Keeping a Job - Retention Issues

By: Linda Holloway, PhD, CRC

The middle section of the keeping continuum deals with many of the issues that we
might call work adjustment. People who have not had to be at any place any particular
time may have trouble being on time. Others just need assistance putting strategies in
place to deal with transportation or childcare issues. In the past work adjustment
counseling was often done as a part of a job readiness program. It is my opinion that
we can!t assist a person in adjusting to a job unless they have a job. There are some
things that we can anticipate and try to help the person have some strategies but much
of it happens on the job.
Job related tasks
"eeping a job can be problematic for many workers with disabilities due to difficulties
both internal and e#ternal. $inancial disincentives childcare issues and transportation
problems are just a few of the e#ternal problems that may interfere with work. The best
strategy here is to anticipate the issues and help to develop alternate strategies and
solutions. %nyone receiving &&I'&&(I should be referred for benefits counseling.
Transportation and childcare issues need to be discussed at length with several backup
plans that the person can rely on.
Interpersonal skills
Others may have trouble with the physical social or emotional demands of the
workplace or adjusting to a change in management. $or some individuals who have not
had successful work histories they may not possess the interpersonal skills needed for a
particular job or there may be substance abuse problems or anger management issues
that need to be addressed. % referral to a counselor speciali)ing in these issues may need
to be made so that the person has an opportunity to learn new strategies for dealing with
stress and anger.
Soft skills
The middle continuum of keeping a job focuses on what many employers have termed
soft skills. *mployees need to e#hibit a variety of soft skills in addition to technical
aptitude and understanding. +hat are some of the soft skills that employers are looking
for,
Teamwork
-ommunication skills
Problem solving ability
.eadership skills
-ustomer service orientation
How do you demonstrate soft skills?
To start develop an understanding of some of the soft skills that are desired by
employers. /e#t in order to stand out from the crowd learn how to assist your
consumers in demonstrating these skills through their resume in an interview or in
dealings with potential employers at career fairs industry association gatherings and
other recruitment activities.
0elp them think of situations in the past in which they displayed these types of skills.
These situations do not necessarily have to have taken place in the workplace. .ook for
e#amples in school projects sports teams associations clubs or volunteer work.
1ehearse answering 2uestions related to these skills that you think may be asked in an
interview. 3ake use of the resources that you have at your fingertips 4a sure sign of
resourcefulness and problem solving ability56. 3ock interviews can be helpful in
preparing a person to respond to these issues in an interview.
Job accommodations
7ob accommodations may need to be addressed prior to employment but sometimes a
person does not reali)e they need an accommodation until they get on the job. The job
or the person!s condition may also change so that a need arises for an accommodation.
+e discussed job accommodations when covered the %(%. 1emember they may
include8
3aking the building physically accessible
3odifying the job duties
Providing readers interpreters or note takers
Providing adaptive e2uipment
7ob restructuring
Substance abuse issues
There is no 2uestion that people with disabilities have a higher incidence of substance
abuse than the general population with the e#ception being people with mental
retardation. &ubstance abuse is a disability in and of itself but is complicated when
there is a co9e#isting disability. If you know that a person has a history of substance
abuse this should be addressed early in the employment process. %re they in a recovery
program, +hat are the triggers that might lead them to seek chemicals for relief, +hat
strategies can they use to overcome these triggers,
Retention issues for Psychiatric disabilities
Perhaps one of the most difficult issues faced by employers is how to accommodate for
psychiatric disabilities. Issues such as absenteeism difficulty with focusing on tasks
memory retention as well as general interpersonal issues such as irritability present
themselves when dealing with workers with psychiatric disabilities. The cyclical nature
of the illness and susceptibility to crisis re2uire a high level of follow up services. &tudies
comparing job coaching intervention time between people with developmental
disabilities and people with psychiatric disabilities have found that significantly less
time in job coaching on the site was needed for those with psychiatric disabilities.
% study done by -ook 1a))ano &traiton and 1oss 4:;;<6 found that employers
terminated people with psychiatric disabilities in =>? of the cases reviewed. $abian
4:;;>6 found that @;? of the employees with psychiatric disabilities remained employed
A months following placement this dropped to :'= within >< months. People with
mental illness need little assistance in learning the job but need on9going support away
form the job site to address interpersonal problems.
Summary
Providing the support and assistance to enable a person to keep a job is a vital
component of vocational rehabilitation. Bet it!s often overlooked. Once a person is
employed we tend to forget about them. 3ake sure that you have considered what type
of supports may be needed and that you let the employee know of potential resources for
accessing these services. +e!ll talk more about e#tensive and natural supports ne#t
week.
Site
&ubstance abuse and disability8 http8''www.med.wright.edu'citar'sardi'