A strong company culture will attract the right type of employees and is a basic requirement for any successful business, given that employees play a critical role in that success. The security industry is no different. As we discussed in our free eBook “Why Do Good Security Officers Quit?”, defining and establishing your company culture plays a big role in paving the way for establishing a team of reliable & dependable security officers.
What Is Company Culture?
Company culture can be hard to define, but at its essence, it’s about establishing and embodying a set of values. A well-defined culture is one that is created, understood, & promoted by your employees, and on a security team that is no different.
Whether you see innovation, customer service, social responsibility, or any other characteristics as the driving values behind your company, it’s important that your employees understand and care about those values as well.
Finding officers who identify with your culture ensures that they will appropriately represent your company in the field. They will be able to better communicate with clients they come in contact with, and they will be more dedicated to the organization, increasing employee and client satisfaction. When culture is weak or an employee doesn’t identify with the values in place, they are much more likely to function for themselves and not the greater good of the company. This can cause performance issues, higher turnover, client dissatisfaction, and supervisor frustration.
Role of Company Culture in Attracting Qualified Employees
The quality of company culture plays a big role in employee satisfaction and retention. For instance, imagine an officer coming in for an interview, and the first person the candidate interacts with is a rude, sloppily dressed receptionist. That first impression sets the tone for what the interviewee is going to expect from the rest of the company. Less than stellar behavior leaves a company at a much higher risk of attracting employees that don’t care about quality service and work ethic. This type of environment is bound to lead to unmotivated, disinterested officers that will be less than mediocre, decreasing the value of the services provided.
A lot of security companies justify not investing in a corporate culture by insisting that the majority of their hired officers leave within 90 days. These types of employers need to understand that the best security officers leave the job because they don’t have a reason to stay with the company. If a business owner is not spending the time and effort to establish values and make officers feel like an important part of the organization, skilled security officers will go find a company that respects and acknowledges their efforts and worth. A time will come when no good or reliable security officers will turn to the company that has failed to establish culture!
The best approach to attracting top-notch security officers is investing in employees, providing them a chance to grow within and beyond the company.