Helping Them Keep the Job

Slide 2: Overview Who is Most Likely to Keep the Job?  Preparing for Retention Before  Program Exit Engaging Job Seeker Customers in  Follow-up Engaging Businesses in Follow-up  (c) 2005 All Rights Reserved--The Widing Group

Slide 3: Who is Working 6 Months Later? Interested in and enjoys the work  Possesses the skills to do the work  Has formed positive relationships with  supervisor(s) and co-workers Is making enough money to support  expected standard of living Has effectively dealt with both expected  and unexpected problems Company is a “good match” for the  customer’s values (c) 2005 All Rights Reserved--The Widing Group

Slide 4: Interested Customers Keep Jobs Career plan based on:  Assessment   Research  “Informed choice” Job search facilitation that focuses on  preparing and matching job seeker to the right job (c) 2005 All Rights Reserved--The Widing Group

Slide 5: Skilled Customers Keep Jobs Know customer proficiency, not just a list  of “skills” Document, where possible  Get demonstrations of skill  Ensure that any training programs develop  customer proficiency Get clear, specific knowledge of job  requirements Help customers find work for which they  are prepared (c) 2005 All Rights Reserved--The Widing Group

Slide 6: Customers with Positive Relationships Keep Jobs Consider the “corporate culture” in the job  search phase Help customers anticipate potential  scenarios and how to deal with them Teach customers key skills:  Participating in a performance review  Asking for feedback from a supervisor  Dealing with “problem” co-workers  Support the customer in the first  days/weeks on the job (c) 2005 All Rights Reserved--The Widing Group

Slide 7: Self-Sufficient Customers Keep Jobs Customers will ask themselves: “Is the money worth the effort?” So . . .  Teach customers: Salary negotiation skills  Strategies for evaluating job offers  Help customers anticipate the reality of  their paycheck vs. expenses Teach customers “strategic job hopping”  Continue job development after placement  (c) 2005 All Rights Reserved--The Widing Group

Slide 8: Customers Who Plan Keep Jobs Plan for the expected   Plan for the unexpected  Have a back-up plan  Plans should: Be specific   Identify alternatives  Identify resources and contact info (c) 2005 All Rights Reserved--The Widing Group

Slide 9: Well-Matched Customers Keep Jobs Help customers know themselves and  their values  Encourage customers to research corporate culture.  Encourage customers to weigh job offers based on match with company, not just money. (c) 2005 All Rights Reserved--The Widing Group

Slide 10: The Exit Interview Case manager initiated   Review/revise career & service plan  Provide resource information  Review follow-up procedures/expectations  Establish e-mail account  Review incentive plan (where applicable)  Customer satisfaction survey (c) 2005 All Rights Reserved--The Widing Group

Slide 11: Don’t let the customer leave without: Clearly defining next steps  Reviewing critical retention issues  such as transportation/child care Discussing preferred mode of  communication during follow-up Emphasizing retention and  advancement and available supports (c) 2005 All Rights Reserved--The Widing Group

Slide 12: Follow Up Standards Staff initiated—same staff person   Frequent/regular intervals of contact  Typically: After first day   Once a week during first month  Bi-monthly through remainder of the period or as needed Standardized questionnaire that  focuses on pro-actively identifying retention problems (c) 2005 All Rights Reserved--The Widing Group

Slide 13: Follow-Up Strategies Phone, e-mail   Face to face—lunch times, before/after work  Community based –Work with FBO’s and CBO’s to provide ongoing mentoring and follow-up in the community, with a focus on career advancement.  Emphasize convenience, continuity, meeting the(c) needsReserved--The Widing Group people of working 2005 All Rights

Slide 14: Follow-up Do’s & Don’ts DON’T: DO:   Contact the Coordinate with   customer only when other service you need something providers Have irregular  Provide “just-in-  contact time” services that Be punitive or respond to customer  judgmental needs Forget that people Help solve problems   are working in context (c) 2005 All Rights Reserved--The Widing Group

Slide 15: Other Retention Strategies Use recognition, special events   Provide ongoing education and training at business site  Have supports for emergency situations Phone numbers   Arrangements with community partners  Access to emergency funds (c) 2005 All Rights Reserved--The Widing Group

Slide 16: Supporting Advancement Inform customers of training  programs, job openings that will allow them to improve their position Communicate about alternative  sources of funding for education Provide ongoing career planning  support through mentorships, activities. (c) 2005 All Rights Reserved--The Widing Group

Slide 17: Working with Business Help businesses:  Develop accurate, detailed job descriptions  Outline a training plan for new hires  Anticipate and address potential problems  Develop an employer retention service—  “call us before it’s a crisis” If there are periodic increases, try to  negotiate smaller increments at more frequent intervals Plan for “upgrade OJTs”  (c) 2005 All Rights Reserved--The Widing Group

Slide 18: Customer Service Standards Identify and respond to specific  business needs  Speak the language of business  Use business standards of communication E-mail, voice-mail, websites  Solve problems & create solutions—  no excuses  Under-promise and Over-deliver (c) 2005 All Rights Reserved--The Widing Group

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