Beyond Pay Raises: The Surprising Retention Strategies Reducing Turnover by 50% in 2025 

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Beyond Pay Raises: The Surprising Retention Strategies Reducing Turnover by 50% in 2025 

The physical security industry is facing a perfect storm. According to HR in Security Report, while 60% of companies struggle to hire qualified personnel and 68% can’t fill night shift positions, there’s an even more pressing crisis hiding in plain sight: keeping the people you already have. 

Here’s the paradox: 70% of security professionals report being satisfied with their current employment. Yet 45% of firms name retention as their major challenge, with turnover rates averaging 30% and climbing in some sectors. Something doesn’t add up—and that gap between satisfaction and staying is costing the industry millions in recruiting, training, and operational disruption. 

The Problem Everyone’s Talking About 

If you’re struggling with turnover, you’re not alone. Industry-wide data shows that retention has become the defining challenge of 2025, with security officers leaving at rates that threaten operational continuity and client satisfaction. The factors driving this exodus are more complex than simple compensation issues, and understanding them is critical to building a stable, effective security workforce. 

The median salary for security guards sits at approximately $30,000 annually, with half of all officers working secondary jobs to supplement their income. But here’s what might surprise you: compensation alone isn’t the biggest predictor of who stays and who goes. 

What the Data Actually Shows 

Trackforce’s newly released 2025 Physical Security Operations Benchmark Report surveyed over 300 security professionals globally—both service providers and enterprise teams—to identify what’s really driving turnover and, more importantly, what’s working to stop it. 

The findings challenge some long-held assumptions about retention: 

  • Technology matters more than you think. Companies with integrated workforce management platforms report significantly different retention outcomes than those juggling disconnected systems. 
  • Career progression beats perks. Organizations that created clear advancement paths saw dramatically different results than those relying solely on referral bonuses or incentive programs. 
  • The overtime trap is real. With 42% of security personnel regularly exceeding 40-hour weeks, operational strain is creating a vicious cycle that traditional solutions aren’t addressing. 

The Companies That Are Winning 

While the industry average paints a concerning picture, not everyone is struggling. The benchmark report identified a subset of organizations achieving retention rates as high as 80%—nearly three times the industry norm in some regions. 

What are they doing differently? The answer involves a combination of workforce analytics, strategic technology adoption, and a fundamental rethinking of how security companies approach employee development. But the specifics might surprise you. 

Beyond the Obvious: Three Overlooked Factors 

The report uncovered several non-obvious factors contributing to retention success: 

  1. The convergence challenge: As physical and cybersecurity risks merge, officers need new skills—and companies that recognize this are seeing different outcomes. 
  1. The technology paradox: While over half of firms use some AI or automation, most are still drowning in manual processes. The gap between early adopters and laggards is widening. 
  1. The diversity dilemma: With 72% of companies struggling to recruit diverse candidates and 69% unable to attract younger workers, the talent pipeline problem is becoming a retention problem. 

What This Means for Your Organization 

Whether you’re a service provider managing hundreds of officers or an enterprise security director building an in-house team, the 2025 landscape demands new strategies. The companies thriving in this environment aren’t just doing more of what’s always worked—they’re fundamentally reimagining their approach to workforce management. 

The question isn’t whether you can afford to invest in retention. It’s whether you can afford not to. 

Get the Full Picture 

The complete Trackforce 2025 Physical Security Operations Benchmark Report provides: 

  • Detailed retention strategy comparisons with specific success metrics 
  • Technology adoption benchmarks and ROI analysis 
  • Compensation and benefits data broken down by region and company size 
  • Industry predictions and strategic recommendations for 2025-2026 

Download the full report here to discover what separates the companies losing talent from those building sustainable, high-performing security teams. 

Frequently Asked Questions

Retention has become a defining challenge due to high turnover rates averaging 30% or more, which threaten operational continuity and client satisfaction. While 70% of security professionals report job satisfaction, many still leave due to factors beyond compensation, such as lack of career progression, operational strain, and outdated workforce management practices. 

Successful companies focus on integrated workforce management technology, clear career advancement paths, and addressing operational strain caused by excessive overtime. These strategies have helped some organizations achieve retention rates as high as 80%, far above the industry average.

Surprisingly, no. While low median salaries and the need for secondary jobs are challenges, the data shows that factors like career progression, technology adoption, and addressing operational inefficiencies play a more significant role in retention.

Companies using integrated workforce management platforms report significantly better retention outcomes compared to those relying on disconnected or manual systems. Technology helps streamline operations, reduce strain, and improve overall job satisfaction for security personnel.

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