Every law enforcement organization has a generational gap either in its workplace or among the communities they serve. Generational differences influence working relationships, standards of normalcy, and expectations in how we treat each other in the workplace. Consider, for example, how each generation views leadership and responds to authority.
Traditionalists and Baby Boomers (born between 1922-1964) entered the workforce at a time when the structure and hierarchy of most law enforcement organizations were strongly influenced by military thinking. The dominant management model of the time was “command and control.” Employees were expected to follow orders without question even in cases where misconduct was occurring. No action was taken without going through the appropriate channels. Acts of discrimination and abuse of power were collateral damage in managing paramilitary law enforcement organizations. These generations were and still are loyal to their leaders as they often put their own interest aside over the organization’s reputation and honor.
On the other hand, Generation X (born between 1965-1980) are knowledgeable workers who have been influenced by technology as well as by shifts in family and societal trends including divorce, two-income households and gender, racial and ethnic diversity. Given this worldview, their values trend toward individualism and self-reliance. Gen X no longer accepts the notion that workplace discrimination is a collateral damage for being a police officer. They are committed to their self-respect and career survival where loyalty to the organization is not a professional priority. For these reasons, this group is less likely to risk their professional reputation to support someone else’s controversial organizational disputes.
Generation Y (born between 1981-1996) group is more diverse, globally oriented and more knowledgeable of computers and technology than any preceding generation. This group is a larger demographic than the Baby Boomers but predicted to have an equally distinct impact on society and the workplace. However, this group is also less likely to get involved in workplace issues where their testimony is greatly needed to support someone else’s administrative or legal action against the organization.
Lastly, Generation Z (born between 1997-2012) members are driven by technology. They are mobile and internet natives. Meaning, this group’s communication style is quite different from other generations. Since their lives operate in the technology world, this group is more susceptible to personality conflicts but will shy away from confronting the leader. Texts and emails are a preferred method of communication for this group. Responding to a Facebook, Instagram or other social media post is very important to them and loyalty to the organization or its reputation is not their personal or professional priority.
For the first time in the history of law enforcement, there are five generations of employees, both sworn and civilians, represented in the workforce. It is the largest demographic since women and minorities began entering the workforce. Not surprisingly, the implications are profound and present new opportunities and challenges in managing a diverse workplace. Therefore, new generations are constantly watching and do not hesitate to criticize the leader. They are assessing management actions to determine whether the Department standards are equally applied at the higher levels of the organization.
Leaders can no longer rely on the loyalty and sacrifices that Traditionalists and Baby Boomers showed for the organization. A leader managing multiple generations in law enforcement must be fair, consistent, innovative and able to adapt to new ways of thinking–without judging the individual for refusing to make similar sacrifices as the older generations did. Being open minded but extremely cautious that anything a leader may do, say or share as a leader with subordinates may create a social controversy that otherwise would be categorized as a routine type of conversation for older generations.