Why grit matters — and why we should be measuring it in corrections officers

Key takeaways

• Use a grit scale in correctional officer hiring to improve selection and long-term performance
• Add grit training to correctional academy programs to build officer resilience and stress tolerance
• Track and measure officer grit during annual evaluations to reduce burnout and support retention

In a profession known for high stress, staff turnover and emotional burnout, one psychological trait may hold the key to retention, performance and resilience among correctional officers: grit. But what is grit, and why should jails and prisons across the country start paying attention to it?

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What is grit?

Angela Duckworth introduced the concept of grit to a wide audience in 2016 with her best-selling book, “Grit: The power of passion and perseverance,” which topped the New York Times Business list. [1]

Defined as the ability to stick with long-term goals despite challenges, grit is about perseverance and passion over time. It is not just about being “hard” or “tough,” but instead about being able to bounce back, stay the course, and remain focused on a bigger mission — even when the day-to-day gets overwhelming.

Grit is consequential. Researchers have shown it is associated with workplace burnout, mental resilience, performance reviews and promotions at work, turnover and retention, and succeeding in highly stressful environments, among other outcomes. [2-6]

Our study

We surveyed 182 jail staff in a Southern jurisdiction and asked the respondents to rate their grit on the 12 items from Duckworth’s scale. [7] Each item was scored from 1 = not like me at all to 5 = very much like me. Three example items from the scale are:

1. Setbacks don’t discourage me.
2. I am a hard worker.
3. I have difficulty maintaining my focus on projects that take more than a few months to complete.

To assess the average level of grit in the sample, the answers from all the items were added together and then divided by 12. Among the correctional officers in our sample, the average grit score landed at 3.18 on a 5-point scale. Although this might seem promising, a closer look at our results revealed a mixed bag: many officers in our sample struggled with follow-through on long-term goals and reported getting distracted by new pursuits or losing interest in projects that did not offer quick payoffs.

Specifically, more than 50% of the officers surveyed admitted they have difficulty maintaining focus on projects that take more than a few months. Nearly 40% said they often set goals but later shift course. This lack of long-term goal orientation could have real consequences for individual performance and for team cohesion, turnover and organizational stability.

Why does this matter in a jail/prison environment?

Corrections work is uniquely draining. It requires managing conflict, navigating unpredictable behavior and staying mentally sharp in a rigid, high-security setting. It is not a job where a person can “coast” through. Thus, officers who lack grit — who give up easily or shift gears when things get hard — may burn out faster, disengage over time, or leave the job all together.

Practical takeaways

We offer three ways these findings concerning grit could help inform jail/prison staffing:

1. Use grit scale in hiring: A grit scale could be used during the hiring and application process. Although Duckworth notes that anyone’s grit can be improved, it is beneficial for hiring managers to gain a sense of the level of grit a new officer possesses. This is especially true given that the training academy and the first several months of work are often considered the most challenging. [8-10]

2. Incorporate grit into academy training: Grit could be infused into the training academy process. Currently, officers are trained in a variety of topics related to security, custody and rehabilitation. However, one area often missing or only briefly addressed is the officer’s own ability to manage stress. A module could be introduced to emphasize improving officers’ grit, regardless of their initial level. This would allow officers to begin this challenging occupation with the best chance to succeed.

3. Measure grit during employment: Well into the job, grit could be periodically measured as part of annual evaluations. The jail and prison work environment will undoubtedly expose officers to a variety of situations that test their grit. Having data on this trait can help organizations be better equipped to handle the challenges their staff face.

The bottom line

Officers who are gritty do not give up easily are often the ones who stick around, hold the line, and support their teams when things get tough. And in this profession, grit might just be the most valuable trait of all.

Continue the discussion

1. Are we assessing grit or similar resilience traits in our correctional officer hiring process?

Strategy: Integrate a validated grit scale or behavioral interview questions focused on perseverance, problem-solving and stress response. Use responses to guide hiring decisions alongside traditional assessments.

2. How can we incorporate grit development into our training academy curriculum?

Strategy: Add a dedicated module on resilience and stress management, using role-playing, scenario-based exercises and reflection. Reinforce grit through coaching and feedback throughout training.

3. Do we have a system in place to evaluate and support officer grit and resilience over time?

Strategy: Include grit-related indicators in performance evaluations and wellness check-ins. Track trends to identify burnout risks and offer targeted support or training refreshers.

Do you think grit is important in corrections? Share your opinions below.

| MORE CORRECTIONS RESEARCH: The shock factor of correctional officer training

References

1. Duckworth AL. Grit: The Power of Passion and Perseverance. Scribner; 2016.
2. Cheema SA. The association of grit and burnout among gynecological post-graduate residents: A cross-sectional study. Ann King Edward Med Univ Lahore Pak. 2020.
3. Hogan M, Larkin-Wong K. Grit and mindset. Wom Law J. 2013;98(3):11-19.
4. Duckworth AL, Peterson C, Matthews MD, Kelly DR. Grit: Perseverance and passion for long-term goals. Front Psychol. 2014;5:36.
5. Kelly DR, Matthews MD, Bartone PT. Grit and hardiness as predictors of performance among West Point cadets. Mil Psychol. 2014;26(4):327-342.
6. Georgoulas-Sherry V. The influence of grit and resilience on virtues and character strengths in military leadership. ADIT J Leadersh. 2020;3(1):1-14.
7. Duckworth AL. 12-item Grit Scale. McNair Scholars.
8. Hull KA, Burton AL, Petrich DM. Correctional officer strain and the emergence of deviant behavior at work. Deviant Behav. Published online 2025.
9. Burton AL, Jonson CL, Barnes JC, Miller WT, Burton VS Jr. Training as an opportunity for change: A pretest-posttest study of correctional officer orientations. J Exp Criminol. 2024;20(2):485-507.
10. Burton AL, Jonson CL, Miller WT, Wang J. Attitudinal schemas and academy training receptivity: A quasi-experimental study of prison officers. J Exp Criminol. Published online 2024.

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