Over the past year, I’ve used this column to explore turnover, restorative professional development and pathways from training to college credit. Each of these conversations points toward the same conclusion:
Our mission shouldn’t stop with the young people in our programs.
We know how to build systems of developmental support for youth. What if we applied that same intentionality to the continued development of staff who serve them? Here are five shifts worth considering.
1. Make hiring easier: Support them through the recruitment process
Landing your first job is hard, and it’s even harder if you don’t have support to submit job applications or an understanding of how to perform in an interview. Navigating the loaded concept of “professionalism” is confusing, especially if you haven’t had exposure to traditional workplace norms.
What does this look like?
- Clear application instructions with a timeline of key steps
- Guidance on how to prepare for an interview
- An overview of workplace culture to guide dress and other norms
2. Mitigate barriers to success: Provide access to wraparound supports
I have found that most staff want to be successful in their jobs, and it’s often things outside of their control that create challenges, such as a broken-down car, unexpected family obligations, lack of stability at home or experiencing a stressful situation.
What does this look like?
- Transportation options such as carpooling or transitional stipends for public transportation
- Access to an Employee Assistance Program or social worker to contact for help
- A referral database for local services such as child care options, food pantries, benefits navigators and more
3. Use human-centered supervision: Lead with empathy, connection and support
While our main focus must be on the children in our programs, we have a profound opportunity to also support our staff. Investing in them means they have a support system that can help them navigate challenges as well as advance their careers and achieve personal goals.
What does this look like?
- Checking in regularly and having an open-door policy
- Starting difficult feedback conversations with curiosity about the staff member’s well-being and self-assessment
- Opportunities for goal-setting, career coaching and individualized professional development
4. Build community: Provide space and structure for them to bond as a team
The good news is leaders don’t have to do this work alone; there is a tremendous opportunity to provide support for staff simply by creating opportunities for them to be in community with one another. We hear it over and over — bonds among staff help during hard days and are often what keeps staff in their jobs over time.
What does this look like?
- Intentional trust-building among staff at the start of each year
- Retreats, peer learning exchanges and social outings to fortify working relationships
- Demonstrating personal care for each staff member
5. Celebrate staff when it’s time to move on: Encourage them to pursue higher education or credentials, and to climb a career ladder
As I shared in in this article addressing turnover, it’s important not only to celebrate staff as they move on to new roles, but sometimes to encourage them to do so. The part-time nature of afterschool jobs means most people will want or need to secure full-time work eventually, and it’s unlikely your organization has an opportunity for everyone on staff to do so.
What does this look like?
- Supporting staff to articulate how their job training translates to skills on their resumes
- Resources that help them navigate their career journey
- Opportunities to earn college credit with support to enroll
Courtesy of Jen Curry
Jen Curry
This work matters. Isha Clarke, a young adult youth worker who received supports like the ones described above, shared how this work experience felt different from others:
“Through offering free college credit and paid training time, I have resources to support myself as a full human and opportunities to grow my skills and gain valuable work experience. The cohort aspect has also gifted me a strong and beautiful community network that has made me feel grounded, held and inspired.”
— Isha Clarke
Isha’s experience didn’t take away from the focus on the youth in the program — it enhanced it by uplifting the adults surrounding them.
Interested in learning more? Check out our Dual Impact framework for providing holistic support to staff.
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This piece is the latest in the Thriving Youth Need a Thriving Workforce Series. Previous pieces:
From training to education: College credit for youth workers | A restorative approach to professional development for youth workers
College students can help close the gap between demand and availability for afterschool programs
From turnover to graduation: Rethinking staff retention | Investing in the OST workforce: Dreaming big and starting small
Jen Curry, Ed.D., is CEO and founder of Change Impact, a capacity-enhancing organization working with nonprofits, schools and systems to achieve results and advance equity for youth. This column marks her first anniversary as a columnist for Youth Today.
