In many lines of work, two years of nonstop, exhausting challenges and pressure might mean those on the job began to jump ship. For members of the National Guard, it has created a swell in the number of those seeking re-enlistment.
Across the country, members of the National Guard have been taking on any job necessary to fight the pandemic strain that is crushing our front-line folks. Many of them are signing up to keep doing it.
According to an Associated Press report, a variety of reasons exist for the number coming back for more. There are $10,000 re-enlistment bonuses, benefits to help pay for college, extra income as the economy struggles, the chance to learn new skills and, certainly not least, the chance for a fulfilling career that allows members to give back to their communities.
“Since March of 2020, we have had a significant increase in our retention rate,” said Army Brig. Gen. Isabel Rivera Smith, director of the joint staff for the New York National Guard. “We believe that it is because of the impact that our service members have made during this COVID pandemic.”
Don’t forget, these folks have also been fighting fires and assisting in the aftermath of other natural disasters over the past couple of years.
Meanwhile, the only two states not to make or exceed retention goals for the Army National Guard in the past year are California and Ohio. We know how much Ohio National Guard members have done to help, even right here in our Mahoning Valley, which begs the question: What is different for Buckeye State and California Guard members?
Still, while the National Guard is able to offer (at taxpayer expense) benefits most other employers cannot replicate, there are some general lessons in their success. Amid a nationwide labor shortage, workers want jobs that pay them enough to stay afloat during slow economic times, bonuses that recognize their loyalty, benefits such as help with education, the possibility for a long career that is both fulfilling and continually teaching new skills, and above all, to know what they do makes a difference.
Of course, private employers can’t provide perks at the level of the U.S. Department of Defense. But the National Guard’s success should give them some fresh ideas on how to face a tight labor market while doing right by both their own businesses and their employees.
