“Retired On Duty” is Not the Lazy Cop

Less than 1% of the US population serves in the US Armed Forces, and less than 1% of the US population serve as  1^st responder community. These individuals often start their careers as enthusiastic and high-performing professionals, taking on challenging tasks and being relied upon by their organizations. However, As time progresses, they might begin to slow down, not necessarily due to age but because of the “mileage” they have accumulated.

In this context, “mileage” refers to the cumulative impact of the challenges and hardships these individuals have faced physically and mentally throughout their careers. For instance, members of Special Operations Forces (SOF) and conventional military forces have endured the rigors of over two decades in the Global War on Terrorism (GWOT), facing injuries, combat situations, loss of comrades, and struggles with conditions like PTSD and Traumatic Brain Injuries (TBI). Similarly, police officers, depending on their work environment, navigate a career filled with traumatic events that they carry home at the end of each day.

Consider the life of a police officer who, for 20 years or more, encounters individuals solely during moments of crisis. From domestic violence to assaults, sexual crimes, murders, and child abuse, officers witness the darkest aspects of society on a daily basis. This constant exposure to such intense situations takes a toll on their mental well-being and outlook on their profession.

As police officers progress through their initial years on the job, their dedication and commitment shine through as they immerse themselves in acquiring knowledge, honing their skills through challenging training regimes, effectively apprehending criminals, and mastering the intricacies of their role. These early years are often marked by a sense of duty, enthusiasm, and a strong desire to impact their communities positively.

However, as these officers reach the milestone of 5 to 10 years in their careers, a sense of disillusionment can start to seep in. This disillusionment stems from their stark realities within the criminal justice system. Despite their relentless efforts to detain and bring to justice repeat violent offenders, they find themselves caught in a frustrating cycle where efforts to uphold law and order seem to be undermined by inconsistent court decisions that result in the release of these individuals back into society.

This repeated pattern of seeing offenders return to the streets can have a profound impact on the morale and mental well-being of dedicated officers. The initial passion and drive that fueled their commitment to serve and protect can gradually give way to a growing sense of cynicism. The disillusionment with a system that appears to thwart their efforts and the risks they face daily can lead them to question the very essence of their profession.

Amidst the challenges and complexities, they encounter, these experienced officers may find themselves grappling with fundamental questions about the purpose of their service, the effectiveness of their actions, and the toll that constant exposure to the darker aspects of society takes on their well-being. This internal struggle between dedication to duty and disillusionment with systemic shortcomings can profoundly shape their outlook and approach toward their profession.

Let’s consider police officers who have dedicated fifteen or more years to their profession. Among this group, some individuals begin to display characteristics of being “retired on duty.” This term describes a situation where these seasoned officers lose some of the passion and drive they once had for their work. They may seem like a mere shadow of their former selves, not as committed or proactive in their roles. 

When we think about why a once highly effective officer reaches this stage, it’s rarely due to a single event. It’s more about the accumulation of years dealing with the demanding and stressful aspects of the job. For instance, imagine an officer who has faced numerous traumatic incidents, dealt with challenging cases, and worked long hours under intense pressure. Over time, these experiences can take a toll on their mental and emotional well-being, leading to a shift in their attitude and performance.

This transformation from being fully engaged to feeling detached is not immediate but rather a gradual process. Consider an officer who, after many years of service, starts to feel disillusioned by the need for significant changes or improvements within the system. Despite making arrests and doing their best to maintain law and order, seeing repeat offenders released without significant consequences can be disheartening. This frustration and helplessness can contribute to the evolution of the “retired on duty” mentality.

The lack of proper support systems and resources to address the mental and emotional strain that officers face daily can exacerbate this situation. Officers may become disengaged and unmotivated in their roles without avenues to express their concerns, seek help, or receive the necessary guidance.

By recognizing the myriad factors contributing to this phenomenon and taking proactive measures to support officers, we can create a more sustainable and nurturing environment for long-serving law enforcement professionals. Providing avenues for mental health support, encouraging open communication, and addressing systemic issues can help prevent the emergence of the “retired on duty” syndrome and foster a culture of well-being and resilience within police departments.

Let’s explore further the importance of leadership in addressing the issue of officers who may have lost their motivation on the job. It is often observed that many police leaders opt for a solution of simply removing such officers rather than engaging with them to uncover the root causes of their decline. This reactive approach fails to acknowledge that this decline is not a result of a single event but a complex interplay of various factors.

To illustrate this, let’s consider the analogy of different-sized containers and a person’s resilience. Just like how containers vary in size, individuals differ in their ability to withstand and bounce back from life’s challenges. Some officers, akin to large containers, possess a high level of resilience due to their prior life experiences that have toughened them up for the demands of police work. They can handle a significant amount of stress and adversity without losing their passion for serving the community. Conversely, there are those who, like smaller containers, have a limited capacity for resilience, often due to a lack of diverse life experiences prior to entering law enforcement.

Recognizing and understanding these differences in resilience levels among officers is crucial for effective leadership. Good leaders have the opportunity to nurture and support their team members, helping them grow their resilience and develop effective coping mechanisms to navigate the challenges inherent in their profession. By fostering a culture of empathy, support, and openness, leaders can create an environment where struggling officers feel understood, valued, and equipped to face the difficulties they encounter.

Rather than opting for a quick fix of dismissing officers who show signs of waning motivation, leaders can make a significant impact by investing time and effort into understanding the unique journeys and challenges faced by each individual. By offering meaningful support, guidance, and mentorship tailored to the specific needs of their team members, leaders can facilitate personal growth, well-being, and job satisfaction among their officers, ultimately benefiting both the individuals and the organization as a whole.

To sum up, “retired on duty” is not the lazy cop. This cop was once a motivated individual. This cop was the go-to individual by his or her leadership for various assignments. This officer made great arrests and sound decisions. Why did they become retired on duty? The idea of officers feeling “retired on duty” after years of service is a slow process influenced by stress, disappointment with how things work, and a lack of help when needed.

As experienced officers deal with the challenges of their jobs, their excitement and effort may fade, affecting how well they do their work and how they feel. Leaders must tackle this situation by recognizing how different officers handle stress, providing mental health help, promoting honest talks, and guiding each officer according to their needs. This approach can create a workplace where officers feel supported, understood, and motivated, benefiting both the individuals and the organization by improving personal growth, job satisfaction, and overall success.

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This first appeared in The Havok Journal on May 20, 2024.

Ayman Kafel is the founder and owner of Hybrid Wolf Blue Line Strategies, LLC. A veteran-owned training and consulting company for Law Enforcement officers and agencies. He combines his military and law enforcement experience to bring much-needed cutting-edge training to the law enforcement profession. 

Ayman is not only an active police officer but also a law enforcement instructor and has taught across the East Coast of the United States. He offers a wide variety of training, such as advanced patrol tactics, mechanical breaching courses, designated marksman, and Human Performance under duress. 

In addition, Ayman is an Army Combat Veteran who was deployed during Operation Iraqi Freedom in 2005. He became a police officer in 2007 after 8 years of service in the Army

Ayman has seen the ugliness of war and evil in the world. He survived two civil wars prior to immigrating to the United States in the late eighties.

His current position is the commander of his department’s Problem-Oriented Policing Unit. He leads a team of investigators that employs unconventional methods and Special Forces philosophy in achieving specific objectives in the communities he serves. These unconventional methods range from winning hearts and minds to specific strategic law enforcement actions to arrest and prosecute those who are the root cause of various crimes.

To reach Ayman, feel free to email him at hwbluelinestrategies@gmail.com

As the Voice of the Veteran Community, The Havok Journal seeks to publish a variety of perspectives on a number of sensitive subjects. Unless specifically noted otherwise, nothing we publish is an official point of view of The Havok Journal or any part of the U.S. government.