are a negligent manager;
engage in reckless/outrageous behavior towards them;
your management led to workplace accidents and injuries;
you ignore their complaints.
With burnout syndrome, depression, or sexual harassment, the law is intricate. In this context, you need to know the difference between NIED and IIED.
The best way to move forward is to hire legal aid. It may be hard as a small business to find the right law firm. But, it will save you money in the long term. Most likely, it will protect your reputation.
NIED – Negligent Infliction of Emotional Distress
Employees can sue for NIED when someone else’s negligence leads to their emotional distress. The proof varies from state to state. These are the general provisions when making a case:
The employee must prove that the defendant (employer) engaged in a negligent activity.
The employer is open to an NIED suit if he/she willfully violated a statutory duty.
The plaintiff suffered significant emotional distress (as described by the law). They must prove its occurrence, persistence, symptoms, etc.
The plaintiff’s emotional distress is a direct consequence of the defendant’s negligence.
Example: Employees can sue within an NIED framework if a piece of equipment fell and nearly crashed them.
IIED – Intentional Infliction of Emotional Distress
Bad behavior opens the door to an IIED suit. There are no guidelines on what represents extreme, reckless, or outrageous behavior. It is why IIED is hard to prove in court. Don’t misjudge the courts and lawyers, though. An IIED claim must target conducts that go beyond the usual workplace insults, threats, or annoyances. They should not exist, either, but they do not pack a big punch in court. What comes with heavyweight is the following combination of factual elements:
The employer/their agent’s conduct was deliberate and reckless. And there is proof to back up this claim.
The defendant/their agent engaged in extreme or outrageous behavior (and the plaintiff can prove).
This conduct led to an employee’s emotional distress.
The employee can prove the causality and the severity of the distress.
Example: You are open to IIED claims if you neglected an employee’s complaints regarding sexual harassment. Your failure to respond to numerous notices for months will most likely put you in the defendant’s chair.
In IIED claims, fright or shame can fall under the umbrella of “emotional distress.” As we said above, you are responsible for the conduct of all your employees. Consider promoting a safe working environment. Remove any risks of sexual harassment, bullying, shaming, emotional abuse, social isolation, etc.
Can You Put a Price on Your Employees’ Feelings?
If an employee wins an NIED or an IIED claim, you have to pay for damages. The payment is relative to the severity of the emotional injury. You should consider legal advice in such cases, even if you are a small business. Many NIED and IIED cases settle outside of court. You need to know your rights, your employees’ rights, and the methods you have to make their lives better and safer.
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Roberta Matuson, THE TALENT MAXIMIZER ®, is the President of 
If you’ve never heard of a mentorship program, look no further.
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