There is a fire service adage that goes, “100 years of tradition, unimpeded by progress.” The theme here has to do with age and resistance to change. Evolution is necessary for success and in general, public safety does not like to adapt to its members. The paramilitary disciplines, often with good intent or out of necessity, require compliance and conformity. There are many good reasons behind these designs, but that does not mean they should not be reviewed and adjusted as needed, especially when a demographic change no longer aligns with the goals of the agency or the mental or physical integrity of its members.

In short, what worked twenty years ago and resulted in a strong organization may actually be damaging to both the organization and its newest employees. Cross-generational management is complex and requires the ability to adapt communication styles to be as effective as possible. The different generations, and especially Gen Z, literally speak another language now. If agencies cannot recognize and navigate their dialect, then how can they expect to recruit and retain those people?

**This will need a cleaner blurb, but the premise is focused on cross-generational recruitment practices, especially Gens Z & A.**
Learning Objectives:

Identify characteristics common to the generations currently in the workplace.
Describe recruitment strategies that better align with the communication practices of different generations.
Adapt recruitment techniques that highlight agency strengths.