THE Z TEAM

A fresh perspective on introducing the new generation to work

A NEW year means a new cohort of young people joining the workforce and workers need to be ready to show them the ropes, both for their own benefit and that of the novice.

Whether Generation Z is making their first foray into the workforce in an after-school job, or moving into their first full-time role as an apprentice or university graduate, experienced workers are urged to give them some responsibility and involve them in wider operations to engage them in their work.

Action Coach head business coach Adam Barnard says providing clarity around their responsibilities from the first day is essential to help young workers feel involved.

“A lot of businesses start young workers thinking they will learn as they go and will find their feet in the business but it makes them feel lost and devalued,” he says.

“Have a lot of clarity around the role, no matter how trivial.

“When they know it’s their responsibility, it forces them to take ownership for their role.

“It helps them as their career grows.”

Young workers also should be set targets to achieve in their role as well as numbers to strive for.

“We should not only set KPIs for senior staff – everyone from the trainee and apprentice through to the managing director should have KPIs,” Barnard says.

“Even if a new person in the workforce isn’t responsible for the bottom line, they need to be responsible for some target.

“Work out what their targets are – Eg: always having 20 presentation reports ready to go for the sales team.”

Beyond day-to-day tasks, Barnard says young workers should be included in wider business operations, goals and decisions to help them engage with the organisation.

“We get (our clients) to have the new young staff engage in anything that is happening, even if they don’t have any input,” he says.

“If they bring them in with the big decisions and meetings and important things that are happening in the business, young staff are better performers.”

Barnard says all steps will help organisations retain young workers, who so far have had a reputation for not wanting to put in the hard yards, and to be job-hoppers.

“People are quick to say the next generation is lazy, but on what data?” Barnard says.

“The experience we’ve had has been great.

“If the approach to business is to bring in the next generation and let them float around, hoping they will find their place and then wonder why they are leaving, it’s not on the next generation – it’s a two-way street.

“More from a selfish angle – think, ‘If I put in the effort now, in five years, the next generation should be ready to take some of the load off me’.

“If you get young staff enjoying where they work, they will stay for a long time.”