Preparing the Marine Corps for Generation Z
Abstract
Since the release of the 38th Commandant's Planning Guidance in July 2019, the Marine Corps took appropriate steps to incentivize the youngest generation of Marines; Generation Z. Incentives like career flexibility, through the career intermission program, reinstatement of the lateral move program, and extended maternity leave all provide options for Marines to develop their own career path, which is important to the Generation Z cohort. The incentives program is an essential tool for retention. When evaluating how the Marine Corps should proceed with planning for the future, in terms of education, manpower, and training, leaders in the Marine Corps must consider the specific needs of Generation Z. The incentives must be timely and targeted towards the needs of these Marines. If not, the Marine Corps as an organization will waste time and resources with antiquated incentives that provide no long-term benefit to the Marine Corps and only limited value to Marines. Offering Marines financial incentives near the end of their period of service tempts them to continue serving and increases the likelihood of the Marine Corps retaining the most qualified Marines who cherish and respect our core values. However, we should focus on early investment in Marines, specifically junior enlisted and company grade officers in the Generation Z cohort; who value competition, achievement, and mentorship more than previous generations. This will contribute significantly to the Marine Corps' retention goals, reduce the need for monetary incentives, and produce more proficient Marines with an imbued desire to continue serving.
Document Details
- Document Type
- Technical Report
- Publication Date
- Apr 23, 2021
- Accession Number
- AD1178248
Entities
People
- John M. Snyder
Organizations
- Marine Corps University