Hiring a lifeguard is hard. But keeping a great lifeguard? That’s even harder.
Season after season, aquatic facilities struggle with high turnover. But some facilities buck the trend—and research helps explain how.
What Drives Lifeguard Retention?
- Positive Team Culture
Lifeguards who feel connected to their peers and respected by their supervisors are more likely to return. Creating a welcoming, inclusive environment pays long-term dividends. - Recognition and Reward
Recognition works. Nearly one-fifth of aquatic facilities now offer bonuses for end-of-season completion, referrals, or performance. Appreciation events and shoutouts also play a role. - Clear Communication
Facilities that maintain consistent communication between managers and staff reduce misunderstandings and build trust. - Purpose-Driven Messaging
Reminding guards of their vital role in swimmer safety helps reinforce that their work matters. - Opportunity for Advancement
Programs that allow lifeguards to grow into leadership roles not only retain more staff but also improve performance overall.
Examples of Lifeguard Retention Tactics
Here are several retention practices that reflect commonly discussed strategies in the aquatics industry: launching peer recognition programs, offering end-of-season bonuses, involving returning guards in preseason training, and establishing mentorship opportunities for new hires. These approaches are consistent with retention themes reported across aquatics conferences and leadership roundtables.
Lifeguard retention isn’t just about raising pay. It’s about creating a culture that makes staff feel valued, respected, and part of something important. Facilities that invest in relationships—not just recruitment—are the ones keeping their best guards year after year.