Read the latest from Geographic Solutions.
Part of an ongoing series called #WkdevWednesdays, each week, we’ll post guest articles authored by internal subject matter experts at Geographic Solutions and leaders throughout workforce development and case management-related fields.
This week, our guest blog has been contributed by Larry Robbin, Executive Director of Robbin and Associates. Robbin has worked with over 1,000 workforce organizations, trained more than 100,000 people, and is widely regarded as a leader in developing strategies to improve employment outcomes of the hard-to-employ
By Larry Robbin
For the purposes of this article, the hard-to-employ are defined as individuals that have little or no interest in going to work. They can be found in the ranks of people that are on some form of government subsidy, the recently incarcerated, at-risk youth, the long term unemployed, and many other populations. While they have many assets and strengths, becoming employed is not one of them.
However, there are four strategies that your workforce program can use to improve their motivation.
Start a Role-Model-Driven Program: One of the most effective strategies is to make your workforce program a role model and not information driven. Information about work is of little interest to the hard-to-employ. What does get their attention is learning about people who were once just like them, but are now working. They are curious about the lives of these individuals. Formerly hard-to-employ people from your program that are now working are your most powerful allies in helping to increase employment motivation in your current program participants. There are a variety ways to use the power of these role models.
Create an Alumni Hall-of-Fame: Decorate your entrance hallway and lobby with pictures of formerly hard-to-employ people that are now working. Put up brief biographies in the appropriate language below each picture. Take your program participants on a tour of this gallery and talk about what influenced these working heroes to reinvent their lives. Make sure you have signed releases of information before you discuss this information.
Rely on Mentorship for Encouragement: One of the most powerful strategies is to develop a mentoring program that pairs up the formerly hard-to-employ with people that are currently in your program.
Recognize their Achievements: Design a ritual of celebration that occurs when people get job offers and takes place before they start work.
One reason the hard-to-employ have these attitudes is a lack of positive vocational role models in their lives. They often live in communities with high levels of unemployment, and they have been cut off from the labor market. They lack the social capital that many people use to get jobs. They also face other barriers to employment. Substance abuse, mental health issues, disabilities, and a lack of good schools can all contribute to their situation.
If workforce programs use the power of role models that have pioneered out of these circumstances as inspiring teachers and guides, a great deal of vocational progress will take place and the hard-to-employ can go to work!
Larry Robbin, Executive Director of Robbin and Associates, has over 45 years of experience in workforce development. He has worked with over 1,000 workforce organizations and trained more than 100,000 people. He is widely regarded as an expert on strategies to improve employment outcomes of the hard-to-employ. Over 60 of his articles and interviews appear in workforce publications. For more information about his work and to get handouts and resources that you can use with your job seekers, go to www.LarryRobbin.com or email him at Larry@LarryRobbin.com.