You’re struggling to retain employees. What’s the best way to keep them?

Offer them a 'stay' bonus instead of a 'leave' bonus. I find that the key to retaining employees is fostering a culture of appreciation and growth. When individuals feel valued for their contributions and see opportunities for development within the organization, they're more likely to stay committed and engaged.

Offering flexible work options is crucial in retaining employees. In today's dynamic work landscape, employees seek balance between work and personal life. By providing options like remote work or flexible hours, companies show they value employee well-being and productivity over traditional constraints. This fosters loyalty, boosts morale, and attracts top talent. Embracing flexibility is key to retaining a satisfied and motivated workforce.

If you are losing employees then I suggest the first step you should do is ask yourself what the problem is ? (it might very well be you) Cybersecurity is already a stressful job and you need to make sure you are not adding to it which is have employees are leaving the company. Reach out to your staff and find out what the core reason is before you propose a solution that does not fix the underlying issue

Ensure that your employees are fairly compensated for their work. This includes salary, bonuses, and benefits such as health insurance, retirement plans, and paid time off. Competitive compensation packages can attract top talent and encourage employees to stay with the company.

To retain employees, prioritize their professional development by offering training programs and opportunities for growth within the company. Foster a positive work culture by recognizing and rewarding their contributions regularly. Implement flexible work arrangements to accommodate their needs and maintain a healthy work-life balance. Humorously, "The only thing worse than training employees and losing them is not training them and keeping them." - Zig Ziglar. Remember, "Take care of your employees, and they'll take care of your business." - Richard Branson.

Recognize and appreciate employees for their hard work and contributions. This could be through verbal praise, employee recognition programs, or rewards and incentives.

Continuous feedback and recognition are vital for retaining employees. Regular feedback helps employees understand their strengths and areas for improvement, fostering growth and engagement. Recognition reinforces positive behavior and accomplishments, boosting morale and job satisfaction. By prioritizing these practices, companies can create a culture of appreciation and support, leading to increased employee retention and overall success.

Try to provide diverse experiences to you employees while working for your organisation. This can help you and them to improve strategically and technically for measurable outputs

Try to provide diverse experiences to you employees while working for your organisation. This can help you and them to improve strategically and technically for measurable outputs

Algunos puntos claves para visibilizar el trabajo de IT en general. 1. Establecer un Sistema de Retroalimentación Continua - Revisión de desempeño regular - Encuestas y cajas de sugerencias 2. Fomentar la Retroalimentación de 360 Grados - Involucra a todos los niveles - Herramientas de feedback en tiempo real 3. Personalizar el Reconocimiento - Reconoce logros específicos - Diversifica las formas de reconocimiento 4. Crear Oportunidades para el Crecimiento y el Desarrollo - Vincula la retroalimentación con oportunidades de desarrollo - Planes de desarrollo personalizados 5. Cultivar un Ambiente de Apoyo - Fomenta la mentalidad de crecimiento - Celebra los éxitos en equipo

Investing in training and development is paramount for retaining employees. Not only does it enhance their skills and productivity, but it also fosters loyalty and engagement. Employees feel valued when provided with opportunities to grow professionally, leading to higher job satisfaction and lower turnover rates. Ultimately, prioritizing training and development creates a win-win situation for both employees and employers, driving long-term success.

This question comes on nearly all of these help topics and for good reason. Continuous learning and skill development is a Requirement within this field. Technology is constantly changing and so must we.

Existen muchas alternativas de formación y capacitación online que son excelentes opciones para actualizar y potenciar los conocimientos de la plantilla o grupo de trabajo. Promover certificaciones con reembolso considero que es muy buena iniciativa para estimular el arraigo de tu personal a cargo.

To keep employees, invest in training and development. Offer chances to improve skills, advance in a job, and grow as a person. Offer access to workshops, certifications, and mentoring programs. Keep employees learning to keep them interested and motivated. If you help your employees grow, it shows that you care about their success. This makes them happier and more loyal, which helps them stay in their job longer and make the company stronger.

No todos los entornos ni todos los equipos tienen las misma necesidades ni están expuestos a los mismos riesgos, así que lo más importante es diseñar un plan específico. Para ello te dejo estos siguientes puntos de referencia. 1. Identificar Necesidades de Capacitación - Análisis de habilidades - Encuestas y entrevistas 2. Diseñar Programas de Formación Personalizados - Capacitación a medida - Aprendizaje mixto 3. Ofrecer Oportunidades de Desarrollo Profesional - Planes de carrera - Mentoría y coaching 4. Promover el Aprendizaje Continuo - Cultura de aprendizaje - Recursos de aprendizaje 5. Integrar la Formación con la Estrategia Empresarial - Alineación con objetivos empresariales Y por último, ir ajustando el programa continuamente.

Burnout is a common reason for employee turnover, especially in high-stress industries like cybersecurity. Encourage a healthy work-life balance by offering flexible work arrangements, such as remote work options or flexible hours. Provide sufficient time off and encourage employees to disconnect from work during non-working hours to recharge and prevent burnout.

Promoting a healthy work environment is paramount for retaining employees. By fostering a culture of well-being, companies show genuine care for their staff, enhancing morale and loyalty. Encouraging work-life balance, providing mental health support, and prioritizing open communication cultivates a positive atmosphere where employees feel valued and motivated to stay long-term. Ultimately, investing in employee well-being is investing in the company's success.

Make sure that workloads are reasonable. Check on your team often. Show respect and appreciation. Listen to your staff. Set reasonable deadlines.

Algunas recomendaciones para lograr una buena salud mental. 1. Fomentar una Cultura de Confianza, Respeto y Comunicación - Cultura de puertas abiertas - Reuniones regulares de bienestar - Capacitación en habilidades de comunicación 2. Proveer Herramientas y Recursos para Manejar el Estrés y la Carga de Trabajo - Acceso a plataformas de bienestar - Talleres de manejo del tiempo y del estrés - Espacios de trabajo flexibles 3. Incentivar la Adopción de Hábitos Saludables - Programas de bienestar físico - Educación sobre salud y nutrición - Espacios para pausas activas 4. Promover el Equilibrio entre el Trabajo y la Vida Personal 5. Crear un Ambiente de Trabajo Físicamente Saludable - Estaciones de trabajo ergonómicas

In my view, involving employees in decision-making is key to boosting retention. When employees feel valued and have a voice in shaping their work environment, they become more invested in the company's success. This fosters a sense of ownership and loyalty, leading to higher job satisfaction and decreased turnover rates. Ultimately, empowering employees breeds a culture of collaboration and engagement, benefiting both individuals and the organization as a whole.

At least make sure to get their input on suggestions when making a decision. There isn't usually any good reason to cut the stakeholders out from being able to contribute their thoughts.

Involucrar a los empleados en la toma de decisiones es una estrategia poderosa para aumentar su compromiso, satisfacción y sentido de pertenencia. Es particularmente importante en el campo de la ciberseguridad, donde los empleados poseen conocimientos especializados cruciales para la protección de la organización. 1. Establece Grupos de Trabajo o Comités de Ciberseguridad 2. Promueve Sesiones de Brainstorming y Talleres 3. Utiliza Encuestas y Cajas de Sugerencias 4. Implementa un Proceso de Revisión de Políticas Participativo 5. Facilita la Participación en Decisiones Estratégicas 6. Reconoce y Actúa según las Contribuciones 7. Fomenta la Cultura de Propiedad y Responsabilidad

From the insights I've been collecting on the topic, this is a topic of great concern, namely in technical areas. Companies invest in training talent, employees start motivated but younger generations seem to have more resistance in leaving their confort zones. As such, they keep doing the same things for too much time until they reach the point of demotivation. It's a challenge for employers but the best strategy seems to keep them committed by the purpose of their jobs and impact of their associated wins/losses. More money doesn't seem the be the most prevalent driver for motivation anymore.

Trust them & give them a free hand to work independently, Coach them, be available for them when they need you, have their back when things go wrong.

1. Pile on more work with no additional compensation or support. Employees just love being overwhelmed and burned out! 2. Micromanage every aspect of their lives. Nothing builds loyalty like stripping away all autonomy and trust. 3. Promote a toxic culture of favoritism, gossip, and throw away healthy work environments 4. Ignore requests for better work-life balance or professional development 5. Promises of future rewards but never actually follow through 6. Respond to any concerns with superiority and favoritism 7. Hire only your connections and avoid internal talent. Promote your favorites and avoid awards based on expertise and deliverables Avoid all of the above, and always remember that cybersecurity demands only deep expertise

Cyber is a field where you can not work of you have stressful environment. This environment can help you solve problems and also find the solutions. You can lose alot of good employees by just putting pressure on them. This will force them to leave the company. So this means that you just have to work them according to their will. That's it.

A toxic work environment can significantly impact employee morale and motivation, leading to higher turnover rates. Foster a positive and inclusive workplace culture where employees feel valued, respected, and supported. Encourage open communication, collaboration, and feedback, and address any issues or conflicts promptly and transparently.

As a last effort, offer them to work as and external (freelancer / contractor). I saw many success stories where such a step solved multi-year struggles and become a win-win situation. Worth the consideration even by going slightly against the respective internal status quo (P&O/HR).