Page 47 - Cyber Defense eMagazine August 2023

P. 47

Employee burnout in the cybersecurity field is detrimental for several reasons. It leads to increased
mistakes as overworked cyber defenders tend to overlook essential details, it causes a lack of motivation
needed to come up with critical solutions, and it results in higher resignation rates that trigger further
burnout, as teams don’t have the workforce to complete all the tasks needed for a job that runs 24/7.

The talent shortage within the cybersecurity industry continues to be a persistent issue and was cited as
a top reason for burnout among cybersecurity professionals. There are nearly 770,000 unfilled
cybersecurity positions in the U.S alone. When there’s a gap in the workforce, employee burnout tends
to increase. When teams are left with an insufficient number of cyber defenders, those remaining are
expected to work in multiple different roles, sometimes more than they can handle. This often means
signs of stress and burnout are ignored, and it leaves no room for career growth. Leaders that prioritize
work over their employees’ wellbeing will eventually create an unproductive work environment where
employees will disengage or leave.

Other key contributors to burnout are inefficient work processes. There are often too many security tools
and too little communication among teams. Tools that are not integrated increase frustration, as additional
unnecessary steps may be required to complete a single task on list that keeps growing. Traditionally,
information technology (IT) and security departments have operated in rigid silos, with cybersecurity
working behind closed doors in solitary environments and, as a result, creating a fragmented security
framework. This lack of integration creates challenges for teams as they are reacting to changes in IT
solutions and policies being implemented, making it harder to operate efficiently.

Cyber security workplace burnout is not an unsolvable problem; there are ways to address them.
Following are the measures that organizations can adopt and educate their customers about it as well.

Re-evaluate and Better your Recruiting processes - This means recruiters should prioritize specific
characteristics and soft skills, such as critical thinking, communication and problem-solving, that make a
great cybersecurity professional rather than wait for the perfect resume. This will expand the talent pool
and encourage innovative ideas essential for solving today’s significant cybersecurity challenges.

Better training programs – Help the potential recruits develop the necessary skills for the job while
emphasizing the education of their employees. Even for those with years of experience in cybersecurity,
education is a constant aspect of the job, especially as the threat landscape continues to evolve. One of
the most effective methods is to use phishing simulations and exercises. These can help employees
understand the importance of cyber security and the potential consequences of a breach.

Creating a positive work environment – attracts and retains talent is equally vital to recruiting talent. A
people-first culture where team members feel empowered and prepared to face whatever threats they
encounter is the ultimate solution. Leaders should encourage employees to try new projects and roles
and voice their opinion on what needs to shift, whether it be team structure, changes to work schedules,
or training opportunities.

Use security automation to enhance human analysts - Humans are the weakest link in any organization’s
security posture. No matter how many technological security layers you have in place, it only takes one
person to click on a malicious link or open a malicious attachment to potentially bring down your entire

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