It’s no secret that transitioning to the civilian workforce after the military can be challenging. In fact, so many former soldiers find this process to be a culture shock that only 1 in 5 Veterans will stick out their first civilian job for more than two years.

What does this all mean for you, as an employer? There’s a huge opportunity to distinguish your organization as a place that’s committed to retaining and engaging Veteran workers. And because more than 500 service-members are transitioning to civilian life every day, one Veteran’s success story will likely attract many others.

Here are the top three things that Veterans we talked to at SAVI say employers can do to help ease their transition into civilian work life and encourage retention.

1. Speak Their Language: Between writing business-friendly resumes and translating their military skills to the civilian job market, Veterans spend a great deal of time learning the new language of civilian work culture. It wouldn’t hurt for managers and co-workers to meet them halfway on this challenge by getting more familiar with some basic military jargon and culture to make Veteran workers feel more welcomed.

Another major difference many former service-members point out about their new civilian workplaces is typically lower urgency levels. A core value of military life is timeliness, yet civilians don’t always have the same pressures to show up on time — be it for meetings or project deadlines. Keep this ingrained perspective in mind when you have a meeting with Veteran colleagues, so that you either make sure you’re punctual or, at the very least, let them know you’ll be late.

Though these differences may be seem small, they can be extremely important for managers and co-workers to address when trying to build a successful work team and relationships with a new Veteran hire.

2. (Ask to) Ask About Their Service: Military Veterans are often proud of their service — as they should be. And just like all other members of the human race, they talk about their experiences as a way to build a shared understanding with others. So, don’t be shy in letting Veterans know you’re happy to listen — but don’t force it either. For many Veterans, their military service is what first shaped their worldview, and by asking questions about their service, you may better relate to their mindset on the job. For other Veterans, being pressed for details of their service can come off as stereotyping, bring up painful memories — or even be outright prohibited by security clearance laws! A good strategy is to first ask if they want to talk about their experience serving.

Then (if they say yes), don’t just ask what branch they were in and go on your merry way. Go a level deeper to learn what their specific job was when they left their branch of service, what that role involved, and what it was like in the day-to-day. They’ll probably use some terms you don’t quite follow, so ask for a clarifying description if you need it. You don’t need to be an expert, but if you’ve done Step 1 above, you probably have at least some understanding of the military and can ask more specific questions that will get them talking — not to mention earn you some brownie points.

3. Know Their Value and Tell Them: Everyone wants to feel like they’re contributing something valuable at work, but Veterans especially are used to a career that centers on defending our country and fighting for freedom. Talk about being a meaningful mission! Because of this innate drive, make sure the Veterans on your staff know their immediate and long-term impact and that they understand the clear purpose and mission of your organization. Direct communication and feedback is not only acceptable, but preferred. By showing them in real, measurable ways how they are contributing to the success of your team (or still have room to grow), you will help give them greater job satisfaction, which for you means higher retention rates. It’s a win-win.
Want to learn more about recruiting, retaining, and engaging Veteran employees? Looking to assess the gaps and areas for improvement at your own organization? Visit our For Employers page or contact email@savivets.wpengine.com.

If you’re an employer with Veterans on your payroll, you might not be aware of just how much potential these former service-members bring to your organization. Beyond the industry-specific, technical expertise listed on their resumes, Veterans often show up strong in terms of their interpersonal skills — and there’s nothing “soft” about that.

If such skills didn’t come to the forefront during the interview process, don’t be discouraged or assume they’re lacking. In the military, respect for the chain of command encourages deference to superiors until the moment when their own authority is officially granted. This means that the Veteran might not hit his or her stride — exhibiting awesome creativity and leadership — until assigned specific tasks to deliver on for your team.

Yet many post-military employees are also unaware of the tremendous professional assets they possess from the service. That’s why we at SAVI put together the following four-step process, to ensure that you and your Veteran employees can uncover and capitalize on their unique strengths in the workplace sooner rather than later.

1. Begin with One-on-One Engagement: Yes, individual conversations may be a time-consuming endeavor if you have a busy schedule. But making space in your calendar for personalized sit-downs with Veteran employees is key to the strength-identifying process. In these meetings, ask Veterans what they consider to be their own interpersonal strengths (e.g., communication, conflict resolution) and how these could be applied to help your team or bottom line see greater success.

This face-to-face interaction will not only be beneficial for you as the employer, but it will also make each Veteran staffer feel respected as an individual, especially in a potentially unfamiliar civilian setting. Take the time to build that rapport — it will be worth it as you chart a path together.

2. Follow Up with a Strengths Test: Once you’ve heard directly from your Veteran employees about their strengths, have them take an assessment, like Gallup’s CliftonStrengths test, to gain a more objective evaluation of what they offer beyond the duties assigned. According to Gallup’s 2014 analysis of decades of research, simply learning their own strengths makes employees 7.8 percent more productive. The military mindset of your Veteran staffers will likely respect this data-driven approach if you frame it that way.

By layering a quantitative measurement on top of your in-person, qualitative discussion, you’re likely to get a clearer view of what the actual strengths of your Veteran employees are. Such tools are also great ways for any employees to re-evaluate what they think of their strengths versus what the trends and data show, as sometimes personal views differ from reality.

3. Test-Drive Their Skills: Now it’s time to test-drive these newfound strengths. Encourage the Veteran’s managers or project leads to assign your employee a small task using one of the assets identified during the first two steps. (You can also ask the Veteran for suggestions, of course.)

Maybe you have a Veteran employee who appreciates her natural eye for efficiency. Let her prove it by developing a process brief that could streamline an upcoming project phase. Maybe you have a Veteran staff member who tested as a strong communicator. Let him take a client call or give a presentation. The idea here is to put Veterans’ distinguishing character traits to good use — even if they might not be the traits you originally imagined. Get creative, and monitor the results.

4. Create Dream Teams: Once you’ve identified and test-driven your Veteran employees’ skills, now is the time to create your company’s dream teams. The military is an intensely team-driven environment. If you have skill gaps you’re hoping to fill — a project group that needs better organization, motivation, or timeliness, for example — consider a Veteran as the missing link. Veterans know all too well how leveraging different strengths for a single mission offers the best chance for success.

Looking for more ways to recruit, retain, and engage Veteran employees to achieve better outcomes? Visit our website at www.savivets.org today to learn more.

If you’re a soon-to-be-Veteran, you’re probably contemplating the biggest question of your life so far: Where on earth do I settle down?

That’s right: “settle.” This term has been absent from your vocabulary throughout your military career but has now suddenly become your impending reality. You must choose wisely.

Luckily for you, our team of SAVI Veterans, milspouses, and researchers has some wisdom to share on the top 10 cities you should consider for your “Expiration Term of Service.” This list looks at the best places for new Veterans to start a new career, go back to school, or launch a business — all while fitting in seamlessly with the Veteran-friendly community.

1. Fayetteville, N.C.

There’s no question that Fayetteville is home to the nation’s largest military population, with more than 50,000 soldiers stationed there. Since three military installations — Fort Bragg, Pope Air Force Base, and Camp Lejeune — are either in or around town, Fayetteville offers tailored services and perks for Veterans everywhere you turn.

It’s also a town of educational opportunity, with three college options: Fayetteville Technical Community College, Fayetteville State University, and Methodist University. Fayetteville offers promising career options as well, with jobs in major industries including educational services, healthcare, public administration, recreation, and food services. If you’re looking for the smoothest of sailing into your post-military days, Fayetteville is number one for a reason.

2. Colorado Springs, Colo.

Holy scenery! Colorado Springs has eye-catching views in all directions and is home to some of the best hiking, geological features, and natural landmarks in the country. Boasting several military bases — including Fort Carson, Peterson Air Force Base, and Schriever Air Force Base — and offering tons of high-tech Veteran careers, the sprawling city proves it’s more than just a pretty face.

In addition to job opportunities, “The Springs” also offers several options by way of higher education, including Colorado College, University of Colorado Colorado Springs, and Pikes Peak Community College. Fun fact: The United States Olympic Committee is headquartered here, as well as one of the Olympic Training Centers.

3. San Angelo, Texas

When it comes to job security, you just can’t beat San Angelo, Texas, which Forbes Magazine calls one of the “best places for businesses and careers.” Between Goodfellow Air Force Base — which averages a weekday population of 6,500 – a strong telecommunications presence, two major healthcare centers, and the renowned Angelo State University, this Texas town is bursting with opportunity for Veterans. Plus, the historic sites and artillery on display at Fort Concho, an 1860s Army post, flow into a restored downtown area and a lush walking trails that seamlessly bridge the gap between past and present.

4. Carlisle, Pa.

With relaxation spots as diverse as wineries, golf courses, art galleries, and everything imaginable outdoors, Carlisle’s got it. Its beautiful forests and mountains create a picturesque backdrop for this retirement spot that is also home to the U.S. Army War College and one of the top liberal arts schools in the country, Dickinson College.

Forbes has also ranked this Pennsylvania town as one of the cheapest cities to live in and the second-best place in the nation to raise a family. Employment opportunities include industries in education, military, government, and retail. Another tidbit worth noting: The state of Pennsylvania doesn’t tax federal pensions. Happy retirement, yinz!

5. Madison, Wis.

Want the best of all seasons? Move to Madison, where all your ice fishing, snowmobiling, swimming, and hiking dreams come true. Even Money Magazine took notice of this Wisconsin town’s overflowing amenities when it named Madison one of America’s best small cities in 2008.

The town is bursting with healthcare, agriculture, and advanced manufacturing careers and also offers highly ranked educational options, including the University of Wisconsin. Though its closest military installation, Fort McCoy, is more than an hour’s drive away, the William S. Middleton Memorial Veterans Hospital is conveniently located in Madison.

6. Topeka, Kan.

Like Dorothy after her own whirlwind journey, you may think you’re not in Kansas anymore! Well, you might actually be if you move to Topeka, where job growth, education services, and a high quality of life abound! This thriving city in northeast Kansas boasts renowned school systems, including Washburn University, home to one of the top 20 law schools in the United States. In addition to the Topeka VA Medical Center, Topeka also has two main hospitals — Stormont Vail Health and St. Francis Health – making it a major hub for those entering the healthcare industry after the military.

7. Syracuse, N.Y.

If you’re thinking about going back to school, Syracuse just might be the city for you. With 11 colleges — including Syracuse University, Le Moyne University, and Onondaga Community College — in or near town, Syracuse has more than enough options to suit your educational dreams.

If Syracuse’s schools, 40-plus golf courses, and year-round professional opera company don’t convince you of this city’s many attractions, maybe its access to Veteran services will. “The ‘Cuse” offers a local VA medical center, a short drive to military installation Fort Drum, and a zero tax policy for federal pensions.

8. Kenner, La.

What couldn’t we say about Kenner!? It’s got as many amenities and attractions as there are stars in the sky, including the nearby port mecca of New Orleans, NASA’s Michoud Assembly Facility, views of the Mississippi River, and the New Orleans Naval Air Station (for all your commissary needs). Tulane University, recognized as a top university throughout the world, is also located in Kenner, along with career options in major industries such as tourism, entertainment, healthcare, and government. If we were allowed to choose favorites at SAVI, Kenner would be a winner!

9. Tucson, Ariz.

Tucson is a military meeting place in the desert. Surrounded by four major bases — Davis-Monthan Air Force Base, Fort Huachuca (Army), Luke Air Force Base, and training center Camp Navajo — there’s no shortage of a military-friendly atmosphere here. It also sports views of five mountain ranges, meaning its outdoor and scenic game are on point. For employment, manufacturing and industry lead the pack in this Wildcat town, which is home to the University of Arizona.

10. Cheyenne, Wyo.

Often overlooked, Wyoming is a flyover state that people don’t often think of as a “settling down” destination. But we think it should be added to your radar. And here’s why: Cheyenne is just 1.5 hours from Denver, sits in the northern part of the Rocky Mountains, and offers a low cost of living with ZERO state income tax. Plus, Veterans enjoy a close proximity to Francis E. Warren Air Force Base for any military-related services, as well as access to educational opportunities at the University of Wyoming and Laramie County Community College. Career growth is also strong here in the Union Pacific Railroad city, with options such as manufacturing, tourism, mining, agriculture, and transportation. Don’t just fly over it — come and stay awhile in the Frontier City.

Looking for more resources to make the most out of your transition into civilian life? Check out SAVI’s free offerings here, or contact email@savivets.wpengine.com to learn more.

“Military-friendly” has seemed to become as a trendy buzzword for many companies these days, complete with shiny stickers to slap on your recruiter’s door. But what does the term actually mean to real Veteran considering your organization for the next stage of their career?

From our conversations with former service-members transitioning into the civilian workplace (including many on our team), SAVI has narrowed it down to this: Veterans want to feel like they belong. They want to make an impact, add value, and contribute to a team’s success.

This means that it’s not enough to hire them. You need also to embrace them, value them, and then step back — because a proper Veteran engagement plan will let you enjoy the view as these high-skill, reliable class of workers sets your industry on fire.

So, if you’re thinking of flying the “military-friendly” flag, then you better be sure to have at least these six practices in place at your workplace:

• Don’t put them in a box. Sure, everyone has a job to do — but don’t limit the Veteran’s potential to one or two skill sets, especially if these skills are based on stereotypes. Veterans excel in a multitude of specialties and are extremely capable of adapting to new situations and overcoming barriers to success. Make sure your team is responding to the Veteran’s unique strengths. Also, don’t forget to consider leadership roles, opportunities for impact, and process improvement as three areas in particular where former service-members may shine.

• Accommodate and acclimate. Think through in advance how your organization might make reasonable accommodations for Veterans with service-related disabilities (physical or mental). Also — since no two Veterans are exactly alike — be prepared to address and adapt to these needs on an individual, shifting basis to help you acclimate Veteran talent successfully.

• Use power tools. (No, not those kind.) Set new Veteran hires up for success by providing them with tools required to do their jobs effectively. Help them feel trusted and empowered so as to motivate them to work hard, and they will surely exceed the goals set out for them. Go for walk-and-talks to check in and hear their ideas, encourage their forward-thinking, and help them see the big picture of how things fit together in the long run.

• Recognize … With the Veteran’s permission, introduce them to the team with mention of their military background. Acknowledge and show gratitude for their service if you feel so inclined, and share what they’ve accomplished in their career so far to help build trust among their colleagues — particularly other Veterans on your team.

• … but also criticize. To honor a Veteran is to give them feedback — directly and often. In the military, there’s often no time to politely beat around the bush when you’re trying to get something done. Delivering criticism can be intimidating for many project managers in the civilian world, but Veteran supervisees may be the most receptive audience you’ll ever find in terms of listening and responding to ideas for on-the-job improvement.

• Ask questions. Don’t be afraid to ask Veterans about their experiences — starting small of course. Engaging in honest conversation like you would with anyone else is one of the fastest ways to dispel the stigmas that civilians often associate with the military community. Veterans can be exceptionally capable in a surprising number of disciplines. By asking questions, you give the Veteran a chance to set themselves apart from the stereotypes. In return, they’ll share with you the personality, knowledge, and depth that your team may not have realized was there all along. If you allow a Veteran to be their best, they’ll give you everything they have.

With more than 550 military members transitioning out of the service each day, hiring Veterans is one of the best ways to diversify and grow your workforce. But if Veterans are placed into the wrong roles or aren’t properly brought into your culture, they won’t be as successful.

Leverage the strengths of a Veteran by following these six pieces of advice and to maximize your ROI on Veteran hiring. It’s not a sprint to see who can recruit and hire the most Veterans — it’s a marathon, requiring tactful and meaningful retention and engagement when building a pro-Veteran workforce. Once you’re doing it right, fly that “military-friendly” flag with pride.

So you’re out of the military. Now what? You logically know that you aren’t the first to embark on this great military-to-civilian transition, as thousands of U.S. Veterans separate from the service each year. And you’ve been told countless times by staffers at VA and elsewhere that you have many “valuable skills” that the civilian world craves.

But do these vague ideas still leave you scratching your head when the time comes to put them into practice? Have you been staring at the blank page of your resume for hours a day? Are you refreshing USAJobs.com in vain for a magic solution?

You’re not alone. Our team at SAVI has heard the same thing about the post-military job hunt from Veterans across all service areas and eras. Fortunately for you, we’ve also heard from hiring managers and business leaders about what sets Veterans apart in their minds as among their best employees. Interpersonal (or “soft”) skills always rise to the top.

If your goal is to begin a career post-service, make sure that potential employers know you have these highly desirable “soft” skills.

• Communication: If you leave the military with only one skill (although let’s hope not!), it’s no doubt the ability to communicate well. This is the “Bottom Line Up Front” approach drilled into your brain, and it’s one of many areas where the military gets it right. Whether during constant briefings or in memos to superiors, you’ve learned the tricks to being an effective, polished, and professional communicator. You’ll probably even find your skills in this area far exceed those of your non-Veteran peers!

• Teamwork and Collaboration: Play nice with others, be a leader when you need to be (but know when to follow), monitor progress, and meet deadlines. These are all attributes of an effective team player – a soft skill that not everyone has naturally. By working with people across the nation and globe, you’ve most likely experienced every type of personality imaginable, all coming with various skill sets and work ethics. The skills you’ve honed in dealing with others will be just as valuable in the civilian world, especially as you learn to collaborate with new teams and new agendas.

• Adaptability: Between frequent PCS moves, being in and out of a family setting, and responding to shifting orders as the circumstances change, adaptability should be any Veteran’s middle name. There is arguably no other profession that requires so much of this skill from its employees as does the military. Be prepared to tell future employers how you’ve grown, stretched, and adapted in various situations that have led you to become a stronger leader and more versatile team member.

• Problem-Solving: Whether it’s a tactical problem dealing with terrain issues, social differences with peers, or a life-or-death combat scenario, problem-solving is a friend you know well. Be prepared for the “how did you solve a problem?” interview question with several examples, which should be plentiful from your experience. Experts recommend that you know how to explain what you did, how you approached the issue, ways you brought in others, and what the measurable outcome was.

• Conflict Resolution: When thinking about the high-stress situations most senior-level military personnel have experienced, there’s little room for poor conflict resolution skills. Just like in the military, building mutually beneficial relationships is one of the first items of business when entering the civilian workplace. Whether you knew it or not, your time in the service taught you negotiation skills that will serve you well in every other aspect of life – if used correctly and with good intentions. Think about the conflicts you faced in your career and how you were able to resolve them.