As workforce development professionals, one of our most critical roles is helping employers recognize the value of engaging in programs designed to upskill and prepare their workforce. Employers are essential partners in these efforts, but getting them fully involved isn’t always easy. It takes a thoughtful approach—one that addresses their unique needs and shows them how workforce development programs can solve real challenges.
Here are a few practical strategies to help workforce professionals boost employer participation and build long-term, mutually beneficial partnerships.
1. Know What Employers Need—and Speak to It
Before approaching employers, we must first understand their pain points. What keeps them up at night? Is it a shortage of skilled workers? Retention issues? Rising training costs? Having an answer to these questions lets us present workforce programs as solutions, not just another initiative. Tailoring our approach to their specific concerns builds credibility and relevance right from the start.
2. Make the Business Case
Employers are driven by metrics—ROI, productivity, and efficiency. So, when we talk about workforce development, we need to frame it in terms that resonate with them. For example, explain how a specific training program could reduce turnover, lower onboarding costs, or improve employee performance. Using real-world numbers and examples will help employers see the tangible benefits they’ll get from participating.
3. Involve Employers from Day One
One of the most effective ways to engage employers is to involve them in the program’s design. Instead of offering pre-packaged solutions, invite them to help shape the curriculum or provide input on the types of skills they’re struggling to find in their workforce. When employers have a hand in creating the program, they feel a sense of ownership—and they’re much more likely to stay engaged.
4. Offer Flexible, Tailored Programs
Not all businesses are the same, so workforce programs shouldn’t be one-size-fits-all. By offering customized solutions—whether that’s on-site training, virtual options, or industry-specific certifications—we can make workforce programs more attractive. Flexibility in how and where training happens, especially for small to mid-sized companies, makes it easier for employers to participate without disrupting their daily operations.
5. Show Clear Outcomes
Employers are far more likely to engage in workforce programs if they can see what’s in it for them. That’s why it’s important to clearly outline the expected outcomes. Whether it’s higher productivity, reduced recruitment costs, or improved employee retention, providing measurable results helps build trust and encourages long-term commitment. Sharing success stories from other businesses is also a great way to illustrate the benefits.
6. Highlight Financial Incentives
There are often financial incentives available for businesses participating in workforce development programs—things like tax credits, wage subsidies, or grants. However, many employers aren’t aware of these opportunities. Part of our job as workforce professionals is to make these incentives clear and guide employers through the process of accessing them. Knowing there’s financial support available makes participation more appealing, especially for smaller businesses.
7. Build Lasting Relationships
Employer engagement shouldn’t be a one-off interaction. To create real, lasting impact, we need to build strong relationships over time. This means maintaining regular communication, checking in on program progress, and being proactive about addressing any issues. Hosting networking events, roundtable discussions, or offering continued professional development opportunities are great ways to keep employers involved and invested.
8. Share Success Stories
There’s nothing more powerful than seeing real-world success. When we can point to companies that have benefited from participating in workforce programs, it helps other employers envision what’s possible for them. Whether it’s a small business that reduced turnover after sending employees through a training program or a company that increased productivity by hiring from a customized workforce pipeline, these stories are invaluable in demonstrating the real value of engagement.
9. Address Concerns Up Front
Many employers have legitimate concerns about participating in workforce programs, whether it’s about losing employees after investing in training or disrupting business operations. As workforce professionals, it’s our responsibility to address these concerns head-on. Offering solutions like flexible scheduling, emphasizing the long-term benefits of upskilling employees, and providing case studies showing the success of similar companies can help alleviate these worries.
10. Demonstrate Long-Term Value
Finally, workforce development programs are about more than just addressing immediate needs. They’re about building a sustainable pipeline of skilled talent that will benefit employers for years to come. By helping employers see the long-term value—whether that’s reduced future recruitment costs, better retention rates, or an adaptable workforce—workforce professionals can build stronger, more enduring partnerships that benefit both sides.
Conclusion
Workforce development professionals are uniquely positioned to help employers engage in programs that drive real results. By understanding employer needs, offering tailored solutions, and clearly demonstrating the long-term value, we can foster partnerships that not only support businesses but also ensure workers have the skills they need to succeed in a rapidly changing job market. The key is building trust, showing measurable outcomes, and maintaining strong relationships that evolve alongside the ever-changing workforce landscape.