Retention and Attrition Management for Security Services
Who leaves, when, why — and which of them mattered.
What this looks like in security services
The parts of retention and attrition management that are specific to this sector, rather than general.
Retention in a High-Turnover Deployment Model
Where the supervisor and the salary date decide everything.
What this coversHide
Retention in a High-Turnover Deployment Model
Where the supervisor and the salary date decide everything.
What this coversHideSecurity services carry some of the highest turnover of any sector, and the causes are consistent, measurable and largely within the operator's control.
- Attrition tracked by site, supervisor and client
- Salary payment date reliability as the primary lever
- Relief and leave reliability at post
- Supervisor visit frequency, including night posts
- Post conditions - shelter, water, washroom access
- Progression to supervisor and control room made visible
- Rehire of former guards as a deliberate channel
- Exit reasons captured by site
Sites with persistently poor retention almost always trace to one of three things: relief that does not arrive, a supervisor who does not visit, or conditions at post. All three are visible if anyone asks.
The general method — what retention and attrition management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee retention and attrition management page. What is above is the part that differs for security services.
Other HR topics for security services
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for security services, or another industry.