The True Cost of Guard Turnover—and How to Reduce It
Guard turnover is one of the greatest scourges of the security industry. Long hours, low entry-level pay, lack of benefits, and limited career advancement opportunities mean that the average company experiences an annual turnover rate of 100-200%.
Because of this reality, guard firms are constantly recruiting, training, and onboarding new officers. If they don’t stay—and odds on they won’t—that’s a lot of resources down the drain.
When recruits don’t pan out, the costs pile up quickly. We must consider that every new hire is an investment. If and when that individual leaves, the firm’s stake in them leaves with them, and the cycle begins anew.
The Turnover Tax Nobody Talks About
Based on the 100-200% turnover statistic, what does that translate to in dollars and cents?
Staggeringly, large firms with national coverage may lose millions annually to turnover. Though this may not be true for every company, some may see their entire workforce turnover multiple times in a single year, and that’s based on national averages.
The total costs of guard turnover have many components, some of which may not be immediately evident.
Breaking Down the Real Numbers
When you see every line item detailed with a cost attached, it should be impetus enough for guard firms to focus on changing the paradigm. So, what does it cost to lose one guard? Let’s break it down.
• Recruiting. Advertising, screening, conducting interviews, recruitment, and contingency fees can cost up to 30% of a new hire’s salary.
• Training costs range from $500 for basic guard training to $1000 or more for firearms and other specialized training. Numbers and formats vary by state.
• Onboarding costs beyond training include background checks (typically at about $200) and fingerprinting ($15-30).
• Site-specific training is often required, which may take up to two weeks, during which time the guard will not be able to work independently.
• Uniforms and other equipment must be supplied at an average cost of $300 to $700. Although the firm might get it back if the guard leaves, that’s not always the case.
• Overtime costs accumulate, as existing guards must cover shifts until new hires are onboarded and posts are filled.
• Licensing fees include the registration fee, biometrics, and the license itself, which may require specific training. All told, this may cost up to $1000 per recruit.
Hidden costs
• Damaged client relationships are a serious downside of guard turnover. Consider the optics of having a different guard at a post each week. Every time a new officer is placed, it’s like starting from scratch. There’s no continuity, trust is eroded, and safety and service quality suffer.
• Missed billable hours. Staffing issues impact a firm’s ability to grow and will impact the bottom line sooner or later.
• High turnover affects the employer brand, making recruitment efforts less successful and more costly.
• Administrative costs increase due to processing new hires and departures.
Why Guards Leave
Security guards have one of the highest turnover rates of any industry. But why do guards leave in such high numbers? There are many factors involved.
• Low earnings. Guards entering the industry face low entry-level wages, less desirable posts, and an uphill battle to rise above.
• Lack of benefits. Most guard positions either offer few benefits or none at all.
• Bad management can drive guards away faster than low pay. Security often includes challenging posts, unpredictable schedules, and a lot of stress. Good management can help to mitigate these issues; the lack of it will amplify them.
• Inadequate training can erode guard confidence and make them feel poorly equipped to do the job.
• Lack of career options is no impetus to stay in a job. If guards see no future, they will eventually look elsewhere.
Guards who feel undervalued will not stay. Recognizing good performance, employer-supported training, opportunities for professional development, and clear career pathways support retention.
Higher wages and benefits help, too, but often, these are secondary to a supportive working environment.
The Link Between Training and Guard Retention
Firms with a strong focus on training and continuous learning often have the lowest turnover rates. Investing in training shows employees they are valued and turns jobs into careers, driving improved performance and long-term loyalty to the company.
There is plenty of data and anecdotal evidence to support the idea that guards who receive structured onboarding and training stay longer, perform better, and are more satisfied with their jobs. Advanced training opens new career pathways, which is another compelling reason to stay.
Well-trained guards are better prepared for whatever situation they find themselves in, leading to fewer injurious incidents, fewer lawsuits, and better safety standards overall. Guards who excel in their positions should be rewarded with additional opportunities to acknowledge their hard work and dedication.
Ultimately, training lets guards know that they matter. Plus, it reduces liability, creates stability for the company, and significantly lowers costs.
What do High-Retention Companies Do Differently?
High-retention security firms tend to have a few things in common. They have established consistent, repeatable onboarding and training processes; they don’t treat their employees as replaceable; and they prioritize a culture of support, ensuring guards have the tools and training they need to thrive.
Key differentiators of high-retention companies
• Structured onboarding process. The first 90 days set the stage for what’s to come. A structured, high-touch onboarding and training process should focus on professional development, cultural integration, and technology assimilation. A staged approach helps reduce the “too much too soon” effect that typically leads guards to leave before their training is complete.
• Mobile-accessible training. Most training can be completed online through on-demand, self-paced interactive courses that the firm can fully track to monitor performance and progress. Training that can be accessed on a mobile device allows trainees greater flexibility and reduces the stress of learning.
• Supervisor development is viewed as a long-term investment, with mentorship, coaching, technical empowerment, and advanced skill development. High-retention firms go beyond the basics in training, showing their employees that they are valued at every stage of their career path.
How Defencify Fits In
Defencify is dedicated to providing high-value training that delivers. Our interactive course design engages guards through the learning process, resulting in better scores, higher knowledge retention, and confident guards.
Courses are accessible from any device, and firms can track progress and performance in real time and issue certificates upon completion.
Our platform provides everything from basic guard training to advanced competencies suitable for an elite guard force. Firms enjoy audit-ready documentation to support compliance – and better-trained guards to strengthen client satisfaction.
Do you know the true cost of your turnover? Calculate your turnover cost today!
To learn more about how Defencify training can support your retention strategy, schedule a conversation, and let’s talk about how training can turn the trends around.
