This is tremendous, and I see a play out in my organization almost as if you wrote the article while looking at my agency…
And yet, when I make time to know my officers names, the names of their spouses, their kids, and what their hobbies are I get higher productivity from them in the long run! We need leaders like that.
It's true. My agency was highly tech reliant. I left at 7 years. I turned 40, and asked if I stay another 7, will I be closer to my goals of professional development? I had only been sent to two classes outside of mandatory in-service. It seemed unlikely.
OK, so if I stay is it more likely I avoid permanent injury, civil litigation, criminal litigation, or internal punishment? Never got in trouble (beyond a few dept 10-50s), but it was increasingly common for people to catch complaints and get timed out and disciplined. Probably could skate 7 more without issue.
If I stay, how will it effect my marriage and impending fatherhood. The job seriously strained my marriage. Big concern.
If I stay, and revisit this question in 7 years, would starting over at 45 be easier or much harder than at 40.
I called the Lt in charge of the morale program to talk. He said "if you want to go, get out."
I turned in my resignation.
Ironically, my resignation letter was rejected 2x for formatting errors. No one asked why or tried to get me to stay. I set my notice to coincide with the end of the schedule to reduce issues, but it meant my last day was a Sunday. So I asked my LT what I needed to do with my gear to avoid any implications of theft. He told me it was my problem and to look at the PowerDMS policy.
I pulled the stress card making my last day effective immediately.
Never once looked back. Miss doing the job, but not the work environment. Now I'm in law school and given my background I get pressure to be a prosecutor, but I'm deeply torn about returning to that environment.
Departments need to invest in their people. It's not a pay issue, a public treatment issue, or gear. Leaders in departments undervalue their personnel.
This is tremendous, and I see a play out in my organization almost as if you wrote the article while looking at my agency…
And yet, when I make time to know my officers names, the names of their spouses, their kids, and what their hobbies are I get higher productivity from them in the long run! We need leaders like that.
I am not Law Enforcement. I worked for the Fed as IT Support since the late 80's and retired in 2019. You speak the truth.
It's true. My agency was highly tech reliant. I left at 7 years. I turned 40, and asked if I stay another 7, will I be closer to my goals of professional development? I had only been sent to two classes outside of mandatory in-service. It seemed unlikely.
OK, so if I stay is it more likely I avoid permanent injury, civil litigation, criminal litigation, or internal punishment? Never got in trouble (beyond a few dept 10-50s), but it was increasingly common for people to catch complaints and get timed out and disciplined. Probably could skate 7 more without issue.
If I stay, how will it effect my marriage and impending fatherhood. The job seriously strained my marriage. Big concern.
If I stay, and revisit this question in 7 years, would starting over at 45 be easier or much harder than at 40.
I called the Lt in charge of the morale program to talk. He said "if you want to go, get out."
I turned in my resignation.
Ironically, my resignation letter was rejected 2x for formatting errors. No one asked why or tried to get me to stay. I set my notice to coincide with the end of the schedule to reduce issues, but it meant my last day was a Sunday. So I asked my LT what I needed to do with my gear to avoid any implications of theft. He told me it was my problem and to look at the PowerDMS policy.
I pulled the stress card making my last day effective immediately.
Never once looked back. Miss doing the job, but not the work environment. Now I'm in law school and given my background I get pressure to be a prosecutor, but I'm deeply torn about returning to that environment.
Departments need to invest in their people. It's not a pay issue, a public treatment issue, or gear. Leaders in departments undervalue their personnel.
spot on Doc.