Page 14 - TPA Journal September October 2022
P. 14
Corporation study, especially females, quality work is key to maintaining
indicated that physical fitness tests were a engagement and departmental staffing levels.
concern and affected their decision to apply Millennials are more likely to change jobs
(Rand, 2010). To address this problem, some and move (Gong, 2018).
departments, like the city of Aurora,
Colorado, have stopped using the military- Positive reinforcement or recognition can
style push up, sit up and running tests for improve performance and increase job
candidates. They now check to see how satisfaction and organizational commitment
quickly a potential candidate can get out of (Rand, 2010). To succeed, supervisors must
a police car (Williams, 2017). change current practices and become adept
at scheduling more frequent opportunities for
Once hired, departments must now work to informal assessments. During these times,
retain recruits. The under 35 generation , supervisors should provide constructive
who are achievement oriented in their lives, direction with tact while also praising work
are accustomed to receiving feedback in done well in order to encourage proper
both their personal and professional lives. professional growth and development. Lack
During their formative years their parents, of feedback can also lead to serious mistakes,
teachers and peers gave consistent positive which can degrade confidence, morale, and
reinforcement and feedback. They have job satisfaction (Rand, 2010).
come to expect that a supervisor will give
them the same level of feedback on their Younger members of the work force respond
performance regularly. The under 35 more positively to frequent performance
generation employee needs include evaluations. Departments should consider
feedback and recognition; a stimulating work restructuring the existing systems rather than
environment; job satisfaction; organizational continuing to rely solely on annual
commitment and connectedness (Rand, performance reviews, the current norm in the
2010). This is unlike previous generations, law enforcement profession. Millennials state
who have generally held a ‘no news is good such positive feedback helps to build their
news’ attitude in regards to feedback from confidence and gives them an increased
supervisors. While receiving sufficient levels feeling of security in the workplace (Alsop,
of feedback is important to the younger 2008).
generations, the tone of feedback given is
critical as the under 35 generation tend to COUNTER POSITION
react adversely to any feedback they perceive
as overly critical or mean spirited. It can Law enforcement agencies throughout the
sometimes seem as though this younger country have had rigid and thorough hiring
generation possesses an insatiable appetite processes in place for decades. These
for praise from others without the ability to processes were created to ensure only
receive and benefit from negative feedback. qualified candidates are afforded an
Balancing necessary critique with praise and opportunity to become police officers in
finding opportunities to publically recognize order to minimize future risk to the
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