SECURITY OFFICERS’ MOTIVATION

Updated: May 12, 2021

Introduction

This is a very important subject which is usually forgotten for various reasons which will be discussed later in this article.


The motivation of security officers can have several advantages for the security manager and his organization hence at the business at large.


Case Studies – Security Officers’ Motivation

Previous case studies have proven that when security employees are not motivated, it leads to consequences such as the loss of contracts and business. The demand for the business and the competitive economy situation can often result in forgetting to motivate the existing security employees which consequently has a severe impact on the business and this is vice versa when you motivate the security officers to have advantages on the business.


The role of a security officer used to be seen for people who did not progress well at school and no other opportunities for them. But the standards and guidelines in different countries across the world and as a result of terrorism, this role has now been seen as a career for most people joining the industry especially with the demand of licensing the officers and working until retirement.


In some countries, it has been noted that no standard or guidelines for recruitment and vetting of officers as well as no minimum wage are set. Therefore, the salary for the officers is different in underdeveloped countries due to a lack of security industrial association and standards and guidelines set compared to the developed countries.

Besides, depending on the security projects security officers deployed and the contract terms and conditions agreed by his/her company, it is likely that he will be paid differently than his other colleagues in other projects despite doing the same hours.


Other case studies in underdeveloped countries security officers will be travelling for hours to their place of work and have no enough sleep hours to carry out his work and will have no money to have proper meals during his 12- hours shift. This often results in officers not interested to carry his work or falling asleep at work.


Leadership can have an impact on motivation where managers hired to manage the team have no security management experience or attended any training to understand leadership and aspects of motivation. Other managers seem to be hired to instil military-style leadership which often does not work depending on the environment. Therefore, you will find officers are harassed, abused, inconvenienced or even assigned to work long hours which impact their psychological well being and have to leave the job or abscond from work.


Imagine the officer leaves the job and had never done any other job in his life and his family depends on him and he worked hard to get to this job. In some cases, officers have died due to depression or long term illness as a result of stress at work.

Best examples are seen where security officers are motivated through fewer working hours during the week and paid higher as well as they are entitled to medical insurance, company perks, performance-related bonuses, and meal and transportation allowance.


Advantages of Security Officers’ Motivation

  • Improved motivation among the workforce.

  • Employees loyalty and retention.

  • Improved work performance.

  • Growth of the business and improved brand image.

  • Increased revenues and customers.

  • Reduction of sickness and absenteeism within the workforce.

  • Increased employment and officers from your competitor want to work for you.

Impact of demotivated officers

There are several impacts on the organization and the client for not having motivated security officers:

  • Organizational and client reputation.

  • Poor performance by the team.

  • Increased customer complaints.

  • The potential loss of the contract to competitors.

  • Loss of revenues and loss of clients.

  • Disgruntled employees in your organization.

  • Increased number of incidents at client sites relating to security issues.

  • Increased sickness and absenteeism within the workforce.

  • Increased employment cases.

Recommendations

The following recommendations or best practices will help to improve motivation for the officers in your organization:

  • Implement motivational standards within your HR policies.

  • Conduct monthly or quarterly motivational surveys to analyze the areas of improvement.

  • Train your managers on leadership training.

  • Monthly staff meetings and engaging with your officers will show that you care for them.

  • Implement staff suggestion boxes at each location and ensure that you respond to the comments made by the officers.

  • Provide refresher training to officers half-yearly at least and explain to them the organizational performance.

  • Organize sports day out for various sports activities with the officers and not only it will motivate them but also they will meet different people and it is a team-building exercise.

  • Send your manager to team-building exercises once a year to develop them and improve their skills.

  • Reward security officers and supervisors every month and include them in a company newsletter.

  • Carry out an annual health check for your security officers.

Conclusion

The benefits of having motivated security officers are significant compared to the consequences to the organization for having a demotivated security officers.

It is paramount that security officers welfare and duty of care are at the forefront of your business and organizational success even if your security contracts cost more.


Clients want the security company to secure their assets and protect their employees and they are outsourcing to the security company to ensure that this is done even at a higher cost. However, with the competitive market to secure projects at lower prices to win contracts, the motivation aspect for the officers usually is forgotten.


There are good references and guidance from the American Society for Industrial Security (ASIS) and the Centre for Protection of National Infrastructure (CPNI) for implementing standards on security motivation.


“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute”.Simon Sinek

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