Cómo sacar el máximo partido a tus guardias de seguridad normales y corrientes

En toda empresa de seguridad hay empleados que destacan por su rendimiento, guardias con un rendimiento medio y, por último, aquellos que causan problemas y se sitúan en la parte baja de la escala. Por naturaleza, es fácil ayudar a los que destacan a tener éxito y es fácil despedir a los que tienen un rendimiento deficiente, pero ¿qué pasa con los guardias con un rendimiento medio?

Your “average” security guards are hard workers, they are valuable to the success of your business, and you have to rely on them to get the job done. However, they probably need a little extra management help to succeed. Here are six ways you can get the most out of your average security guards.

Top, Average and Low Performers at a Glance

Group	Cómo se ve	What they need from you
Top performers	Exceed expectations with little direction	Challenge, recognition and a path to leadership
Average guards	Reliable and hard working, but rarely go beyond the basics	Clear expectations, coaching, new opportunities and recognition
Low performers	Miss tours, write weak reports or create problems	Clear standards, documented coaching and consequences

6 Ways to Get the Most Out of Your Average Guards

1. Look Past the Resume

Managing and maximizing your employees starts with the hiring process. During the interview, ask potential employees about their goals; what types of roles would they like to have down the road? This gives them a chance to display their strengths, and their passions.

2. Reward Loyalty

High employee turnover costs an incredible amount of money when you consider the time and money spent hiring and processing a new guard, replacing uniforms, training, and more. Needless to say, guards that are loyal are incredibly valuable. Do little things to let your officers know that you appreciate their loyalty and hard work.

3. Provide Proper Training

You can only expect your guards to perform what they know. Provide your security guards with a complete, robust training program that not only educates them, but shows them how much you’ve invested in them. Because of that, they’re more likely to put more effort into the job. Do your best to make sure that every expectation is communicated in both written post orders and live training with a supervisor.

4. Show Your Commitment

The training process is also an opportunity to show the new hire your commitment to the company, while also displaying to the new employee that you see them as an asset. Communicate that you’re open to feedback, no matter what their status. Often, security guards in the field can provide great input to current processes that will help the company.

5. Give Opportunities

While you hired an employee for a specific set of tasks, don’t be afraid to give them new experiences on the job. Move the guard to different sites, or have them do something they’ve never done. Something as simple as this will help the guard learn new things, become a better problem solver, and feel trusted in the company. In return, they’ll reward you with hard work and loyalty.

6. Reward the Efforts

Figure out what makes your employees tick. Are they motivated by monetary bonuses or a framed certificate? Offering thoughtful rewards for a job well-done goes a long way, and providing fair promotions will help reduce employee turnover.

En la mayoría de las empresas, los vigilantes de rendimiento medio constituyen el grupo más numeroso de trabajadores, ya que los que obtienen los mejores resultados y los que obtienen los peores resultados son grupos más reducidos. Por lo tanto, sacar el máximo partido a tus vigilantes de rendimiento medio beneficiará a tu empresa de muchas maneras. ¡Espero que estos consejos te hayan sido de ayuda!

Use Data to Spot Who Is Ready to Grow

Gut feel tends to overlook quiet, steady performers. A few simple measures show you who is improving and who needs help:

• Tour completion: how consistently they finish rounds and hit every checkpoint
• Report quality: how clear, complete and timely their reports are
• Attendance: punctuality, callouts and shift reliability
• Client feedback: compliments and complaints from the sites they cover
• Training completion: required courses and certifications up to date

Pair these with regular conversations. Our guide to conducting a performance review that makes an impact shows how, and these 7 ways to use accountability help you set the standard.

A 90-Day Development Plan for Average Guards

1. Week 1: Meet one on one. Ask about goals, strengths and what support would help.
2. Month 1: Refresh training on any weak areas, such as report writing or a specific post order.
3. Month 2: Offer a stretch assignment, such as a new site, a new duty or shadowing a supervisor.
4. Month 3: Review progress with real data, recognize the improvement and set the next goal.

For a deeper look at taking good guards further, read turning average security guards into top rated employees.

Low-Cost Ways to Recognize Average Guards

• Share specific client compliments with the guard and their team
• Recognize perfect attendance or tour completion each month
• Give first pick of preferred shifts or sites
• Send a handwritten note from leadership
• Offer training that leads to a certification or promotion

How TrackTik Helps You Develop Your Team

• See performance as it happens. TrackTik guard management gives supervisors real-time visibility into tours, incidents and daily activity reports.
• Coach with facts. TrackTik business intelligence turns tour, report and attendance data into trends by officer and site.
• Raise report quality. ReportPro AI helps officers turn rough notes into clear, complete reports.
• Match people to opportunities. TrackTik people management matches officers to shifts by skills, certifications and availability, and alerts you before credentials expire.

Book a TrackTik demo to see how it helps your average guards become your best.