The cybersecurity team of the company is responsible for keeping the company’s infrastructure and data safe. However, this only occurs when the employees that businesses manage are fully engaged in their tasks. Burnout is common in cybersecurity roles, according to many businesses. It’s understandable, given the stress and strain that come with the job. As a result, employee satisfaction has become a major cybersecurity concern.
According to the 2021 VMWare Global Incident Response Threat Report, 65% of cybersecurity personnel who experienced high stress or burnout in the previous 12 months considered quitting their jobs as a result. Business leaders should try to reduce employee stress and enhance employee engagement in their work.
Also Read: Regulations and Compliance: Important Elements to Deal with Current Threat Landscape
Here are three ideas for keeping the team motivated and productive.
On-call schedules should be rotated
On-call work can be exhausting and time-consuming, lowering employee satisfaction. While it is a necessary component of the job, it is also a major contributor to burnout. Leaders should collaborate with their employees to develop a schedule that includes a balanced mix of nights and weekends. Business leaders should take turns being on call during the holidays so that no one is stranded for the entire period. Managers should also keep a close eye on the rotation. If one employee appears to be taking on more than their fair share of on-call shifts, meet with them to discuss how the load may be distributed more evenly throughout the team.
Mandatory paid time off (PTO)
Companies should establish and promote mandatory vacation and paid time off policies. Many businesses are experiencing an upsurge in cyber-attacks and available positions. As a result, it’s simple for employees to skip vacations. This is especially true if they believe it will require them to work long hours before and after they leave. Employees should disconnect from work as much as possible when on vacation so that their coworkers feel free to do the same.
Leaders should create a plan for covering each role to encourage their team to take their vacation time. Employees won’t have to return to a mountain of work or deal with frantic phone calls while they are away from the workplace this way. Leaders must inquire about employees’ vacation plans on a frequent basis. Also, they should make a schedule that balances work and personal time to ensure that everyone’s plans are in sync. Leaders can also hold employees accountable for taking time off by mentioning it in their performance assessments as a goal.
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Meaning increases employee satisfaction
Business executives should inquire about projects that attract team members during conversations with them. After that, seek possibilities that are related to their passions. Moreover, they should keep an eye out for ways to assist an employee in making the connections they need to eventually move into a career outside of the department. Leaders should consider each person’s career aspirations as well as their key responsibilities when assigning projects and tasks. They will be more involved in their work if they have more meaningful initiatives to work on, even if the tasks are less fun.
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