by Barbara Guess

Created on: February 10, 2009

Two main points to remember here are that this might be the first job they have ever had and they might never have experienced responsibility before in their life. Be prepared to provide more support and instruction to ease them on to the right track.

Once the excitement of the initial training days has passed younger employees have a tendency to get bored, so to stimulate interest try to introduce a longer program of incremental development, to find out any potential that is perhaps hiding there. Young people respond well to attention, so any time is profitably spent allowing them to expand their knowledge.

Perhaps you need to focus on the skills they currently display, have a weekly performance revue. They have only recently left school so they are used to exams and assessments of their abilities. Set some stretching objectives for them to find out more about your company.

Once they can competently complete their own tasks allow them to job shadow another role in the work place. Give them plenty of notice of your intentions, so that they have the opportunity to anticipate the change. This is of double benefit as it provides holiday and sickness backup for this job, so a plus for the company and it gives the younger employee an insight into another job, meeting new people and exploring new possibilities.

Another option is to give them responsibility for an extra role within the company, perhaps as a first aider or fire warden. These skills are always worth learning, on a personal basis and will allow them to feel that they have improved their status within the company.

Responsibility is a great motivator and once the young person starts to respond and take interest they will continue in their role with enthusiasm and minimal support.

Other motivating options that can also be incorporated in the overall training package of a younger employee are incremental pay awards to reward any achievements they make, this should include things like, regular attendance, time keeping and ability to complete the job. This will emphasise the high importance placed on these matters.

To stimulate an interest and further company knowledge perhaps involve them in the company news letter or get them to be responsible for the information on the notice boards. Perhaps get them to train someone else in their job, this will help them to realise that all the roles in the company are important to a successful operation.

Young people are inquisitive, harness this energy and eagerness and you will gain a worthwhile and interested member of staff.

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