An organization’s approach to cybersecurity is just as crucial as the actions taken to prevent cyber attacks. In times of crisis, the blame game tends to prevail. With the rise in litigation fears, the innate desire to determine who is at fault, and the increasing number of attacks, business and security leaders must decide whether to foster a blame-free culture or not.
Mistakes are bound to happen, but when combined with fear, shame, and guilt, employees face a difficult choice: should they report the incident or keep it to themselves? This decision is heavily influenced by a company’s values and ideology. According to a 2022 Gigamon survey, 94% of IT and security leaders worldwide believe that a blame culture can deter the prompt reporting of incidents. But what exactly is a blame culture, and what impact does it have on our well-being?
The Oxford Review defines blame culture as an environment where individuals or groups are frequently singled out, criticized, and blamed for mistakes and errors. This creates an atmosphere where employees are reluctant to accept responsibility for their actions, fearing criticism and reprimands from their superiors.
In the world of cybersecurity, for example, if an employee falls victim to a phishing email and compromises a company’s data, they may face severe consequences such as termination or hefty fines. If a company has a strict policy that punishes professionals for their mistakes, employees may be less inclined to admit their errors, thus increasing the overall risk for the organization. Additionally, cybersecurity professionals themselves may feel compelled to work longer hours to ensure system security and avoid such risks. This can lead to burnout and create an unhealthy work environment, as highlighted in a 2020 Nominet survey that found 95% of CISOs worked more than their contracted hours.
Renske Galema, Area Vice President Northern Europe at CyberArk, explains further the problems with a blame culture, stating that while blaming employees might offer short-term relief for businesses, it has a negative long-term impact on cybersecurity. It discourages employees from reporting cyber mistakes and delays the company’s ability to mitigate damage. Galema emphasizes that instead of seeking someone to blame, organizations should focus on maintaining tight security programs, particularly identity security.
The negative effects of a blame culture extend beyond cybersecurity and impact employee well-being. Dr. Paras Patel, Chief Scientific Officer at The Zensory, emphasizes that blame-ridden environments often lack constructive support or solutions. Employees work in a self-preservative manner to avoid shame or blame, hiding their mistakes instead of learning from them. This toxic culture can lead to high levels of stress, anxiety, and depression, as well as feelings of worthlessness and inadequacy. Fear of failure may hinder personal and professional growth, while blame and shame erode teamwork and mutual respect, creating a breakdown in relationships. Chronic exposure to guilt and shame can result in burnout and negatively impact both physical and mental health.
However, a culture free of blame does not imply a culture free of responsibility. Paul Baird, Chief Technical Security Officer EMEA at Qualys, stresses the importance of distinguishing between responsibility and blame to foster a healthy and productive organizational culture. Responsibility involves being accountable for one’s actions, acknowledging consequences, and taking steps to rectify or improve situations. It is essential for personal and professional growth, allowing individuals to learn from experiences and contribute positively to the organization’s progress. He warns against misusing responsibility as a tool for blame, as this creates an environment of distrust and anxiety. Instead, he suggests viewing responsibility as a character builder that develops resilience, problem-solving skills, and a sense of ownership.
In conclusion, creating a positive culture where individuals feel comfortable owning up to mistakes not only has positive well-being effects for employees but also has a significant impact on organizations. It promotes accountability, growth, and a supportive work environment, ultimately enhancing cybersecurity measures and overall success. By rejecting the blame game and fostering a culture of responsibility, organizations can adapt and respond to cybersecurity challenges more effectively.