It’s a phrase we hear more and more as we travel the halls of our buildings and the p-ways of our ships. The older, saltier sailors keep mentioning how this is a “new Navy” and that it isn’t what it used to be—and they’re right. We use the term “new Navy” and associate it with the weaknesses of the modern generation, our quivering fear at saying or doing anything because of the repercussions of hurting another’s feelings or not being politically correct. We see the “new Navy” as the shedding of what was once a thick skin, which is not entirely untrue.
One seeming problem is our inability to understand what the “new Navy” really is and how to tap into its truly unlimited potential. The Navy, along with the rest of the armed forces, is retiring its leadership from Generation X, which typically includes those born between 1965 and 1980, and completing a turnover to Generation Y, which is considered to be those who were born between 1980 and 1995 (also known as millennials). It’s important to understand the differences between these two generations and what it means to our Navy.
Traits of Millennials
Millennials are technologically savvy, and their electronics are almost an extension of their limbs. They are clever and resilient. They recognize their value and will not sell themselves short if they can simply find success elsewhere. Praise is vital to motivate millennials, and poorly delivered criticism will turn them off like a light switch. They often prioritize their schedules around the activities they enjoy. Have you ever asked a millennial what day it is and gotten “chest day” as a response instead of “Monday”? Their lunch hour may be centered on what time their yoga class is, and how could we ever forget their desire to make themselves works of art with tattoos? Companies such as Apple, Google, and Zappos seem to be accommodating this generation’s takeover, but what about the military?
If you ask a millennial sailor to do something, their question “why” may irritate an old salty dog who immediately takes offense, sees it as rebuttal or resistance, and sets off a chain of write-ups, disciplinary-review boards, and maybe even nonjudicial punishments. What is frequently not considered is what drove the sailor to ask why. Perhaps it was indeed an act of defiance, a way for him or her to try and stick up for themselves for reasons we may not understand. But we must identify the generational change between the mentor and the mentee.
We ask the question why not only to gain information but to learn about purpose, and millennials find purpose to be very important. After all, time is valuable and they have a schedule of success to keep. One of the 11 Leadership Principles of the Marine Corps is “Keep Your Personnel Informed.” The doctrine states that “Marines by nature are inquisitive,” that information and purpose replace the feeling of being “cogs” with being a team. It also states that “informed Marines perform better,” which should lead us to realize that the term “Marine” can be replaced with any branch’s personnel, whether it be soldier, airman, coastie, or sailor. To further reinforce this principle, by successfully keeping our personnel informed (and therefore giving purpose), we increase initiative, enthusiasm, loyalty, and convictions. All of these sound like a recipe for a successful service member, and when used correctly is exactly what we need to motivate the younger generation.
Maximizing Their Potential
Millennials need coaches instead of bosses. Self-driven and on a quest for personal success, they may be perceived by some as narcissists and therefore poor team members. However, millennials are some of the hardest-working people out there; their potential just needs to be tapped. Beyond the craze over the latest iPhone, the yoga position they learned during lunch, or the new personal record set at the gym is a generation that ultimately serves a greater purpose. For example, through the efforts of millennial-spurred technologies such as social media, increased awareness of genocide and mistreatment became public knowledge. The millennial-driven belief of equality, specifically to that of a person’s sexuality, led to the repeal of the “Don’t Ask, Don’t Tell” policy.
Tapping into the power of this generation will only further enhance our Navy and improve our mission success. We must arm these talented young sailors with the right tools; after all, they seek constant success instead of settling. As one of the most educated generations yet, increasing their knowledge is very important. How many times is a greenside corpsman told that they can’t use their tuition assistance because they haven’t earned their Fleet Marine Force pin? (And once awarded the pin, a new obstacle will arise.) Our general military training is hosted by websites that are confusing, scattered, and incredibly unreliable. When the shop tasks are complete for the day, the floor gets swept for the fifth time in an hour because working hours extend until 1700 and extra liberty is seen as a risk rather than a morale boost. The list of scenarios is unlimited, and having already identified the problem, it’s time to start finding solutions. The Navy must embrace millennials for all they’re worth.
Millennials don’t like being told no. This puts their compatibility with the military in a very precarious position. However, for every perceived weakness there may exist a strength. Unless the request is an obviously ridiculous one, instead of saying no we should give conditional but realistic responses. That greenside corpsman who gets his FMF pin and maintains the health of his Marines should be allowed tuition assistance as long as the needs of the Marines come first. Members of this generation prioritize, and often do so efficiently. Trusting this generation has the potential to significantly enhance a sailor’s productivity.
Liberty is very important to younger sailors, and it should be extended to the maximum time practicable. Those who demonstrate the core values of the Navy should not be punished because of those who are a risk. Sweeping generalizations may reduce the possibility of error but also stomp on the morale of those who have earned their privileges. Justice that is not only swift but accurate will promote positive attitudes toward an organization that does maintain a right to control.
While beards are not gas-mask friendly, tattoos can safely be applied to one’s body. Although they should be screened to make sure they don’t reflect poorly on the Navy, are the regulations in place truly doing any good? Furthermore, this technologically savvy generation is required to operate on outdated and inefficient systems. There has been talk of developing a single portal for career and training management, but how could it take so long to do so with all of the brilliant minds at our disposal? Another key trait of millennials is their ability to seek out new paths to success. There was a day when having four jobs on a resume was considered insecure and unreliable, but now it can be seen as versatility and flexibility.
Members of this generation may have their weaknesses, but these are outweighed by their strengths and potential. Instead of being afraid of this new Navy, we should embrace it.
Hospital Corpsman Zieno is stationed at the Branch Health Clinic, a satellite of Naval Hospital Twentynine Palms, at Naval Air Weapons Station China Lake, where he serves as a general duty corpsman in the family medicine department. He is enrolled in a bachelor’s program with the State University of New York–Empire State College with a projected graduation date of May 2016. This essay was awarded third place in the 2015 Enlisted Prize Essay Contest, sponsored by Textron Systems.