How to Stop Security Guard Turnover from Killing Your Profits

The security guard industry runs on a revolving door. Some firms lose 300% of their workforce in a single year, forcing firms into a position where they’re spending all their time, money, and energy on recruiting.

Guards leave for various reasons. Long hours and low pay are just the tip of the iceberg, as few companies offer viable career paths, benefits, or other incentives to keep their workforces engaged.

Recruiting is costly. Whether your firm handles recruitment in-house, uses a staffing service, or advertises on job boards, it all adds up. Some sources estimate the cost of recruiting a single guard can be up to one-third of their first year’s salary—and there’s no guarantee they’ll even last that long if they’re not making a living wage.

Which brings us to the next conundrum.

The cost of living continues to rise. Wages must support a worker’s needs, or it’s not sustainable. However, to provide higher salaries, companies must either raise their fees or sacrifice a portion of their already slim margin. Neither scenario is ideal. Raising your fees rarely goes over well with clients, and some may see it as a barrier to continuing with your service.

Even though you’ve had a solid, long-term client relationship, their budget may not support continuity, so you’re faced with additional costs in client acquisition.

Fortunately, there is a viable solution. In a word: retention.

Retention is the only real path to profitability, and today we’ll outline the tools and strategies firms can implement to improve guard retention, boost employee engagement, and secure your bottom line.

Retention vs. Recruitment: It’s Where the Smart Money Is

It’s simple math: spend $100 a year on training or $3000 (or more) on recruiting and training a new guard. Multiply that last number by as many times as you’ll lose a guard during the year for any reason, and the picture comes into clearer focus.

Sure, recruitment may fill an empty spot on the schedule, but retention builds stability, and that’s what clients want and are willing to pay for.

Here are a few tried-and-true retention strategies that you can implement immediately.

1.     Build a real career path

Guards don’t typically leave because they hate the work. They leave because they don’t see a future in it. A static role with limited prospects can cause employees to disengage from the company and their work. Sooner or later, they will leave.

If you create clear, visible pathways to career growth, you can hold their attention—and attract career-minded individuals with talent and potential. If new guards see that they can advance to supervisory positions, field managers, training officers, or go into specialty services, like technology, cyber, or command center positions, they’ll be more inclined to stay.

Of course, these jobs don’t just appear. They require adequate training, experience, and support. Providing that training is something you can do through self-paced online courses. It’s low-cost, leverages a guard’s natural drive and initiative, and has the added benefit of strengthening your guard force from within. Guards will stay where they feel valued, and training and career pathing are excellent ways to achieve this.

2.     Invest in continuous/continuing training

Training is required for compliance, but it’s also critical to a guard’s confidence on the job. A well-trained guard doesn’t hesitate in high-pressure environments; they know exactly what to do, how to respond, and the steps they need to take to ensure all legal and ethical protocols are followed.

In addition to initial training, whether your state requires it or not, skills-based refreshers and continuing education are vital. Guards who receive ongoing training feel more capable, respected, and valued. They make fewer mistakes, reduce the company’s risk and liability, and tend to stay in the job longer.

These benefits also extend to the client side. When a client is confident that your guards will act consistently and lawfully, they associate that professionalism with your brand—and here is where you can confidently raise your rates to reflect that status. Premium service merits premium fees, and many clients will pay for that peace of mind.

Online training is affordable. Your reputation will grow, and you’ll be able to afford to pay your loyal guards a better wage because of it.

3.     Make wages sustainable (and smart)

We can’t talk about retention without mentioning wages. Pay must be sustainable. If it doesn’t support the cost of living, you’re bound to lose employees, no matter how much they love the job.

Wage increases don’t have to be arbitrary. After all, everybody has to start somewhere. Instead of automatic raises, consider rewarding employees for their longevity and reliability. Incentive-based bonuses tied to performance will motivate guards to stay on and improve.

Consider offering premium pay for specialties or certifications that require additional training or expertise. Every dollar spent here saves multiple times the cost in attrition, training, and all the administrative overhead associated with recruitment.

4.     Improve supervisor relationships

In many cases, employees don’t quit because they dislike the company; they leave because they can no longer tolerate their supervisor. A toxic situation in the field can derail even the best-laid retention plans.

While you’re training your guards, be sure to give extra attention to your supervisors and management. The feels—good and bad tend to trickle down from above. Supervisors must be trained to lead, not just manage schedules and hand out discipline.

Soft skills are critical here: communication, empathy, respect, and recognition go a long way. Guards who feel heard and recognized are far more likely to stay. Fortunately, these skills can also be trained, refreshed, and updated over time.

5.     Recognize and reward performance

You don’t have to throw a parade to make an employee feel valued, but you should ensure they are recognized by the entire team, especially for exemplary service. Think about “Guard of the Month” recognition, do a shout-out in the company newsletter, or offer small prizes or bonuses for outstanding service.

Public recognition communicates the firm’s culture and brings people together, even if they tend to work in solo posts. It shows that you notice the good work people do and that you value it.

For larger firms, Defencify Academy provides pins and certificates for completing training levels. Awarding these accolades at weekly meetings gives the team a chance to celebrate and encourages employees who have not yet reached those milestones to strive for them, so they too can be recognized.

The ROI of Guard Retention

Every security firm tracks client retention, but we’d wager employee retention is just as critical. Well-trained, experienced guards offer greater stability, reduced incidents, and build stronger client trust. These are the elements that translate to contract renewals, referrals, and higher margins overall.

Bottom line: retention isn’t just about keeping people happy; it’s a strategic investment that grows in value over time. So, when you’re ready to turn that revolving door into a loyal, reliable workforce, explore our guard training modules today.