Why Community-Facing Teams Benefit From Onsite Talent

Yes, remote work has emerged as a popular choice in recent years. And for individuals working in positions where software implementations, data analysis, and customer service are central to the job, remote or hybrid approaches can work well. For community-facing roles, however, an individual’s physical presence at the job site matters more. Being present at a community center, school, or nonprofit can help facilitate smoother interactions and build important interpersonal connections.

In a job market that’s offering more remote opportunities, on-site talent remains critical to the success of community-facing organizations. Let’s take a deep dive into why that’s true and how organizations can attract strong individuals who can help their organizations meet outcomes through in-person roles.

The Value of Being Present

In spaces like after-school programs or community centers, an in-person presence is invaluable. After all, teachers must develop a rapport with their students to help them feel supported and see results. Simple actions like saying hello or making small talk in a hallway may not seem like they have a huge impact, but they do. These casual interactions contribute to a growing sense of community and accessibility that helps those being served feel valued.

Indeed, there is a place for remote work, even in public-facing organizations. Remote video-conferencing tools can help with tasks like holding meetings or answering quick questions. But in-person interactions mean more. Schools, youth community centers, and nonprofits can make a bigger impact by nurturing relationships with students through consistent, welcoming, and authentic on-site communication.

Establishing Better Outcomes Onsite

When staff and program participants, like students in schools and after-school programs, forge good connections, that can set up the participant for better outcomes. Working together on-site enables this process to occur more effectively than in remote or even hybrid environments. It’s easier to collaborate, share feedback, and create plans and activities that keep everyone involved. Those who pursue careers at Bridge Preparatory Charter School, for instance, can see firsthand the positive impact of student-centered, onsite work.

Further, guardians can feel more involved in their child’s growth in student-focused centers. They can walk into the facility, meet with teachers or mentors, and work with them to create a better future for their child. Staff can be proactive about notifying parents if they notice concerning changes or celebrating a child when they see big improvements. Perhaps a teacher sees a student start to withdraw socially. Or maybe a student stops eating lunch or experiences declining academic performance. When teachers, counselors, and other mentors are working in person, they can catch changes that could snowball into bigger problems. Even more importantly, they can intervene in a timely and gentle manner with a response that provides the support their students need.

Prioritizing an Onsite Presence

While being on-site all the time can make sense in some organizations, like schools, that may not be the case for others. Organizations will want to look at their mission and priorities as they determine which roles need to be in-person all the time. For instance, teachers and mentors who offer direct support should be physically present nearly all of the time. Those working in development or handling administrative duties, by contrast, may be able to work on hybrid schedules.

When in doubt, organizations should consult with their students, families, and board members to determine how roles should be assigned. For roles that center on planning or maintaining paperwork, individuals may not need to be present all the time. But students and their families may feel strongly that any role connected to mentorship needs to happen in person. Organizations should map out these expectations clearly so all team members are on the same page. Additionally, having defined workplace expectations makes it easier to communicate with job applicants about role responsibilities during interviews.

Finding the Right Candidates for Community-Facing Teams

When you’re trying to carve out a place among community-minded organizations in the local landscape, it often pays to hire local people. Job applicants from the area will be more familiar with the challenges and needs. They’ll also bring an understanding of local culture and perhaps even some connections to the organization.

Organizations should partner with other groups in the community to drive interest in their mission. This can mean working with community colleges to source mentors or program leaders. Other good options include neighborhood groups, vocational programs, and religious institutions. These groups are more likely to have a deep network of service-minded individuals ready to give back through a community-facing role.

Organizations should plan job ads to attract attention from local audiences. Area work agencies and local job boards are among the best places to start generating interest. Additionally, a robust social media presence and shared job ads can be another excellent way to build visibility for the job and the organization. Job applicants love to see the perks that come with their work. Organizations can share what opportunities for growth can look like so individuals can see the job as a long-term prospect.

Creating Stronger Communities

Community-facing teams are an instrumental force when it comes to shaping more compassionate and connected people. In-person interactions can help students and their families feel supported through their growth journeys. And staff can form rich bonds with the individuals they are serving to help everyone thrive. Yes, remote work can still be relevant in some community organization roles. But to make a high-impact human connection and deliver on an organization’s mission, being physically present is essential.