How Departing Veterans Impact New Recruits’ Learning, Stress, and Retention
In any public service, the value of experienced colleagues cannot be overstated. This article focuses on the challenges within the UK police force, but the themes of mentorship, stress, and retention resonate across all public services today. As seasoned professionals depart early, the impact on new recruits and the overall effectiveness of these vital institutions becomes a critical issue that demands our attention and action.
Introduction:
The realm of emergency and military services, particularly within the UK police force, is inherently demanding and complex. Officers face an array of challenges daily, from responding to critical incidents to managing public safety and maintaining order. In such an environment, the wisdom and experience of seasoned colleagues and peers become invaluable. However, as the police force grapples with low morale, dwindling numbers, and an intricate internal investigation process, a pressing question arises: How do new recruits navigate their roles effectively when the veterans they rely on are leaving in significant numbers?
The Importance of Learning from Experience:
In any profession, learning from experienced colleagues is fundamental to growth and development. This is especially true in policing, where practical knowledge, situational awareness, and the ability to handle stress are paramount. Seasoned officers have not only mastered the intricacies of the law but have also developed a keen understanding of human behaviour, effective communication, and crisis management through years of on-the-job experience.
For new recruits, these veterans serve as mentors and guides, providing insights that cannot be gleaned from textbooks or training manuals. They offer real-world examples of how to handle various situations, from diffusing tense encounters to making split-second decisions that could save lives. Moreover, they share coping mechanisms for dealing with the emotional and psychological toll of the job, helping new officers build resilience against stress and trauma.
The Exodus of Seasoned Officers:
Despite their critical role, many experienced officers are leaving the force. A combination of factors contributes to this exodus, including low morale, a perceived lack of support from internal investigations, and the lengthy and often stressful process of these investigations, which can span three to five years. The scrutiny and pressure associated with these investigations can be demoralising, leading some officers to seek early retirement or alternative careers.
Additionally, high-profile cases where officers have faced severe repercussions for their actions, such as the controversial stopping of suspected offenders, have created a climate of fear and uncertainty. Many officers are becoming increasingly risk-averse, fearing that proactive policing could lead to allegations of misconduct and subsequent investigations. This cautious approach can hinder effective law enforcement and contribute to a sense of disillusionment within the ranks.
The Impact on New Recruits:
The departure of seasoned officers leaves a void that is challenging to fill. New recruits, who would typically rely on their experienced colleagues for guidance and support, find themselves navigating their roles with limited mentorship. This lack of experienced role models can lead to several issues:
- Knowledge Gap: New recruits may struggle to apply theoretical knowledge to real-world situations without the practical insights and tips that seasoned officers provide.
- Increased Stress: The absence of experienced colleagues to confide in and learn from can amplify the stress and pressure new recruits face, potentially leading to burnout and mental health issues.
- Reduced Confidence: Without the reassurance and backing of veteran officers, new recruits might feel less confident in their decision-making abilities, affecting their performance and effectiveness.
The Impact of Stress on New Recruits:
Stress is an inevitable part of policing, but for new recruits, it can be overwhelming without the proper support and guidance. I have spoken to a number of officers with less than five years of service, and a common theme emerges: disillusionment with the recruitment process and the realities of the job. Many feel that the role isn’t what was portrayed during recruitment, finding the job to be relentless and stressful. Switching off from work becomes a struggle, affecting their mental health and personal lives.
Furthermore, the issue is compounded by the promotion of officers to higher ranks without adequate policing experience or leadership skills. In the past, seasoned colleagues would have guided these leaders, helping them develop the necessary skills to manage their teams effectively. Without this mentorship, leadership can be lacking, further exacerbating the stress and challenges faced by new recruits.
On several occasions, I have had to step in during critical moments on the street, making quick decisions and managing the scene effectively due to my many years of experience. After such incidents, younger officers often approach me, eager to learn my thought processes and the methods I’ve developed over time. They want to understand how I can switch to ‘auto pilot’ and handle situations with confidence and efficiency. These are skills that come with experience and learning from seasoned colleagues—skills that are at risk of being lost as veteran officers leave the force.
Mental Health and the Police Force:
The mental health of police officers is a critical concern. Both new and veteran officers face significant stressors that can impact their mental well-being. The cumulative effect of dealing with traumatic incidents, coupled with the pressures of the job, can lead to conditions such as Complex-PTSD, PTSD, anxiety, and depression.
I have personally assisted younger colleagues who are struggling with the relentless demands of the job, helping them develop strategies to manage stress and maintain a healthy work-life balance. Older colleagues, who often carry the burden of many years of service, are also at risk. Many officers with 25 years of service or more are opting to leave early, even with a reduced pension, rather than complete their 30 or more years. The low morale and better-paid opportunities elsewhere contribute to this trend, creating a toxic storm of retention and recruitment issues.
Additionally, many officers avoid taking sick leave or using in-force counselling services due to a mistrust of the system and a fear of being perceived as failing their teams. With low numbers in the force, officers often feel compelled to continue working despite their mental health struggles, fearing that their absence will overburden their colleagues and further strain already stretched resources.
To address these challenges, it’s crucial to provide robust mental health support for all officers. This includes access to counselling services, peer support programs, and regular mental health check-ins. There is support out there that encourages a culture of openness TROJAN WELLBEING where officers feel comfortable discussing their mental health without fear of stigma and peer support is available for advice.
Providing training on stress management and resilience can equip officers and their supervisors with the tools they need to cope with the demands of their job. I created Mentally Healthier addressing this need with a tag line –‘ Invest in your greatest asset: Employee wellbeing ‘
Conclusion:
The challenges faced by the UK police force are multifaceted and complex. The departure of seasoned officers undeniably impacts new recruits, leaving them with fewer mentors to guide them through the demands of the job. The stress and disillusionment experienced by new recruits, coupled with the lack of experienced leadership, further complicate their ability to perform effectively.
By acknowledging these issues and highlighting the critical role of experienced officers in mentoring and guiding new recruits, we can better understand the importance of retaining veteran officers. Ensuring that the invaluable experiences of veteran officers are passed down is essential for maintaining an effective and resilient police force. The future of policing relies on our ability to adapt and innovate, ensuring that every officer, new or experienced, feels valued and prepared to serve and protect our communities.
I know many think that the ‘old sweats’ are set in their ways, but they have experience, no doubt they have faced the same dilemmas you have to make, at least listen then make your own decisions. Take a moment to respect their journey, absorb their lessons, and let their stories guide you; for in doing so, you not only honor their service but also pave a wiser, more resilient path for yourself and those who will follow in your footsteps.
If you or someone you know is suffling with Complex PTSD (CPTSD), PTSD, Stress or Anxiety then book in for a free chat to see how I can help.