Employer Obligation: Implementing Measures to Overcome the Challenge of Workplace Preparedness Deficiency
Subha V. Barry, Head, Seramount.
Probably, you've encountered narratives about fresh graduates dealing with professional predicaments, such as punctuality at work, handling assignments, and needing detailed instructions for apparently simple tasks. However, these problems reveal a larger issue: disruptions in both academic and social learning due to the pandemic.
Since the pandemic, scores for youth in fundamental subjects have gradually decreased. Furthermore, there are alarming trends relating to the mental health of young adults. In 2022, the National Center for Education Statistics reported that 69% of public schools saw a rise in students seeking mental health assistance on campus since 2020. These trends indicate that college-going students are less academically prepared.
Among the high school graduates who attend college, many are disconnected in the classroom, lagging behind on assignments, or experiencing high levels of stress. Educators also report that students find group work challenging and lack the necessary soft skills required for professional success. Surprisingly, a 2023 survey by College Pulse discovered that only 49% of college students feel confident about their future career prospects.
The Need for Support for Early-Career Employees
Although these issues might appear as short-term problems, the long-term effects of pandemic-induced learning loss could still have severe consequences in the future, potentially impacting the talent pool. Moreover, the existence of skill gaps in early-stage professionals can lead to reduced productivity and increased turnover in organizations, affecting their competitiveness and reputation in the job market over time. Consequently, it is essential to actively address and prevent these skill deficiencies in employees.
Expand the Scope of Onboarding
Today's young professionals seek more than the conventional onboarding process; they are seeking an in-depth understanding of the company culture. Encouraging an inclusive and collaborative approach that reconciles generational differences and incorporates evolving workplace strategies is vital.
For instance, internal communities can bridge divides by fostering an immediate sense of belonging. Examples include professional networks like alumni from the same academic institutions or colleagues who share common characteristics such as gender, race, ethnicity, languages, sexual orientation, disabilities, and so on. Introducing new hires to employee resource group (ERG) leaders during the onboarding process can help foster an inclusive environment, promote community building, and create an immediate support network. Participating in ERGs also offers valuable professional opportunities beyond daily roles.
Remove the Stigma of Mental Wellness
Discussing mental health in the workplace is a crucial topic that deserves continuous attention—and acknowledgment. Early-career talent needs to see that you prioritize their well-being. To start, leaders should be comfortable sharing their struggles and openly discussing challenges. By doing so, they help break down the stigma associated with mental health problems.
Recently, I shared my personal mental health struggles after my daughter and her husband lost their home and belongings due to consecutive hurricanes. I thought that others might've been dealing with similar issues, so I wanted to assure them that they weren't alone. Communicating both our triumphs and setbacks, joys and sorrows—professional and personal—is an essential leadership skill that strengthens organizational connections. By modeling this behavior and making it socially acceptable to seek support, we help diminish the stigma.
Encourage the Development of Soft Skills
Before young adults enter the workforce, they need crucial life skills such as resilience, self-awareness, and effective decision-making. They should be taught to learn from their mistakes, grow, and become comfortable with discomfort. I often say that we learn more from our failures than our successes. Embracing the concept of learning to be comfortable in discomfort is important. Instead of shielding young people from discomfort, we should help them develop discipline, humility, and the ability to handle harsh feedback without taking it personally.
As employers, we can contribute to these initiatives by partnering with academic institutions to clearly articulate the skills students will require in the workplace. These partnerships do not necessarily need to be formalized. You can initiate the process by engaging alumni from various colleges and universities to recruit from. Empower your employees to collaborate with recruitment teams and build online networks for connecting with incoming students. Then, document successful models and best practices and integrate them into organizational procedures. Lastly, recognize and reward the employees who demonstrate leadership and progress in developing and recruiting early-career professionals.
Young Gen-Z professionals can drive change and foster a more inclusive future, but they cannot do it alone. They require our guidance, support, and dedication to help them achieve their full potential. Our challenge is to create a world where every young person, regardless of their background, has the resources to transition smoothly from college to the workforce and thrive. Together, we can shape the future.
The Our Website Human Resources Council is an exclusive association for HR leaders across all sectors. Do I meet the criteria?
In the context of supporting early-career employees, Subha Barry, as the Head of Seramount, could advocate for expanding the scope of onboarding processes to include cultural understandings and foster an inclusive environment. In her role, she might also spearhead efforts to remove the stigma around mental health in the workplace by openly sharing her personal experiences.
In response to the question about meeting the criteria for joining the Our Website Human Resources Council, it is not directly mentioned in the text if Subha Barry does or does not meet those criteria.
