It’s Friday morning before a long weekend and every staff member reports that their computers are down.
Sales associates can’t process credit applications, the marketing department can’t run campaigns, service can’t schedule appointments or order parts — and one prospective buyer just walked out.
The IT department has been working on the problem all day, with minimal progress. And now another roof top is reporting the same problems.
There are two kinds of dealerships in the world:Those that have experienced this scenario and those that will. In both cases, the losses are extraordinary.
And they’re preventable.
Join us at 8 a.m. Tuesday, February 22 as Colorado Springs cybersecurity expert, Todd Cronin,founder/CEO of Ryu Team provides data and insights gathered from incidents Ryu Team has responded to over the years in dealerships nationwide.
Cronin thinks like the threat. His deep experience with the U.S. Air Force, federal R&D and private sector uniquely positions him as an expert on cybersecurity threats — and how to prevent them.
Designed for dealer principals, general managers and controllers, this webinar will keep you informed about the latest cyber threats to the automotive industry — and how to prevent these disruptive attacks with efficient solutions.
Todd Croninis a professional hacker and Founder/CEO of Ryu Team. From his time in the U.S. Air Force, federal research and development and the private sector, Todd has been responsible for securing some of the nation’s most critical infrastructure from stealth aircraft and satellites to public transit and financial applications.
Along with a team of other professional hackers who think like the threat, he now leads the development of cybersecurity programs for auto dealers nationwide — ensuring owners sleep well at night knowing that their reputation and revenue are safe.
From the Legislative Advisory Council to the Denver Auto Show, Annual Convention, Member Services, Colorado Automotive Hall of Fame and Truck Dealer committees, you can make a difference in the direction CADA takes in 2022 and beyond.
We’re open to the ideas, experiences and energy you bring to the table to reimagine events and create new ones. Bring your big-picture vision, thoughts, strategies, techniques, tactics and suggestions to one or more committees that appeal to you.
The Legislative Advisory Council identifies and prioritizes legislative issues that could enhance or negatively affect dealer interests. The Legislative Advisory Council evaluates and discusses each issue, then establishes policy, legislative and regulatory recommendations to the CADA Board for approval.
CADA member dealers who are interested and willing to actively lead and participate at the Colorado state capitol — by personally discussing issues of concern with legislators — are invited to join the Council.
The Denver Auto Show Committee is comprised of dealer members and CADA staff to imagine, re-imagine and plan the largest fundraiser for the Colorado Automobile Dealers Association. The committee discusses the big-picture view of the show and its related events, including the Preview Gala, Green Car Parade and Colorado Car Convoy.
From there, the committee makes recommendations to CADA staff and the Board of Directors, as they oversee the Show from a 10,000-foot-view of the event.
The Annual Convention Committee is comprised of a fun group of member dealers, ranging from owners, principals and general managers to dealership department leaders — including Sales, Service, F&I, Parts and Used Vehicle managers — to imagine and create a CADA Annual Convention that attracts and engages dealerships’ key team leaders.
The committee determines location, dates and activities for the re-imagined, family-friendly event, as well as key speakers and entertainment that will keep dealers and staff returning for more year after year after year.
The Member Services Committee recommends products and services to the Board of Directors for its Endorsed Provider program to CADA members. Member dealers, ranging from owners and general managers, as well as department leaders are invited to join the Member Services Committee, so the products selected and endorsed are products that you yourself currently use and can recommend to others.
Once companies are selected as CADA Endorsed Providers, these companies become a valuable revenue sharing partner with CADA by return a mutually agreed-to financial commitment to the association, based on product/service sales to dealer members.
The Truck Dealer Committee brings together truck dealers from around the state to make recommendations on policy priorities unique to heavy truck and transportation sectors, including transportation funding for the state of Colorado.
For information about any Endorsed Provider's products or services, contact Marsha Temple 303.457.5123 office | 303.589.3801 mobile
HR Concerns for 2022?
Question
We are looking ahead to 2022 and trying to plan out what HR issues our company should be prepared for. What are some of the things our HR dept. should focus on this year?
Answer
In addition to the normal workplace concerns that HR always has to deal with, 2022 will present some new challenges to consider. The effects of the COVID-19 pandemic are still being felt in the workplace and will affect HR in a number of ways. Other top concerns include a focus on diversity, equity and inclusion in the workplace, employee well-being, and the competitive hiring market.
One effect of the pandemic is that some workplaces are just now returning to in-person work after a sudden shift to remote work. Adjusting to working with co-workers in person again may be a challenge for some employees that creates headaches for HR. Planning ahead for this re-adjustment period may smooth the way for returning to in-person work.
You may find that some employees prefer remote work to coming into the office and that others prefer a hybrid approach, with some days spent in the office and some days at home. Working with employees to successfully navigate a hybrid workplace will be a common challenge for HR departments in many industries. The best way to do this will depend on the nature of your particular workplace.
Employers will also need to be aware of required COVID protocols, which continue to evolve based on location and federal, state and local guidelines. One particular issue to pay attention to is the ongoing litigation regarding federal vaccine mandates for large private employers, health care workers and federal contractors. The outcome of those lawsuits, which are expected to be decided by the Supreme Court, will affect many employers across the country. Other employers may be affected by state or local requirements.
Many companies are also focusing efforts in improving diversity, equity and inclusion within the workplace. These efforts include working to increase diversity in hiring so that many different groups are represented in the workplace, ensuring that all employees are fairly compensated and have access to opportunities within the company and fostering a sense of belonging for employees within the company.
Employee well-being in general is something that many employers will be concerned about in 2022. Employees are being increasingly vocal about their needs related to work-life balance, mental and physical health, flexible work, leave for personal and family needs, professional development and finding meaning and personal satisfaction in their work. How to incorporate these things into the workplace culture will be a top priority for 2022.
All of these issues will also affect the continuing challenge of a competitive hiring market. Potential candidates have the ability to be selective about positions they are considering and can expand their job searches geographically thanks to the increase in remote work. Along with more traditional things like compensation and employee benefits, company culture and flexible work options will be a critical selling point if your company is hiring in 2022.
This article is for general information and risk prevention only and should not be considered another other offer of insurance or legal, financial, tax, or other expert advice. The recommendations herein may help reduce, but are not guaranteed to eliminate, any or all losses. The information herein may be subject to, and is not a substitute for, any laws or regulations that may apply. This information is current as of its publication date and is subject to change. Some of the services referenced herein are provided by third parties wholly independent of Federated. Federated provides access to these services with the understanding that neither Federated nor its employees provide legal or other expert advice. All products and services not available in all states. Qualified counsel should be sought with questions specific to your circumstances. All rights reserved.
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