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millennials in your agency

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millennials in your agency

  1. 1. UNDERSTANDING & MANAGING MILLENNIALS IN YOUR AGENCY Bridging the Gap Presented to: Eastern Michigan University School of Police Staff & Command Mary Sclabassi Chief of Police City of Taylor August 25, 2016 1
  2. 2. • 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
  3. 3. •Typically spans 20 years •A shared, common experience •Events, trends and technology What Defines a Generation? 3
  4. 4. • THE GREATEST GENERATION • THE BABY BOOMERS • GENERATION X • THE MILLENNIALS The Current Generations 4
  5. 5. Other Names Silent Generation Radio Babies Greatest Generation Birth Years Prior to 1945 Current Age 67+ Influences WWII Korean War Great Depression Family Traditional nuclear Technology Adapted Value Family/Community Education A dream Traditionalists 5
  6. 6. Other Names Boomers “Me” Generation Vietnam Generation Birth Years 1946-1964 Current Age 48-66 Influences Civil Rights Vietnam Cold War Family Disintegrating Technology Acquired Value Success Education A birthright Baby Boomers 6
  7. 7. Other Names Post Boomers Baby Busters 13th Generation Birth Years 1965-1980 Current Age 33-47 Influences Watergate Divorced Parents Y2K Family Dual income families Technology Assimilated Value Time Education A way to get there Generation X 7
  8. 8. Other Names Generation Y Echo Boomers Facebook Generation Birth Years 1981-2000 Current Age 12-32 Influences 9/11 Columbine/VA Tech Recession Family Blended families Technology Integral Value Individuality Education An incredible expense Millennials 8 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.
  9. 9. “My Generation Sucks” 9
  10. 10. Question??? 10 What do you think are going to be the biggest issues facing police executives with the new millennial generation?
  11. 11. Question??? 11 How would you address it within your agency?
  12. 12. DISCUSSION: WHAT DIFFERENCES ARE YOU SEEING IN NEWER OFFICERS FROM WHEN YOU CAME ON THE FORCE? Millennials: The Incoming Generation 12
  13. 13. Millennials in the Workplace 13
  14. 14. THERE ARE 3 AREAS OF THIS GENERATION THAT PROACTIVE MANAGEMENT MUST UNDERSTAND: • TECHNOLOGY • EDUCATION • SOCIAL INTERACTIONS Millennials: The Incoming Generation 14
  15. 15. • 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 & Technology 15
  16. 16. • 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 & Education 16
  17. 17. • 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 Interaction 17
  18. 18. What Shaped Millennials? 18
  19. 19. SHAPED—not STOPPED—BY TRAGEDY 19
  20. 20. Family & School Influences 20 “Parents were often very supportive and protective. Schools created character and values-driven curricula to enhance the civility and ethics“ The Police Chief, 2005
  21. 21. 6 Insights into Millennials 21
  22. 22. They’re confident in their ability to find and use information they need #1 They’re High Tech 22
  23. 23. These are the children of “Helicopter Parents”, and continued parental hovering is perfectly normal #2 Overly Connected to Parents 23
  24. 24. They feel entitled— Some even say narcissistic #3 Self Promotional & Cocky 24
  25. 25. 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
  26. 26. They have received praise and reward just for showing up #5 They’re the Trophy Generation 26
  27. 27. Many of the millennials seem unwilling to wait and “pay their dues” #6 Seem unwilling to Pay Their Dues 27
  28. 28. 28 8 Ways to Engage Millenials into Your Ranks
  29. 29. Millennials in the Workplace 29
  30. 30. #1 Nurture Their Techno Expertise 30 Applaud and nurture their techno expertise, ability to “multitask,” and easy portability between the real and cyber world
  31. 31. #1 Nurture Their Techno Expertise 31 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)
  32. 32. #2 Learn from THEM 32 Rookies are told to watch, learn and listen. This isn’t going to work with this group
  33. 33. 33 our biggest challenge in dealing with millennials is going to be our own willingness to change
  34. 34. #3 Give them Feedback 34 They are going to ask you how they’re doing ALOT. Help them build confidence. P.D.’s are now revisiting mentoring programs
  35. 35. #4 Understand Their Outside Life 35 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”
  36. 36. #5 Give Them Responsibility 36 “Real” responsibility. Recognize that this is a generation used to being kept busy, with a high capacity for activity
  37. 37. #6 Consider Their Objections 37 Listen to their challenges to the status quo
  38. 38. #7 Collaborate 38 Provide chances for them to work collaboratively
  39. 39. #8 Teach Them Humility 39 Teach them that the days of easy praise and quick reward are over
  40. 40. • RECRUITMENT STRATEGIES • TRAINING STRATEGIES • SUPERVISION STRATEGIES • RETENTION STRATEGIES 40 The “ME” Generation and Future of Policing
  41. 41. Recruiting a New Generation 41
  42. 42. Recruitment Strategies 42 Recruiting good candidates will be a challenge. Some researchers say millennials can make excellent police candidates
  43. 43. Recruitment Strategies 43 Three Ways to Improve Millennial Recruitment
  44. 44. Recruitment Strategies 44 #1 Re-Engage with Their Generation
  45. 45. 45
  46. 46. Recruitment Strategies 46 Most high school & college students have little or no positive contact with the police unless they had a school resource officer in their buildings.
  47. 47. Recruitment Strategies 47 • 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.
  48. 48. Be Creative 48
  49. 49. Recruitment Strategies 49 • 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.
  50. 50. Recruitment Strategies 50 • Trying to engage with this generation may seem like pandering—but we have to do it. . .
  51. 51. Recruitment Strategies 51 # 2 Competitive Pay & Benefits
  52. 52. Recruitment Strategies 52 • 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
  53. 53. Recruitment Strategies 53 #3 Technology Engages Them
  54. 54. Recruitment Strategies 54 • 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.
  55. 55. Recruitment Strategies 55 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
  56. 56. Training Strategies 56 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.
  57. 57. Training Strategies 57
  58. 58. 58 FIELD TRAINING PROGRAMS Agencies should fine tune FTO programs to accommodate millennials’ learning style.
  59. 59. Supervision Strategies 59 • 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.
  60. 60. Retention Strategies 60 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.
  61. 61. Retention Strategies 61 To retain millennial officers, some departments have offered: • Scheduling flexibility • Opportunities for training & specialization
  62. 62. Good News for Law Enforcement 62 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.
  63. 63. 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 . . .
  64. 64. In Every Generation there are Sheepdogs . . . 64
  65. 65. My Contact Info: 65 If I can ever be of assistance please contact me at: Chief Mary Sclabassi Taylor Police Department Email: msclabassi@ci.taylor.mi.us Cell: 734-748-4792 Office: 734-374-1531 Facebook & LinkedIn: Mary Sclabassi

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