Strategies that CISOs need to retain talent

Losing a great employee is a clear detriment to the operational efficiency of any cyber security organization. The detrimental effects are innumerable - declines in morale, employees dealing with balancing extra workloads, and the list can go on.

In addition, the entire recruitment and integration process is tedious and expensive, which is only exacerbated by the growing skills gap in cybersecurity. In the case of cybersecurity, security teams CISO they are made up of hard-to-find talents who are being contacted almost daily about new career opportunities.

However, it would be a mistake to focus on how to navigate a retention plan before you clearly understand why good employees leave. Unraveling the main reasons that lead employees to find other opportunities is the first step in ensuring that your organization is prepared to keep the best performance satisfied and successful. Below are some of the most common reasons for employee turnover within an organization.

Employee Turnover - Causes

Talent acquisition and retention is the 'driver' most often cited for IT diversity and cybersecurity initiatives, identified by 32% of respondents. This suggests that companies are looking to increase the recruitment pool for these positions in light of skills shortages in cybersecurity. Another finding highlights this dynamic: 26% of respondents report that more than a fifth of their companies' current total job openings are for IT and / or positions related to cybersecurity.

  • Boredom. The number of unemployed and mentally unstimulated employees is surprisingly on the rise. 53% of employees across the workforce do the bare minimum in their jobs - which could seriously harm your organization if those employees are in charge of cybersecurity efforts.
  • Maladministration. Often, when employees resign, some kind of administrative inefficiency may be at stake. Employees who feel ignored, undervalued and like they don't have an open line of communication with their managers are more likely to look for jobs elsewhere. In addition, managers who ignore their employees can diminish company culture and team morale.
  • No opportunity for growth. The best performers will leave when they feel that their personal career goals and advances have not been achieved or, worse, are impossible to achieve in a given company. It is wise to understand that not all employees who contribute individually will want to pass on to management, so a variety of career paths must be discussed and made available.

There are a number of mistakes that can be made that cause fantastic employees to leave, but having an empathetic and introspective view of what can be done in the company and with employees is the first step in ensuring that your best talents are happy for the long term. Take a look at our CISO Hiring Guide for Integrating, Engaging and Retaining High-Value Security Professionals to learn more about retaining high-level cybersecurity talent.

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