Every security company has "C" guards. These are committed, loyal guards that just struggle with certain aspects of the job. Some companies might cut them loose, but with enough training and encouragement they can become exceedingly valuable members of your organization.

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029: Get the Most out of Your "C" Guards
On today’s episode, we talk about how a security company can get the best work from its “C” guards. Everyone loves
their top-notch guards, but getting the most out of guys that don’t always do as sharp a job can be equally important
to your businesses success.
What Is A “C” Guard?
“A ‘C’ Guard to me is a guard that… I could call at any point, any time, when I had one of my best guards call off, and
they would show up for work,” I tell Johnny. “Always dependable… always reliable.”
These are guards that, for whatever reason, struggle to excel. Maybe they just forget to do certain steps, or they just
can’t write a clear report. They work just as hard and are really committed, but they can’t seem to do quite as good a
job as your “A” guards.
These are not lazy employees or ones that try to cut corners. Those guards should be cut loose, as they only create
trouble for your company in the long run. These are guards that can still be valuable to your company, but might just
need a little more encouragement and oversight.
Start With Hiring And Training
Identifying and maximizing the potential of “C” guards starts with the hiring process. Looking past the resume and
getting to the applicant’s commitment and dedication can help you find quality, loyal guards. Asking applicants what
type of role they’d like gives them the chance to highlight their strengths and display their commitment.
Someone with great qualifications and experience but limited loyalty might slack off and cause problems for you.

2. They might also take a new job for better pay, making the turnover issue that all security companies deal with even
worse.
Proper training is also critical. You want to show these guards your commitment to helping them succeed and make
them feel like a valued part of the organization. If you can do that, they’re more likely to turn around and put forth their
best effort to help the company succeed.
Manage Guards Effectively
Getting the most out of “C” guards doesn’t end with the training process. You need to continue to demonstrate your
commitment to them and make them feel even more connected to the company. Part of that means remaining open to
their input, no matter what level they’re at. We’ve often found that guards on the ground discover necessary tasks
that get looked over in official processes.
Additionally, you want to give them opportunities to take on different tasks and responsibilities. Having a variety of
experiences helps guards become more effective and better problem solvers while on duty. Plus it helps deepen their
connection to the company.
“Move them around to new job sites periodically to show them different parts of the company, show them different
types of posts out there,” says Johnny. “But that also keeps the mind a little bit sharper, you’re not settling into a
routine for months and months and months.”
Reward Loyal Guards
If your “C” guards continue to put in the effort, stay with your company for a long time, and demonstrate that they’re
ready for more responsibility, give them a chance to try out a supervisor position. Showing guards that they have the
opportunity for promotion just encourages them to stick around and reduces turnover.
Try to figure out what motivates your guards, what they value. For some, it might be having their input listened to,
while others might just want some recognition.
“You need to find out what makes that guy tick,” I tell Johnny. “Does he like money? Does he like a gift certificate, or
does he like a plaque on the wall?”
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