The NJ Police Chief Magazine - Volume 29, Number 9 | Page 10

Be the reason they don ’ t quit : How to develop a retention mindset
If your agency has become stagnant and complacent , viewing officers as liabilities rather than assets , you are more than likely hemorrhaging good officers
By Nicholas Greco IV , MS , BCETS , CATSM , FAAETS President & Founder of C3 Education and Research , Inc .
The New Jersey Police Chief Magazine | June 2023
Reprinted with permission from Lexipol , www . lexipol . com . Lexipol provides policies , online training , and wellness resources to public safety and local government professionals .
Did you know that police departments are hiring ? Did you know they are accepting laterals from other agencies ? Of course , you do . Every agency is hiring and looking to replace officers who are retiring or quitting . In fact , your agency more than likely has posted openings on numerous job boards , as well as on Facebook , LinkedIn , and anywhere they think there could be viable candidates . Some agencies have even gone as far as to make entertaining videos for recruitment purposes . I especially like the used car salesman one last year out of Fort Worth , Texas .
WHY THEY ’ RE LEAVING However , while we all know recruitment numbers are not where we would like them to be , recruitment is not the only thing your department should be working on . How many of you are working to retain the officers you already have ?
While I would like to think every department would say they are doing so with a resounding yes , I know that may not be the case . The officers you have are a vital part of your organization and , as I have said before , need to be treated as assets . Let ’ s face it , there are many reasons officers may consider leaving the job , but many continue to stay . Police agencies cannot afford to get too comfortable or complacent with their existing officers .
So , I ask you : What are you or your agency doing to actively be the reason they don ’ t quit ? Have you created an environment that fosters communication , fairness , respect and true camaraderie among everyone ?
Employers across the country — and not just other law enforcement agencies — are competing for your officers . Many civilian companies out there view your officers as a valuable commodity and are offering attractive compensation packages and benefits . Officers see the civilian world as an excellent exit plan . Think about it : No one shooting at you , no more dealing with the public , no more dealing with agency politics . So why not jump ship ? Remember , if you don ’ t value them , someone else will .
Case in point : A metropolitan police agency in the Midwest is losing officers at such an alarming rate , they ’ ve reportedly built up a pile of discarded uniforms 10 feet high . Officers walking by that pile in the locker room get a daily reminder of the status of their department , reinforcement or low morale — an incentive of sorts for them to add their uniform to the pile and move on .
If this is not concerning to you , it should be . So what can you do ?
A RETENTION MINDSET If your agency has become stagnant and complacent , viewing officers as liabilities rather than assets , you are more than likely hemorrhaging good officers .
It ’ s time to take retention seriously folks . We can no longer afford to micromanage minor infractions . Now is not the time to be focused on beard length , tattoos , not polishing one ’ s shoes , or breaks that go over by mere minutes . That type of micromanagement will only encourage further departures and continued low morale of already overworked officers .
Rather than “ cracking down ” on minor infractions , how about cracking down on the importance of officer health and wellness ? It is not difficult to have a wellness day showcasing healthy food options as well as various resources from EAP , peer support and outside groups focused on officer health and wellness to try to promote work-life balance . Departments can also provide incentives such as time off or gift cards to get officers exercising by having them come to work an hour before their shift , because we all know no one has the energy after a shift to hit the gym nor can we know how unpredictable any given shift may be . If your department wants to be the reason they don ’ t quit , consider providing officers classes or roll call trainings on work-life balance , eating healthy , stress reduction , promoting continuing education , emphasizing advancement opportunities , and setting examples throughout the department for fairness and equity .
PERCEPTION AND REALITY In previous articles , I have written extensively about healthy diet and stress reduction , but an area that I want to focus on is fairness and equity . All too often , officers have come to me before or after a training session to share the concerns they have
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