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What would you suggest Securitas management do to prevent others from leaving?

92 answers

At my site, the employer pays so much per guard. Meaning if you get paid 8 an hour, the employer pays 12 or 15 dollars to Securitas. What happened to contracts? And hiring vets with security as a background should offer better positions. Never thought I’d see this type of work.

First they need to stop hiring anyone. Buy new chairs because every site ive worked chairs smell disgusting. Who wants to sit in funky chairs. Stop making people with no experience captains and supervisors. Need pay raise. And hire better field supervisors too. Field supervisors job is to check up on the sites and that doesn't happen at all with this company. I honestly don't know what the field supv does besides come late to meetings.

I agree on the better pay. Where I live in Florida I know at least 6 guards who transferred to PalAmerican and Allied Universal because (during Covid-19 crisis currently going on) their START pay was at 14-16 p/hr. Everyone here in Securitas is still getting paid 10-12 p/hr, and with a full time job that is a 264-528$ difference every month. I considered leaving myself, but didn't because another guard walked out on us with very short notice and it wasn't feasible at the time without virtualling forcing 1 guard to work double-shifts every day until 2 replacements arrived. I wasn't going to do that to my colleague.

Better pay & understand that security guards have lives outside of work.

Seeing what a person has to go through to work for a large security company like securitas or even allied might be better to find a different career.

I'm new to this forum, and relatively new to Securitas as well. The most important contribution I can offer in answer to the question of how to decrease a high turnover rate without getting into compensation, would be to implement better communication. My primary site does use SARs, and we have a passdown log, but the log is rarely used, and many times during my few months on the job I've noticed that relevant information is not properly exchanged.
Think of how easy it is to become frustrated when doing a job and not being made aware of a scheduled visitor's potential arrival. In some places, the visitor is not allowed to enter the gate until the guard on duty can locate a busy individual with that relevant information. This makes the guard, the guard company, and the site itself appear unprofessional.

Proper training is also a key factor. Suppose a guard has never received training on something as simple as operating a camera monitor system, or a complex phone line. The guard (often left on their own after maybe two days) will learn what they can to get by. Then later a time may come when proper use of the equipment is crucial, and the guard will do it the wrong way because the correct way is unkown. The guard will, at the very least, suffer a reprimand, and possibly get into serious trouble that can lead to being upset and angry, which can cause the guard to not want to stay.

Stop being so cheap

Each contract manager has complete control over each guards pay ! This is exactly Like Leaving the Monkey in charge of Bananas! Need I say more folks!

Better training, more respectful and appreciative of their employees especially the woman that runs the Kalamazoo office

They're lack of security code of honor. They will lie to you. Will do nothing to prevent you from leaving. Watchout for your Eagle Pass TX sergeant direct orders scam, you will followed them and will used them against you. You have no way to proof this because they're are not allowed you to make daily activity reports. Even though you call Laredo, TX dispatch human resources they're lack of emergency situation experience. And even they know the situation they won't do nothing to prevent you from holding the position.

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