Managing the Challenges of the Workforces – Part 2 – Engaging Young/New Employees

Posted: April 7, 2013 in Blog Posts

Image In follow-up to Part 1 on dealing with the Aging Workforce, are the challenges associated with young and new employees, this demographic is seeking life in a faster paced environment, technology trends and the need for growth at a rapid pace. They are seeking engagement that utilizes their keen knowledge and awareness of technology, music and growing use of social media. Unfortunately, they also foster some beliefs about what is workplace rights and responsibilities and the need to stay focused on the task at hand is apparent.

New workplace health and safety regulations in the last few years have promoted the development of programs that focus on the risks associate with youth or employees facing new tasks. With their more experienced colleagues moving towards retirement, there is a definite need for mentoring programs that share mutual benefits. To engage young employees in the workforce, there needs to be the “me” factor: what is in it for me?

-Advancement in career and leadership

-New technology gadgets and social media applications

-Networking and educational pursuits

-Healthy lifestyles

Often with this eagerness to pursue higher achievements or meet production, these employees take risks to impress their senior management/supervision to meet the growing requirements.  There is a higher acceptance of risk in performing tasks or tolerance to adverse conditions. Turnover for young employees is much higher as they are willing to take on more challenges or grow weary of tried and true practices. 

Some fundamental practices to engage young employees are:

Development and support of building relationships with new/young employees that support:

1) Mentoring programs to build knowledge, skills and pride of ownership
2) Social and corporate responsibility – young workers today require engagement that incorporates their ability to use social media, new technologies which they can be used to mentor back to their aging workforce co-workers.
3) Review of training and performance against knowledge.

What are your thoughts?

  1. Great Article Theresa,
    You are so right, the “ME” factor is very often over looked!
    Wilfried Lehmkuhler, CHSC

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