millennials in your agency

UNDERSTANDING & MANAGING MILLENNIALS IN YOUR AGENCY

Bridging the Gap

Presented to:Eastern Michigan University

School of Police Staff & Command

Mary SclabassiChief of PoliceCity of Taylor

August 25, 2016

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• 22 years with TPD• Bachelor’s Degree in Communications,

Wayne State University• Masters Degree in Criminal Justice,

University of Detroit-Mercy• Northwestern School of Police Staff &

Command, 2005• Appointed Chief of Police in 2012

About Me . . .2

•Typically spans 20 years

•A shared, common experience

•Events, trends and technology

What Defines a Generation?3

• THE GREATEST GENERATION

• THE BABY BOOMERS

• GENERATION X

• THE MILLENNIALS

The Current Generations4

Other Names Silent GenerationRadio BabiesGreatest Generation

Birth Years Prior to 1945

Current Age 67+

Influences WWIIKorean WarGreat Depression

Family Traditional nuclear

Technology Adapted

Value Family/Community

Education A dream

Traditionalists5

Other Names Boomers“Me” GenerationVietnam Generation

Birth Years 1946-1964

Current Age 48-66

Influences Civil RightsVietnamCold War

Family Disintegrating

Technology Acquired

Value Success

Education A birthright

Baby Boomers6

Other Names Post BoomersBaby Busters13th Generation


Current Age 33-47

Influences WatergateDivorced ParentsY2K

Family Dual income families

Technology Assimilated

Value Time

Education A way to get there

Generation X7

Other Names Generation YEcho BoomersFacebook Generation


Current Age 12-32

Influences 9/11Columbine/VA TechRecession

Family Blended families

Technology Integral

Value Individuality

Education An incredible expense

Millennials8

We will focus on this group

They are 102 million strong and expected to be the largest generation in history. They have yet to make their full impact on the law enforcement workplace. This means LE executives should be preparing now.

“My Generation Sucks”9

http://video.foxnews.com/v/3079809720001/do-millennial-recruits-pose-a-problem-for-law-enforcement/?#sp=show-clips


Question???10

What do you think are going to be the biggest issues facing police executives with the new millennial generation?

Question???11

How would you address it within your agency?

DISCUSSION:

WHAT DIFFERENCES ARE YOU SEEING IN NEWER OFFICERS FROM WHEN YOU CAME ON THE FORCE?

Millennials:The Incoming Generation

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Millennials in the Workplace13

THERE ARE 3 AREAS OF THIS GENERATION THAT PROACTIVE

MANAGEMENT MUST UNDERSTAND:

• TECHNOLOGY

• EDUCATION

• SOCIAL INTERACTIONS

Millennials:The Incoming Generation

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• They were raised in a technological world

• Some in LE are still behind in using technology

• Expect them to be quick to learn new technology

• Millennials do not use newspapers

Millennials & Technology15

• In general, they have more education than older generations—especially women millennials

• Officers with higher education can be more resourceful and creative with problem solving

Millennials & Education16

• More integrated with minorities & LGBT communities

• Millennials have an expectation of equality, assumptions of promotions, and expect to move on from their jobs within five (5) years

• Most importantly, millennials may not have the necessary people skills to immediately make them an effective officer and communicator

Millennials & Social Interaction17

What Shaped Millennials?

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SHAPED—not STOPPED—BY TRAGEDY

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Family & School Influences20

“Parents were often very supportive and protective. Schools created character and values-driven curricula to enhance the civility and ethics“

The Police Chief, 2005

6 Insights into Millennials

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They’re confident in their ability to find and use information they need

#1 They’re High Tech22

These are the children of “Helicopter Parents”, and continued parental hovering

is perfectly normal

#2 Overly Connected to Parents23

They feel entitled—Some even say narcissistic

#3 Self Promotional & Cocky24

Company loyalty, settling into a life-long career, or enduring an unsatisfying work environment for too long are foreign to

many millennials

#4 Restless “Job Hoppers”25

They have received praise and reward just for showing up

#5 They’re the Trophy Generation26

Many of the millennials seem unwilling to wait and “pay their dues”

#6 Seem unwilling to Pay Their Dues27

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8 Ways to Engage Millenialsinto Your Ranks

Millennials in the Workplace29

#1 Nurture Their Techno Expertise30

Applaud and nurture their techno expertise, ability to “multitask,” and easy portability

between the real and cyber world

#1 Nurture Their Techno Expertise31

The first true wide scale law enforcement application of millennials and modern technology was the Boston Marathon

Bombing.

Travis Yates“The Police Officer Idiot’s Guide to Dealing with Millennials” (2016)

#2 Learn from THEM32

Rookies are told to watch, learn and listen. This isn’t going to work with this group

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our biggest challenge in dealing with

millennials is going to be our own

willingness to change

#3 Give them Feedback34

They are going to ask you how they’re doing

ALOT.

Help them build confidence. P.D.’s are now revisiting mentoring programs

#4 Understand Their Outside Life35

Look at their desire for a life outside of the Department as a benefit not a negative, while inviting their family & friends into

their “police family”

#5 Give Them Responsibility36

“Real” responsibility. Recognize that this is a generation used to being kept busy, with a

high capacity for activity

#6 Consider Their Objections37

Listen to their challenges to the status quo

#7 Collaborate38

Provide chances for them to work collaboratively

#8 Teach Them Humility39

Teach them that the days of easy praise and quick reward are over

• RECRUITMENT STRATEGIES

• TRAINING STRATEGIES

• SUPERVISION STRATEGIES

• RETENTION STRATEGIES

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The “ME” Generation and Future of Policing

Recruiting a New Generation41

Recruitment Strategies42

Recruiting good candidates will be a challenge. Some researchers say millennials can make excellent police candidates


Three Ways to Improve Millennial Recruitment


#1 Re-Engage with Their Generation

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Most high school & college students have little or no positive contact with the police unless they had a school resource officer in their buildings.


• Negative interactions quickly escalate due to social media.

• LE agencies can combat that by making sure to promote any/all positive stories.

• Ramp up agencies social media skills.

Be Creative48


• Don’t forget personal one-on-one communication balanced with social media.

• When recruiting—don’t post everyday. It will become “white noise” to them and they’ll lose interest.


• Trying to engage with this generation may seem like pandering—but we have to do it. . .


# 2 Competitive Pay & Benefits


• This is the hardest to accomplish• Make sure benefits are clear• They are looking for most money they

can get. • They are interviewing us, as much as we

are interviewing them.• Bonuses


#3 Technology Engages Them


• Millennials and eventually Generation Z (2000-Present) are tied to technology in a major way.

• Having up-to-date technology and equipment in your agency will be selling point.


Contact & Notification: This generation doesn’t use the mail or newspapers

Screening: Shaping test and interview questions maybe an important way to capture where the recruit stands on the millennial spectrum

Training Strategies56

A study from the University of North Carolina-Charlotte, says new millennial officers have high ethical standards and are willing to work hard. They are trainable, but not in the way that older officers understand.

Training Strategies57

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FIELD TRAINING PROGRAMS

Agencies should fine tune FTO programs to accommodate millennials’ learning style.

Supervision Strategies59

• Provide lots of supervision and structure

• Help them raise expectations of themselves. They want to be “led” not “managed”

• Stay connected to the front lines.

Retention Strategies60

If police executives want to retain officers, they may have to accept that they are hiring a new recruit for the profession—and not necessarily their agencies.

Retention Strategies61

To retain millennial officers, some departments have offered:

• Scheduling flexibility• Opportunities for training & specialization

Good News for Law Enforcement62

Not every millennial candidate will display all the traits we’ve discussed today. A Pew Research Study shows that millennials are attracted to “progressive” and “liberal” causes—traits that may be more conducive to social work than public order.

Final Thoughts . . .63

Regardless of what challenges new cohorts bring to policing, it will be crucial for veteran officers to teach them that no individual officer is so special, but it is what we do that is special . . .

In Every Generation there are Sheepdogs . . .64

My Contact Info:65

If I can ever be of assistance please contact me at:

Chief Mary Sclabassi

Taylor Police Department

Email: [email protected]

Cell: 734-748-4792

Office: 734-374-1531

Facebook & LinkedIn: Mary Sclabassi

millennials in your agency

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