by Rita Mcconnell

Created on: January 04, 2009

Transitioning to the working world can be difficult for new employees, particularly those that are entering the larger workforce for the first time. While working in the "real world" can initially be novel and exciting, daily organizational processes and operations can become trying quite quickly.

Young hires, particularly those coming from a college or university setting, are often surprised to find that the tasks associated with junior level positions are more administrative and carry less responsibility than those higher up on the organization chart. As a result, many become disheartened and lose motivation for their chosen careers.

More senior members of the organization can help younger professionals maintain their enthusiasm for their field by mentoring them for future positions, recognizing their talents and encouraging them grow in knowledge of their chosen industry. This can be done in a variety of ways.

First, senior workers should promote an open door policy toward younger professionals in their offices. Many new employees can be intimidated by more experienced colleagues and discouraged from asking questions by their own "I can't make a mistake" ambitions. When managing the work of a newer employee, do what you can to make them comfortable in your presence. Encourage them to ask questions by assuring them that instructions for various projects can be complex, and sometimes, could even be improved in efficiency. Get to know who they are and how they are most productive in the work world, and use their talents to the organization's advantage.

Senior staffers should keep newer charges in the loop. Traditionally, younger professionals have been the last to know what's going on in many companies. Yet the contributions they make in keeping business moving are significant; they are often called on for overtime, heavier workloads and menial tasks no one else wants to do, even though they need doing. Be sure they are told of major changes in the organization and understand the possible consequences, if any, for their jobs. If others note the quality of their work, pass the complement along. Additionally, veteran employees working alongside newer professionals should be sure to explain the nature of projects and provide reasoning for requests and directions so that younger workers understand the overall goal of their work and feel attached to the success of the organization.

Experienced staff should also consider more formal mentoring for junior professionals they work with regularly. Introduce younger workers to clients and customers, and invite them to sit in on meetings in order to gain an understanding of the larger organizational world. Invite them to attend professional events and luncheons, and introduce them to others working in the same industry. Encourage them to read articles and books related to their work, reinforcing the idea that the education needed to compete is ongoing. Suggest they volunteer for extra responsibility within the office, and offer ways they can gain the attention of the upper most managers and executives, if warranted by performance.

The day to day workings of any business or organization are a far cry from the institutional world of colleges and universities, or even different types of work environments. Beginning any position can overwhelm a younger professional with feelings of accomplishment, but also confusion, uncertainty, and self-doubt. Through understanding and forward-thinking senior colleagues, younger professionals will grow in awareness and competence in their fields, to become loyal assets to their organizations.

Learn more about this author, Rita Mcconnell.
Click here to send this author comments or questions.