What do you do if your Cybersecurity employees are disengaged and leaving?

It is crucial to address underlying issues promptly. Start by conducting exit interviews to understand reasons for dissatisfaction. Improve communication, provide professional development opportunities, offer challenging projects, ensure work-life balance, recognize achievements, and foster a positive work culture. Revise compensation and benefits packages if necessary. Prioritize employee well-being to enhance retention and maintain a skilled cybersecurity workforce.

To address disengagement in Cybersecurity employees, foster a culture of appreciation and recognition. Organize team-building activities and offer professional development opportunities. Implement flexible work arrangements to enhance work-life balance. Remember, "People don't leave jobs; they leave managers." So, ensure leadership fosters a supportive environment.

It is important to find the root cause. It is important to provide statistics, as well as a survey. It is to analyze the data, visualize the data, summarize it, and submit a report as well. As a result of the above, the causes can be found.

Take immediate action on feedback received. This could involve adjusting workloads, improving work-life balance, or resolving conflicts within the team. Transparently communicate the steps being taken to address these issues to show commitment to change.

I've always being interested in why people resign. Something I've done for a while is ask. They don't need to be my employee but if I see someone from my wider team, once they've left I'll ask why and what could of make a difference in your decision. Most of the time it's one of three things 1) Line management 2) Compensation 3) Lack of career path and/or development. I think options 1 and 2 are expected but 3 is something we can easily put into place for every employee yet most companies do a really poor job on it. Map our career paths, with clear goals and steps to get from one place to the other. It costs very little to do this and gives employees something to focus on.

The PDCA cycle is the basis of business. So is cybersecurity. The same is true for information security management systems. Preventive measures must be taken to avoid repeating the same mistakes.

Learn more about your employees. They might resign due to wage issues, treatment at the office, workload, a better job, to concentrate on family etc. I found out that having an anonymous e-suggestion box worked wonders at my last place of work. We could see a clear coalescence of voice and thoughts towards a particular issue like pay when the economy was getting bad. An open door policy and a space wherein anyone from a director to the cleaner can come in and have a chat with you on any issue can work wonders. Sometimes all people need is acknowledgement of their work and feeling respected by their peers and supervisors. The saying, 'Do unto others as you would have them do unto you' still stands strong.

Once you diagnose the problem, it's time to heal the wounds. Don't just throw band-aid solutions. Here's the tough part: be prepared to make changes. Example: My team once felt overwhelmed by constant alerts and manual tasks. We addressed this by investing in automation tools, freeing them for more strategic work.

Remember the movie "The Avengers"? Even superheroes need a shared vision to defeat the bad guys. The same goes for cybersecurity. Make sure your team understands the bigger picture. How does their work protect the company, its customers, and even everyday people? Example: We created a "Wall of Wins" where we showcased how our work prevented cyberattacks. This gave the team a sense of accomplishment and reinforced the importance of their role.

Imagine that you train as a pilot on a commercial airliner and when you join an airline, you are finally given a role of flight attendant. Is that motivating? Well, the vast majority of companies lack the very basics of cybersecurity. Imagine you trained as an MSc in cybersecurity and instead of doing hardening projects, you do an inventory of assets. I believe there must be an alignment with the IT teams, ensure they do a large chunk of basic infosec tasks and cybersecurity teams come as a consulting and controlling unit that will bring value to the IT teams. Therefore, infosec feels valued and engaged.

Ensure all team members understand how their work contributes to the organization's broader cybersecurity goals. Reiterate the mission and objectives of your cybersecurity efforts, and how each role is vital to achieving success. This alignment can reignite a sense of purpose.

It can be improved by listening to other experts' opinions, not just your own. Innovation is something that can be created by reflecting various opinions and reviewing lifestyle habits.

Recognize and celebrate the diverse backgrounds, skills, and perspectives within your team. Implement mentorship programs or team-building activities that foster inclusion and allow everyone to feel valued and heard.

Diversity has almost become a cliché, but it shouldn’t be. Diversity in all it’s forms, be it culture, nationality, religion, gender, sexuality, etc, leads to diversity of perspective and thought. If you have a business unit where everyone looks alike, sounds alike and acts alike, they will think alike and that isn’t good. You become an echo chamber of your own thoughts. Properly crafted challenge and conflict are the cornerstone of the Socratic method, which leads to more mature and refined thinking. This leads to an ever growing and maturing staff, full of ideas and challenges to those ideas and then refinement.

A team that thinks alike is a team that's easily outsmarted by cybercriminals. Embrace the unique skills and perspectives your team members bring. Example: We had a team of introverts and extroverts. The introverts excelled at research, while the extroverts thrived in client presentations. By valuing both strengths, we formed a well-rounded team.

Cybersecurity threats are constantly evolving. Challenge your team with new projects and learning opportunities. Encourage them to attend conferences and stay ahead of the curve. This keeps the work interesting and fosters a sense of growth. By following these steps, you can transform your cybersecurity team from a frustrated squad to a formidable firewall. Remember, a motivated and valued team is your best defense against the ever-changing threat landscape. Let's work together to build strong cybersecurity teams, one conversation, one innovation, at a time

Challenge your team with new projects and learning opportunities. Encourage innovation by providing time and resources for research and development activities that align with their interests and the organization's security needs.

Anticipating the future is about engaging today. A good manager knows their staff. They know their hopes, dreams and aspirations. They know that some staff want to better themselves, some staff are comfortable and some staff want to leave. A good manager engages on all three levels and determines the best path forward in all three instances. If a staff member truly wants to leave, then a manger should help them leave. Maybe they aren’t a good fit right now, but that won’t necessarily always be true. Better to have a happy ex-employee than an unhappy current employee. They may change and grow or the company may change and grow, and the ex-employee comes back with new skills and enthusiasms. Rarely should a door be completely shut.

To predict the future is based on past data. This requires statistics, data analysis, and data visualization, which requires data science and data analysts.

Do not rely on information, search the Internet and research. Modern society is an information society. We are inundated with information. There is a mixture of harmful and harmless information. It is necessary to be discerning. The importance of learning through online courses. Participate in the community, attend events, and engage in discussions. Subscribe to newsletters and stay up-to-date. Get expert opinion, advice and guidance. Networking. Utilize Linkedin services through social media.

Build a supportive culture that emphasizes mental health and well-being. Consider implementing flexible working arrangements that accommodate different working styles and life commitments. Regularly revisit and adjust your strategies based on feedback and changing dynamics within the cybersecurity industry. Promoting from within whenever possible can also enhance team morale and loyalty.

To start it, stop barking orders at them and stop velvelt bulying them, that helps. It is because of low pay, lack of recognition, poor management, unrealistic expectations, or burnout, living under stress and duress, threats of termination and work overload. Let go the team that runs them, they are the cause, in order to increase their own bonuses they need to show directorship (which colludes wit them all the time) that they made huge savings, guess at whom's expense? Cybersecurity team that works, their expenses, one employee to cover the work of 3 employess, unpaid overtime, bullied (softly) all the time, thratened that "do it or else" or" anybody else dos it, why won't you?" when in reality nobody does it, and they know it very well.