The Security Guard Staffing Crisis: Practical Solutions for 2025
Guard turnover exceeds 100% annually at many companies. We look at what's causing the staffing shortage and what successful companies are doing differently.
The security industry faces a chronic staffing shortage. Turnover rates exceeding 100% annually are common. Here's what's causing it and what successful companies are doing differently.
Security faces staffing shortages due to low pay, bad schedules, and competition from Amazon and gig work. High-retention companies pay competitively, offer predictable schedules, invest in equipment, and create advancement paths.
The Problem
Security guard staffing challenges stem from several factors:
- Pay: Security wages often lag retail and warehouse jobs
- Scheduling: Overnight and weekend shifts are hard to fill
- Perception: The job is seen as low-skill and dead-end
- Competition: Amazon, delivery apps, and gig work compete for the same workers
Where Guards Drop Off
Understanding when guards leave helps target retention efforts. Here's a typical breakdown for every 100 hires:
Security Guard Retention Funnel
Where guards drop off in the first year (per 100 hires)
Critical period: 35% of turnover happens in the first 30 days. Investing in onboarding, equipment, and communication tools during this window has the highest ROI for retention.
What High-Retention Companies Do
Pay Competitively
This seems obvious but is often ignored. Here's how wages vary by state:
Security Guard Pay Rates by State
Average hourly wages (2025 estimates)
Note: Wages vary significantly by metro area. Major cities typically pay 15-25% above state averages. Armed guard premiums range from $3-5/hour above unarmed rates.
- Research what Amazon, Walmart, and delivery apps pay locally
- Match or exceed those rates for reliable guards
- Build wage increases into contracts with clients
Fix the Schedule
- Consistent schedules: Guards want predictability
- Advance notice: Post schedules at least 2 weeks out
- Shift choice: Let guards pick preferred times when possible
- Fair distribution: Rotate undesirable shifts
Invest in Equipment
Small things matter:
- Quality uniforms that fit properly
- Working radios or communication apps
- Comfortable patrol vehicles
- Adequate break facilities
Create Advancement Paths
Guards stay longer when they see a future:
- Supervisor roles for strong performers
- Training and certification opportunities
- Site lead positions
- Operations and dispatch roles
Technology's Role
Technology helps with staffing in several ways:
- Open shift claiming: Guards pick up extra work easily
- Shift trading: Reduces call-offs by enabling swaps
- Mobile tools: Modern apps feel more professional
- Communication: Guards feel connected to the team
Hiring Differently
- Veterans: Military experience translates well
- Retirees: Often prefer steady, structured work
- Career changers: People leaving other industries
- Students: Can work flexible overnight shifts
Measuring Retention
Key Retention Metrics
- 90-day retention rate (first 90 days are critical)
- Annual turnover by site and supervisor
- Exit interview themes
- Time-to-fill open positions
Key Takeaways
- Match or exceed Amazon/Walmart wages for reliable guards
- Consistent schedules and advance notice reduce turnover
- Create advancement paths—guards stay when they see a future
- Target veterans, retirees, and career changers in hiring
Written by
TeamMapTeam
TeamMap builds modern workforce management tools for security teams, helping companies track, communicate, and coordinate their field operations.
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