At ISC West I participated in the panel discussion, “The Future State of Security Technicians.” My fellow panelists and I dove into conversations centered around training, retention, and career planning for security industry technicians. Here are a few of my thoughts on mitigating the risk of losing your best and brightest talent.

Leadership Support — Leaders who want to recognize and nurture their teams’ talent effectively lead with engagement. Knowing your team’s talent beyond performance metrics is key, so dive into your technicians’ strengths and weaknesses. Pay attention to behavior and identify where to fill the gaps that will best support your team. Ensure all the leaders are engaged; go out into the field and interact with your team. Listen to their everyday challenges and how they feel about the organizational support.

Compensation — The security industry is very competitive. In many instances, we recruit and hire from the same sources. A bit of compensation research by market and role is beneficial when hiring. You want to offer competitive wages and be transparent about future growth opportunities. Many organizations will offer sign-on bonuses or retention bonuses. Don’t wait for a resignation threat to provide better pay; stay ahead of competitors and show your technicians they are valued.

Recognition — If your organization does not have a recognition program, I suggest implementing one. The difference between your organization and your competitor could be as simple as the recognition program and earning potential for the technician. One idea would be to tie the recognition incentive to the behaviors and values you want reflected in your company culture. Recognition can be simply visiting a job site with a box of donuts for the team to say thank you. It feels good to be recognized; if your organization is not accustomed to this behavior, that may be the differentiator.

Training Support — Many organizations prioritize system technical training over all others. Certifications are essential for technicians to succeed in their roles; however, how you approach training could also benefit your organization. Integrating soft skills training to include customer interactions is also essential to the growth and development of your technicians. There will be a demand for solutions to drive future operational changes that will enhance customer experience. For example, camera and card reader installations will require more advanced solutions through technology.

Technicians with this advanced training will excel, and those not given an opportunity to learn skills will underperform or leave for another organization that offers the training required for more earning potential.

Career Growth — Career pathing for technicians is essential to retaining talent. Technicians often want to know what lies beyond what they do today. Step-level growth opportunities should be a part of your organization’s career planning. What would it take to be promoted from a junior-level technician to a senior-level technician? There could be technicians in your organization who are interested in opportunities beyond the field tasks. Be sure to identify what the transition process consists of. A solid career path structure for your technicians will help retain talent. The plan should include a communication strategy, leadership training and support, and the tools to measure performance.

In conclusion, research before building a career ladder for your technicians. The HVAC industry consists of a robust apprenticeship program that provides a clear path to growth for future electricians. They excel at building a pipeline of future full-time employees, which has led to the long-term survival of the trade. Building your program to address support, compensation, recognition, training, and career growth is an excellent foundation for success.