.svg)
Use these seven tips to stop the revolving door and retain your best security guards.
This article is posted in partnership with Kwantek, and its original version can be found here. Kwantek is the preferred Applicant Tracking Software partner for TEAM Software, and is an industry leader in the Contract Security and Building Services Industries. After processing millions of employment applications in these two industries, Kwantek has unparalleled data and insights around the hiring process. Click here to learn more about how Kwantek integrates with TEAM Software.
Turnover is always a challenge in the contract securityindustry, but not all employee turnover has the same impact on your business. Whilelosing mediocre employees creates more work for you, losing your best guardscan impact the health of your business. Follow these seven tips to improveretention of your best security guards.
Ensure Job Fit from Day One
Tip #1: Determinewhat shift they want to work. The hours that people work have animpact on their personal time. After all, no one wants to work at a job thatprevents them from spending time with their family and friends. To retain yoursecurity guards, put them on shifts that complement — rather than impede — thethings they want to do on their time off work.
Tip #2: Find out howthey like to work. Some people thrive when they’re surrounded byothers. Others prefer working alone. Determine the ideal working conditions foreach new security guard and place them in roles that match those preferences.
Tip #3: Ask themabout their long-term goals. Some employees may have goals to moveinto supervisory positions. Others get bored easily and want to learn somethingnew every few months. Find out what new security guards are looking for in thefuture, then, for example, you can create paths to promotion or plans to movethem into new roles.
Provide Great Security Guards with Reasons to Stay
Tip #4: Offer uniquebenefits. Even if you can’t afford frequent salary increases, you canmake your position better than others your security guards may be considering. Payingfor uniforms takes the burden off new security guards when they’re gettingstarted with your company. Consider increasing the amount of paid time off yourbest security guards get or moving them to locations closer to their homes. Byproviding your security guards with benefits that provide them with a betterwork-life balance — you can create positions that are much harder for greatsecurity guards to walk away from.
Tip #5: Create agreat culture. Creating a great culture doesn’t require a monumentaleffort. Sometimes, it’s as simple as making your employees feel heard. Build aculture where everyone feels valued by making sure employees have regularlyscheduled meetings with their supervisors where they’re free to ask questionsand share concerns.
Tip #6: Provideincentives to stay. Consider offering guards an annual bonus for eachyear they stay on the job. Give your most tenured guards their choice of shiftsor locations or create a promotion path that satisfies the goals of ambitiousguards. Offer a shift bonus for guards who show up on time to every shift for aweek.
Tip #7: Keep yourguards informed. Using a messaging service to stay connected with youremployees helps keep your employees engaged. It has the bonus impact ofmaintaining customer satisfaction, too. Find a tool that lets field supervisorssend important information like site instructions directly to the individualsor groups of guards who need them to keep your guards informed and customerneeds met. When security guards feel connected to their job, they’re morelikely to stay.
Sometimes, high turnover — even among your best employees — feelsinevitable in the contract security industry. However, if you put people in theright roles from day one and offer unique incentives for great employees tostay with your company, you can stop the revolving door and start retainingyour best security guards long-term.
