Winter 2018
Is it the Millennials fault we cannot reach them? Reach, Teach and Retain Millennials By J Scott Purdy and Trina Browning-Niznik
In recent news from the ninth largest city in the nation, police chief, Renee Hall, spoke openly with the media naming “the millennial generation as part of the reason why the agency is struggling to fill open positions…."We have nights, weekends and holidays—not attractive to millennials who want all days off and to be the chief in six months,” (
Policeone.com). The blaming the newest generation has become all too common in the world of public safe- ty. It is proven that retaining a millennial employee can be a rather daunting task. An even harder task is retaining a millennial Law Enforcement Officer at any agency. There are many factors and intricacies that go into recruiting and retaining law enforcement officers. Millennials, and the upcoming Generation Z recruits, are presenting an exhausting challenge, not only across the nation, but across the world. Leaders must change the way agencies recruit and lead their new hires. It is common sense that you cannot recruit and retain them if you first do not reach them. Simplistic thinking, possibly, but not as simple when putting a plan into action.
Generation Diversity Expert, Tim Elmore stated, “Generational Diversity has emerged as a unique dynamic in the twen- ty-first century. For the first time in business history, there are four distinct generational groups attempting to collabo- rate in the workplace. The challenge? These diverse generations operate with very different values, communication styles, and production objectives” (Elmore, 2013). Facts about Millennials in today’s workforce
75.4 Million Millennials 60% of millennials say they are open to new job opportunities Millennials do more job-hopping than any other generation
87% of millennials cited professional development and career growth opportunities as a very important factor in choosing and staying in a job 75% of millennials want to have a mentor in the workplace
Millennials are more loyal to organizations that offer support and training for those seeking leadership roles $100,000 initial investment on each recruit which takes up to 18 months to fully train Agencies need 3-5 years of service from each recruit to recoup investment The following are some ideas to consider based on the unique characteristics of millennials:
Know and understand millennials unique characteristics/challenges. You may consider starting or upgrading a Mentor- ship Program. Millennials like to be “in the know”. Talk over coffee, discuss life outside of work, get to know them. Connect and they will follow your lead. “There is no life change without life exchange” (Elmore, 2013). These actions will go a long way to help them increase their emotional intelligence.
Offer interactive and flexible professional development. Millennials are family oriented and flexibility is important to them. “Life change happens best in circles, not rows” (Elmore, 2013). Be creative with professional development for each employee.
Allow for growth and leadership within your department/agency. Millennials have goals and ideas they feel are im- portant to express. However, they need leadership perspective. Communicate periodically about their future profes- sional goals to ensure retainment. This goes hand in hand with knowing them well and mentoring them on higher level.
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