Veterans in Civilian Workplaces:

By R. T. Garner

Join Your True Direction as we learn how veterans can overcome workplace misconceptions, navigate cultural gaps, and thrive in civilian roles, while employers leverage their unique skills for success.

“Adaptability is about the powerful difference between adapting to cope and adapting to win.”
– Max McKeown

Let’s get one thing straight: veterans, especially former officers, are not out to steal your job or overthrow your company hierarchy. Believe me, we’ve had enough stress, responsibility, and high-stakes decision-making to last a lifetime. What we really want is to be part of the team, contribute, and put our skills to good use. That’s it.

But here’s the problem. The same traits that helped us thrive in the military—taking initiative, owning responsibility, and leading when necessary—can sometimes rub people the wrong way in civilian workplaces. And trust me, the last thing we want is to intimidate anyone or come across as some overzealous leader-in-waiting.

The truth is, you don’t have to be a manager to lead. You don’t need a title to take responsibility. These are values we live by, and they’re not about stealing anyone’s thunder — they’re about getting the job done. So why do these misunderstandings happen? Let’s break it down.

Why Do Civilian Workplaces Misinterpret Veterans?

1. Misaligned Leadership Styles

In the military, taking initiative isn’t a suggestion, it’s a requirement. If something needs doing, you step up. No waiting around for an official memo or someone to tell you it’s your “lane.” But in the civilian world, this can be misread as trying to outshine your boss or micromanage your peers. Spoiler alert: we’re not. We’re just wired to act when we see a problem.

What’s the alternative? Sit back and wait for someone to ask us to contribute. That’s not how we operate. But hey, we get it; sometimes we need to dial it back, and we’re working on that.

2. Cultural Gaps

The workplace culture in the military is vastly different from civilian environments. Military culture prioritizes teamwork, clear hierarchies, and mission-driven objectives. Civilian workplaces, however, often emphasize individualism, less rigid structures, and a slower pace of decision-making.

Many veterans face cultural misunderstandings in civilian workplaces. According to Pew Research, 67% report feeling misunderstood by their peers. This disconnect can lead to frustration for veterans and confusion for their colleagues.

Bridging this gap requires veterans to observe workplace norms and adapt to new dynamics. Employers, on the other hand, can foster inclusivity by offering training programs and creating environments that encourage open dialogue.

Learn more about military-to-civilian transition strategies at Military.com.

3. Perception of Competence

Let’s not sugarcoat it: veterans bring a lot to the table. Leadership, strategy, and decision-making under pressure—it’s part of the gig. Unfortunately, this can make some people feel insecure, especially if they’re still figuring out their own roles.

We’re not here to show anyone up or make anyone feel bad about their experience. We just want to contribute and strengthen the team. Trust us, we’ve had our share of accolades—we don’t need more.

How Veterans Can Navigate These Misperceptions

“The art of life lies in a constant readjustment to our surroundings.”
– Kakuzō Okakura

Build Relationships

Building trust is the fastest way to break down barriers. Take the time to connect with your colleagues and managers. When people understand your intentions, they’re less likely to misinterpret your actions.

Adjust Your Communication Style

Yes, military communication is direct. Yes, it gets results. But in the civilian world, it can come across as abrupt or overly assertive. Take a breath, tone it down, and make sure you’re coming across as collaborative rather than commanding.

Share Your Intentions

Sometimes, all it takes is a simple conversation. Make it clear you’re there to support the team, not outshine anyone. Let people know you’re focused on collective success, not personal gain.

“Leadership is not about being in charge. It is about taking care of those in your charge.”
– Simon Sinek

Educate Teams
Provide training to help employees and managers understand the unique skills and perspectives veterans bring to the workplace. This will foster a more inclusive environment and reduce misunderstandings.

Utilize Available Resources
Employers looking to hire and support veterans can access valuable resources through the U.S. Department of Labor’sVeterans’ Employment and Training Service. This guide offers actionable tips and best practices for integrating veterans into civilian workplaces.

Encourage Mentorship Programs
Establish mentorship opportunities to connect veterans with seasoned professionals who can help them adapt and thrive.

Final Thoughts: Let’s Get Over Ourselves

Here’s the bottom line: veterans aren’t here to disrupt your workplace, undermine your authority, or steal your job. We’ve had enough of that in the military, thanks.

We’re here to be part of the team, contribute where we can, and help everyone succeed. And yes, sometimes our methods might seem a little intense — but trust us, they come from a good place. So, let’s work together, stop misinterpreting each other’s intentions, and make the workplace better for everyone.

Take Action Today

For Veterans: Access tools and mentorship to navigate your transition successfully.

Military.com Transition Resources

American Corporate Partners

For Employers: Build a veteran-friendly workplace with expert guidance.

U.S. Department of Labor’s Employer Guide

Together, we can bridge the gap and create thriving workplaces for all.

FAQs

1. What challenges do veterans face in civilian workplaces?

Veterans often face challenges like cultural misunderstandings, misaligned leadership expectations, and communication style differences. Traits like taking initiative or being mission-focused can sometimes be misinterpreted as overstepping or being overly assertive. Additionally, their competence and experience can unintentionally intimidate colleagues or managers.

• Learn more from Military.com’s guide on workplace challenges for veterans.

2. How can employers better support veterans in their organizations?

Employers can support veterans by offering training programs to educate teams on veterans’ unique skills, fostering open communication, and creating mentorship opportunities. Providing transition support, such as peer networks or veteran-specific onboarding programs, also helps ease the adjustment to civilian workplace dynamics.

• Explore the U.S. Department of Labor’s Employer Guide to Hiring Veterans.

3. Why do veterans often struggle to adapt to civilian roles?

The struggle often comes from differences in workplace culture. Military environments prioritize teamwork, clear hierarchies, and mission-first thinking, while civilian workplaces may emphasize individual achievements, informal hierarchies, or complex processes. Veterans may also find civilian communication styles less direct, which can lead to misunderstandings.

• For insights, check out this article on military-to-civilian transitions.

4. How can veterans adjust their leadership style for civilian workplaces?

Veterans can adapt by focusing on relationship-building, softening their communication style, and aligning with the organization’s culture. Seeking feedback, openly sharing their intentions, and finding a mentor within the organization can also bridge the gap and foster better collaboration.

• The American Corporate Partners Mentorship Program is a great resource for veterans seeking professional guidance.

5. What are the benefits of hiring veterans for civilian workplaces?

Veterans bring exceptional leadership, problem-solving, and decision-making skills. They thrive under pressure, have a strong sense of responsibility, and are team-oriented. Their ability to adapt to complex and dynamic situations makes them valuable contributors to any workplace.

• Read more about the benefits of hiring veterans in this SHRM guide for employers.

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