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5 Tips to Build Effective Security Officer Teams | Security Solutions Cape Town

Security work’s nature is evolving. Higher customer service needs; enhanced technology utilization; changing threat situations, even language skills remain at the heart of day-to-day security functions.Security Solutions Cape Town

At the same time, the labor market continues to tighten and the challenge of attracting and retaining qualified staff becomes more perplexing. In this article, we are going to share 5 key lessons learned on keeping up with the evolving challenges of building and maintaining best-in-class security officer teams.

  1. It starts with recruiting – It is essential how you draw potential members of your team to your program. The advantages and possibilities of being a component of your team should be obviously promoted by your work posts. At the same time, you need to get out into your society and speak to your security program about the team and environment you are building. Share your competencies, culture, and principles in your program. This will draw officers with similar principles and sets of abilities that you need to create a team and clients who want them.
  2. Teach your officers about the business of security – It’s not just critical to understand the business acumen, it’s mandatory. It helps to alter your team’s viewpoint from time to time. Sharing your long–term strategy for the security program is a way to engage your team beyond the now, and make them feel part of the big picture. It is also essential for senior managers to be prepared to introduce thoughts, discover how to budget, and incorporate current systems and techniques into the overall approach. 
  3. Communication and recognition goes a long way – The way officers are treated will go a long way towards building ownership in your program. I touched on communication above, but it is fundamental to this point – employees want to be respected, informed and appreciated. Great security teams are engaged, providing feedback and feeling part of the overall approach. They understand that for the excellent job they will be acknowledged and challenged to develop. That’s why it’s essential for leaders to set up a fair, public and repeatable baseline recognition program.
  4. Career pathing to your team member’s best potential – Whenever hiring and retention get tough, we all rationalize it by claiming “it’s the money.” Without a doubt, wages will always be a key component and basic need of any employee, which is why it ranks as Number 1 on this “Basic needs” list in point 2 above. No, not always. Many workers are looking to learn and develop in order to build a security career. If they don’t see opportunity with your program they will go looking for it elsewhere. Companies that can’t promise any kind of advancement opportunities soon fall behind those that do. Entry-level staff needs to be able to see how they can become supervisors. Qualified supervisors must be able to see themselves growing into managers. So, when more money isn’t an option, make sure a future can be. Pave the way for your team through succession planning and skills development. Promote step-up job opportunities internally before looking externally. Value your team’s time and effort; do not take them for granted. By offering opportunity, and listening and coaching more rather than enforcing, you help your staff build transferable skills sets that improve your own team, reduces and stabilizes attrition, and ultimate strengths our industry.
  5. Meet basic needs – There are three specific elements that must be met to attract the right staff. If these three needs are not completely met, the revolving door will ensue:
    • Wages
    • Distance from residence
    • Shift preference

    First, there must be a livable wage to reduce your officers from having to work multiple jobs to make ends meet, which is so common today. Also, consider the distance from home and working a schedule that meets family and lifestyle expectations is also just as critical. While the applicant will agree to a location or shift that is not ideal, they will likely continue looking for another job until they meet this basic need. That’s why it is important for managers to consider and adapt schedules to meet the needs of a varied workforce demographic. Once you get these three elements right, you have the foundation on which to build a solid team.

If you are keen to have Nzacksi Security securing your business or office, please contact us today and one of our advisors will be willing to help with your specific requirements. Your safety is our Priority.Click here to send us your Enquiry or to request a callback. Click here to send us your Enquiry or to request a callback.

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