Because of the special obligations public safety agencies have to the communities they serve—as well as the high stakes and potential liabilities involved—a proper strategy for retaining high-quality employees is critical. A passive approach to staffing and leadership is simply not an option.
Some red flags that an organization’s current practices may be at the root of its staff retention issues include:
In general, the determining factor in retention is job satisfaction. An employee’s satisfaction with their work, in turn, is largely a function of how meaningful they believe their role is and how well they feel they perform it.
Through the standards and expectations they model and communicate, public safety agency leaders are instrumental in shaping these perceptions—and addressing opportunities for improvement as they arise.
Two types of performance management are integral to ensuring that intervention happens early and effectively: human-centered and technology-centered.
At the center of performance management are your agency’s people: your employees, supervisors, and administration.
One effective way your agency can demonstrate its commitment to its mission on a human level is to make the recognition of positive behavior a regular part of your organizational culture:
But make no mistake: When properly applied, data-driven technology solutions have a critical role in performance management for public safety agencies.
The right technology solutions, like Guardian Tracking:
While the nature of public safety work doesn’t always allow for clear-cut, one-size-fits-all solutions to performance management, combining early intervention with proactive leadership and mission-aligned technology is a powerful approach for retaining quality employees.
Agency leaders who embrace this approach demonstrate their commitment to excellence and integrity at all levels and benefit from highly organized data to guide and reinforce their performance management strategy.