How HR can Support Young Employee to thrive at work
The social side of work, which involves interacting, talking, and collaborating with others, is crucial. Make sure to provide plenty of opportunities for cooperation, socializing, and networking.
Gen Z expects to be treated fairly, equally, and with respect. They also desire a work-life balance and are aware of their rights. They also strongly believe in their own worth.
It is now the responsibility of HR Leaders to make sure that youth are content, successful, and productive. They must provide proper assistance at every stage of the employee lifecycle, from hiring and onboarding to retention and advancement.
What HR can Do to support young people to thrive at work
Ensure Psychological Safety
An inclusive society promotes psychological safety. It’s a place where everyone feels free to voice their opinions, submit ideas, ask questions, voice concerns, make errors, and grow from them, all without fear of criticism, embarrassment, or retaliation. Without it, there cannot be trust or a sense of community.
Wellbeing with heart
Ensuring the emotional and physical health of employees ought to be a fundamental aspect of any employer’s strategy and organizational culture.
Hybrid Work Impact
Young people coming into the workplace have not experienced the daily interactions and opportunities for rapport building that existed before the Covid-19 pandemic. Creating and maintaining a strong, positive, supportive and inclusive culture is vital, as is ensuring communication is regular, open and transparent.
Opportunities to build their networks
The social side of work, which involves interacting, talking, and collaborating with others, is crucial. Make sure to provide plenty of opportunities for cooperation, socializing, and networking.
Proper Delegation, no micromanagement
Everyone in the workplace should feel appreciated and respected, but I’ve seen far too many cases where young people are denied authority, are not properly delegated, and are micromanaged. This makes people feel untrustworthy and inadequate. Take the time to delegate, provide assistance where there is a learning curve, and establish clear expectations for what, when, why, where, and how.
Ask questions. No assumptions
Remember that young people have little experience in the job, and that every workplace is unique. Don’t make assumptions about what they do or don’t understand how your organization functions. They may or may not be aware of the policies, processes, and procedures you have in place.
Keep Learning in the Core
Be cognizant that young individuals are in the early phases of their professions, thus learning is an important element of their jobs. This should be a combination of on-the-job learning, learning from others, and learning in a formal setting. Investing time in their learning and development will not only result in greater knowledge and abilities, but it will also make them feel extremely valued, which breeds loyalty.
Flexible Working patterns
Different people are more creative or productive at different times of day or on different days of the week, so it is critical to accommodate different work patterns and rhythms.
Introduce buddy programme
When a young kid is being onboarded, having a buddy can be really helpful. It enables employees to raise questions and receive assistance from people other than their immediate supervisors. A line manager can be intimidating, so having a peer to guide you can be quite beneficial.
The workplace is a difficult environment for all of us. We have a responsibility to ensure that young people entering the workforce have access to the resources they need to succeed, not just in the early phases of their careers, but also in the future.
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