In “The Millennials, Part I” (February 2008 issue, p. 117), I outlined some of the generalizations found in the new group of firefighters that comes from the generation known as “the Millennials” or “Gen Y.” The article outlined some of the things that influenced this generation, from the Internet to common family influences such as the high divorce rate and dual working parents.
Every generation has its critics and although Gen Y is very different from previous generations, all hope is not lost. In this article, I’ll provide tips on how to properly train this new batch of recruits. If done correctly, both the fire service and Gen Y firefighters will reap the benefits for many years to come. Note: As I stated in Part 1, I understand there are many generalizations made about Gen Y (and this article probably contains some of them) so don’t get all emotional, thinking, “That’s not me” or “I don’t do that.” Look, I’m a Gen X-er and I certainly don’t represent everything they say about my generation, but I’m willing to admit some generalizations are accurate. With that said, let’s stop our sniveling, wipe our tears, have a big group hug and move on.
The Whole Enchilada
One thing you must first understand about Generation Y: Its introduction into the corporate American workforce has changed the way business is conducted in this country. Many corporations are making changes to attract and keep new employees from this generation; they’re increasing starting wages, increasing vacation time and allowing flexible schedules, among other things. Does this trend also affect the fire service? Absolutely–in the way we recruit hire and try to keep firefighters around for more than a year or two.
Many departments are feeling the pressure of trying to hold on to good firefighters. Twenty or 30 years ago, firefighters would get hired by a department and were pretty much stuck with that department throughout their career. Many took their fire job for the retirement and benefit packages, but their second job paid more, so they did both.
Those days are gone, and as a result, the fire service has had to change the way it does business. People aren’t happy with just good benefits and a retirement package anymore. They want the whole enchilada: a good paycheck, 401(k) benefits, deferred compensation, state-of-the-art equipment and new stations.
Twelve years ago we handed out more than 6,500 firefighter applications at the Ontario (Calif.) Fire Department; this year we handed out 500. We have better benefits, salaries, retirement, equipment and stations than ever before. So why do we have 1â„13 of the applicants that we had 12 years ago?
It’s called competition. Competition with other departments, corporate America, Internet-based businesses and, up until a year ago, the booming construction trades. The Y generation is demanding more and getting it. If you think this doesn’t apply to your department, ask your chiefs how difficult it is to find good firefighters in today’s employee pool.
Training Generation Y
When we think of fire service training, we think of being at the training center, pulling hose or throwing ladders. Training firefighters to be competent in these and other tasks is fairly easy, because it’s what we do on a daily basis, so most of us are very comfortable teaching those skills.
Teaching people how to act around a firehouse in a team-like atmosphere is an entirely different animal. During a discussion the other day at the station, the topic of the newer firefighters’ life skills came up. Some of our veterans were frustrated with this group because, in their opinion, they lack drive, motivation and consideration.
I asked the vets if they ever said anything to the younger firefighters about their behavior and supposed lack of motivation. They told me that what they had to say wouldn’t make any difference. I didn’t understand their theory and was a bit disappointed with their willingness to roll over and give up on these young firefighters. So I suggested that they take their role as senior firefighters more seriously and not let things pass by without discussion. If senior firefighters blow things off and don’t redirect someone who might have neglected their station duties or lacked interest during calls, the firefighter at fault learns nothing and their behavior becomes the norm, not the exception.
As an officer, you are responsible for the development of your crewmembers, which includes everything from fighting fire to getting along in the firehouse. From my experience, this younger generation is very eager to learn and wants to fit in; it just takes a different approach sometimes to get the same results.
Me, Myself & I
In researching this article and speaking to people about this generation, the common theme of “me, myself and I” reared its ugly head. If Generation Y has been programmed for 20 years by messages like, “Get what’s yours,” “It’s your world” or “Look out for No. 1,” that mentality won’t cease to exist the second they stroll into a firehouse.
In my opinion, any firefighter going down a selfish road should get a verbal beating. When someone puts themselves before their crewmembers, a very important lesson should be right around the corner. Why? Because in the fire service, if you think only of yourself or put yourself ahead of everyone else someone could get hurt–or worse. Note: But if people in your firehouse have a selfish “it’s-all-about-me” attitude and no one tries to correct it, then their behavior becomes the norm, and you’ll probably have to shut your mouth and deal with it.
One of our young firefighters got one of these lessons not too long ago. My crew responded to a fire one day after which we washed and hung several salvage covers. When we left for the day it was (and is always) the responsibility of the next shift, particularly the probationary firefighters, to take care of any loose ends or tasks–such as folding the covers and putting them back on the truck. Probationary firefighters in our firehouse are well aware of this. Oddly enough, when we returned the following day the covers were still there hanging from the rack. The young firefighter from the previous shift neglected to do his job and, unfortunately for him, he took an overtime shift with us that day.
I asked this firefighter why he hadn’t folded the covers and put them back on the truck. He said they were still wet–according to someone else–and they needed more time to dry. It was 100 degrees outside and the covers were plastic. You do the math.
Subsequently my head spun around and I must’ve given him a look of absolute disgust because he began to drop the covers immediately. I stopped him and asked what he was doing. With a bewildered look on his face he said, “I’m putting the covers on the truck.” Shaking my head I said, “Not so fast cowboy. Since you didn’t want to do your job yesterday you get to sit over there and watch us do your job today.”
So the rest of the crew proceeded to drop the covers while he watched, begging us to let him help. It looked like the simple act of watching us caused him physical pain, but I’m pretty sure he learned a lesson that day.
There are many ways to handle this type of problem and my approach isn’t the model you’ll find in too many management books, but it serves a purpose: It makes the simple point that selfish and/or lazy behavior has no place in the firehouse.
Get ’Em Involved
The Y Generation is accustomed to immediate gratification, which creates a desire to learn quickly and receive constant stimulation. Gen Y may simply get bored if our training doesn’t include a constant barrage of fascinating information.
Someone who can play a mean riff on a guitar, e-mail 10 buddies about the night’s festivities on their Palm Pilot, reprogram dad’s satellite TV and download some songs on their iPod all within about 5 minutes isn’t about to learn a damn thing from your 2-hour lecture on building construction.
So how should you the company officer deal with this? From my experience, these young firefighters will jump headfirst into a project when given the chance. They want to and are able to learn very quickly, so get them involved in planning, researching and organizing your training sessions. Instruct the Gen Y-ers to research building construction and then have them teach the class. And don’t hold the class in a classroom; go out and look at some real construction sites so the training is tied to something tangible. The Y Generation thrives on multi-sensory stimulation, so I guarantee that if you get them involved in putting things together such as training drills,you’ll both get more out of it.
Keep It Fun & Relevant
Several researchers have stated that the Y Generation works so they can have fun. (I find myself a bit jealous at times when I hear what they did on their days off.) But they also expect to have fun at work.
If you can’t make learning fun, you’re not trying hard enough. It doesn’t take much to kick up a simple drill and inject a little fun into it. One of the simplest ways to do this is by sprinkling some good old-fashioned competition into the training batter.
Firefighters are the most competitive group of people I know, regardless of what generation they represent. During a drill, challenge them to beat a certain time, another crew or yourself, if you still have it in ya.
A friendly wager is also a good source of motivation. When I was a firefighter, my crew would meet another crew down at the training center every month to complete timed wet hose drills under the watchful eye of our battalion chief, but it always turned into a competition between the firefighters. Typical wagers usually involved soda, Starbucks, ice cream, etc.
My partner Ryan Lewis (“Ned”) and I didn’t lose too many challenges and we always had a great time competing. Most people grumbled about doing those drills, but in the end we all had a good time because we turned them into something fun. (Now that I think about it, I haven’t won a single bet since I got promoted; Ned must’ve gotten tired of carrying me all those years.)
Conclusion
The fire service is constantly evolving, whether we like it or not. This new generation that we’re being introduced to is simply a part of that evolution. The way I look at it, we have some choices here. You can either throw your arms up in frustration and give up on these young firefighters, which is what some people have already done, or you can take the time to learn what makes them tick and help them understand what it means to be a firefighter. The choice is up to you, but I am truly thankful some people took the time to mentor me, and I intend to repay the favor.
