How Can Employers Retain Cybersecurity Talent Amidst Rising Job Changes?

Is your cybersecurity team at risk of a mass exodus? If Gartner’s predictions are anything to go by, nearly half of cybersecurity leaders could be changing jobs by 2025.

Alarmingly, 25% may even switch to different roles entirely¹, primarily due to workplace stress. We believe that losing cybersecurity professionals poses a significant risk to your organization’s safety and success.

So what can employers do to retain their invaluable cybersecurity talent?

6 Tips to Retain Cybersecurity Talent: A Handy Table

We’ve summarized 6 key strategies you can implement to retain your cybersecurity professionals.

These are tried-and-tested approaches that have been effective in reducing attrition and improving job satisfaction.

Strategy	Explanation
Supportive Work Culture	Foster an environment where cybersecurity professionals feel valued and supported.
Career Development Plans	Offer training programs and career growth opportunities tailored to individual needs.
Competitive Compensation	Ensure that your compensation packages are at par with industry standards.
Flexibility	Give them the flexibility to manage work-life balance.
Recognition	Regularly recognize and reward achievements to boost morale.
Stress Management Programs	Offer mindfulness and stress management resources.

Why Are Cybersecurity Professionals Leaving?

First, let’s understand the root causes. Deepti Gopal², Director Analyst at Gartner, points out that cybersecurity professionals are under extreme stress. Think of the Threat Intelligence department, DFIR team and the cybersecurity experts that keep things running.

The job essentially has two outcomes: either they successfully defend against cyberattacks, or they don’t. This black-and-white scenario creates a high-stress environment that affects decision-making and overall performance. Now add to this the constant chance of being hit by ransomware or a successful phishing attack.

In addition, poor organizational culture contributes to burnout and voluntary attrition. A lack of executive support and a compliance-centric approach indicate that an organization doesn’t value security risk management. Don’t you think it’s high time to change this?

Actionable Steps for Employers

1. Executive Support: Extend full executive support to your cybersecurity team, highlighting that their role is crucial for the organization’s success.
2. Open Communication: Encourage open dialogue about challenges and stressors faced by the team.
3. Insider Risk Programs: Adopt formal programs to manage insider risk, focusing on proactive identification and guidance rather than punishment.

The Human Factor in Cybersecurity Incidents

It’s not just about the tech; it’s also about the people. Gartner predicts that by 2025, human failure will be responsible for over half of all significant cyber incidents.

The survey reveals that 69% of employees³ have bypassed their organization’s cybersecurity guidance in the past year.

Paul Furtado, VP Analyst at Gartner, highlights that insider risk is a growing concern and that traditional cybersecurity tools have limited visibility into threats from within.

By addressing the concerns of your cybersecurity professionals and providing a supportive work environment, you can mitigate the risks of losing valuable talent. After all, you don’t want to be part of the statistics, do you?

1. https://www.gartner.com/en/newsroom/press-releases/2023-02-22-gartner-predicts-nearly-half-of-cybersecurity-leaders-will-change-jobs-by-2025 ↩︎
2. https://www.linkedin.com/in/deepti-gopal/ ↩︎
3. https://techwireasia.com/2023/04/should-cybersecurity-training-for-employees-be-made-mandatory/ ↩︎