Though the pendulum may be swinging ever so slightly back in our favor, the law enforcement profession will likely never be truly right again. Departments are desperate, and retention bonuses — those shiny cash carrots — look like a quick, easy fix. They’re not.
A quick payout to keep boots on the ground or lure in laterals sounds good on paper. But throwing money at the problem is like putting a Band-Aid on a geyser. You’re doing something, but it ain’t fixing what’s broken. Here’s why retention bonuses don’t cut it for recruiting and keeping good cops — and what we should be doing instead.
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Flash and distract
Bonuses are tempting. Who doesn’t like a fat check? Departments like Los Angeles and Seattle have been tossing out $5,000 to $25,000 bonuses to keep officers from jumping ship or to poach laterals from other agencies. It’s a shallow attempt to show cops they’re valued, but let’s be real: A one-time payout doesn’t make up for the grind of long shifts, unexpected overtime or call-backs, or the fact that much of the public has absorbed the false media narrative that we are the bad guys.
The data backs this up. A 2021 Police Executive Research Forum survey showed 63% of cops who bailed cited low morale and lack of support, not just pay.
Bonuses miss the mark
Here are the biggest reasons why bonuses don’t deliver what departments hope:
1. They don’t fix the real problem
Cops aren’t leaving because they’re broke — they’re leaving because the job is breaking them. Burnout from constant calls, weak leadership and inconsistent support weigh heavier than money. You can’t buy loyalty when officers are drowning in stress and public hate. A bonus won’t make you forget the trauma of a bad call or the fact your chief’s more worried about optics than your safety.
2. Bonus hoppers
I’ve seen it: Cops stick around just long enough to grab the cash, then bounce to the next department offering a better deal. Call it “bonus hopping.” A 2023 National Police Foundation report noted officers in hot markets jumping ship for multiple signing bonuses, leaving agencies right back where they started. You’re not building a team — you’re renting mercenaries.
3. Bonuses still come out of the budget
Small departments, already cash-strapped, are blowing a chunk of their budgets on bonuses, per a 2024 Bureau of Justice Statistics study, with no real drop in turnover. That’s money not going to gear, training or raises for your core folks — stuff that might actually make the job better.
“Cops aren’t leaving because they’re broke — they’re leaving because the job is breaking them.”
4. Morale killer
Nothing tanks morale like handing out bonuses to some and not others. New hires get a check, but the 15-year vet gets nada? Good luck with that locker room vibe. A 2022 X post from a California police union had cops griping about bonuses favoring rookies over loyal vets. That’s a recipe for resentment, and in a job where you need to trust the person next to you, that’s deadly.
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5. They attract the wrong crowd
Bonuses pull in folks chasing dollars, not duty. You get applicants who see policing as a paycheck, not a calling. That’s not who you want backing you up in a foot pursuit. Plus, bonuses don’t fix the bigger issue: Nobody’s applying. A 2023 International Association of Chiefs of Police survey showed police academy applications down 50% since 2015. Kids today see the headlines and think, “Why sign up to be a punching bag when I can make bank in tech?”
What we should do instead
Instead of cash quick fixes, here are strategies that actually strengthen recruiting and retention:
1. Train leaders, not just cops
Good leaders make or break a department. Train them to listen, back their people and reward good work. Throw in professional development — leadership courses, specialized skills — so cops see a career, not a dead end.
2. Be honest and demand honesty
I have no idea how many times I’ve been told things I’ve reportedly said, or policies for which I’m purportedly responsible, which are absolute lies. False rumors are cancerous to an organization. Be courageous enough to tell the truth, even if it hurts.
3. Recruit wisely
Sell the mission. Policing is about service — and service is an honor. Done well, it should be rewarded. If leading properly, your front-line folks are your recruiters. Look at your applicants and recruits as a direct reflection on your leadership.
Quit chasing, start fixing
Retention bonuses are a flashy distraction, not a fix. They don’t solve burnout, rebuild trust or make policing a career worth sticking with. If we want to stop the bleeding and build organizations we can be proud of, we must quit chasing quick fixes and start tackling the hard stuff — better leadership, real support and a culture that makes cops feel like the heroes they are. Anything less, and we’re spinning our old, tired wheels.
Tactical takeaway
Retention bonuses may keep some boots on the ground in the short term, but they don’t solve burnout, morale or trust issues. Real fixes come from strong leadership, honest communication and investment in people.
