While companies are getting used to working remotely, there is one group of workers who face a unique set of obstacles: entry-level workers.
As the pandemic upended the world of work as we know it, people across all sectors struggled to adapt. It was a challenge for everyone, of course – experienced workers who have worked in the office throughout their careers had to learn how to use new technologies , leaders had to create plans to accommodate diverse teams, and IT specialists worked around the clock to devise solutions.
This has allowed companies to adopt technologies that allow them to work in distributed teams and keep their businesses running. However, that doesn't mean the challenges around it are over. While companies and their workforces are becoming accustomed to working remotely by the minute, there is one group of workers facing a unique set of obstacles: entry-level workers.
These individuals have little to no experience in a more traditional setting and were immediately thrust into largely remote jobs, often without any preparation. How do leaders help their new employees thrive in this demanding world? Here are some ways to set employees up for success.
Understand the inherent challenges
First things first: it must be recognized that while this situation is difficult for everyone, entry-level workers are undoubtedly dealing with additional challenges as they adapt to their jobs in general, coupled with the coronavirus crisis. COVID-19. There's always a learning curve for new professionals – you've probably seen this in your junior staff before, and hopefully you remember what it was like when you started your first entry-level job.
Couple this with the also inherently challenging remote work scenario, and you have some very confused and possibly unprepared workers. It's very likely that you've already observed extremely competent and experienced employees struggling to adapt to the pandemic scenario, so it should come as no surprise that junior employees are struggling even more.
Consider, for example, that these workers lack personal interaction and supervision. In-person training has been a staple of entry-level work in the past, and now these new employees have to face many challenges without being able to ask questions in real time. They also lack the company culture fit that most of your older employees have enjoyed.
Additionally, many younger workers may be living with their parents or roommates and having to learn their new jobs while dealing with these distractions. These are just a few of the reasons why it's essential to consider what your employees are going through before judging their work.
Adjust your onboarding process to account for remote work
You may very well have a well-honed onboarding process and a fully detailed employee handbook. But in these tumultuous times, it is necessary to take a step forward to take into account the changes in the way most people work in a pandemic world.
For example, in addition to defining procedures that have been in place for years, you will also need to include sections on the use of specific technologies, such as video conferencing and chat platforms, as well as expectations for frequency of remote meetings. You should also establish ground rules for installing privacy and cybersecurity protections and note the IT assistance available to employees.
Set expectations
Clearly defining concrete expectations from the start is an essential part of bringing new employees into your organization at any time. However, it is absolutely critical now when it is not possible to help team members in person and there is much more room for miscommunication.
Be sure to provide new employees with clearly defined expectations in writing and give them plenty of opportunities to ask questions over the phone or through a video conferencing platform. Often the inflection of a person's voice and their body language can convey uncertainty that you might not be able to capture over email, so confirming they understand through conversation is an important step.
Establish Communication Channels
Some companies have been using platforms like Zoom and Slack for years, but during the COVID-19 pandemic, these tools have become indispensable. Make sure your employees know what they will be like communicating with you and each other, and offer training to keep them up to date. Don’t assume that because your employees are young, they are well versed in using these technologies.
Have frequent, established check-ins
Once you've determined how you expect your employees to communicate, conduct regular check-ins. For example, it could be a weekly Zoom meeting that allows coworkers to connect and discuss how things are going. Establishing a rhythm and regularity for these meetings will give your employees, especially newcomers, a chance to adjust and have some predictability during an uncertain time.
At the same time, don't overwhelm people with too many check-ins — you've probably heard of Zoom fatigue, and it's a very real phenomenon that can stress out your employees.
Give employees a chance to connect
In addition to holding business meetings, you should also offer the opportunity to connect in a social rather than professional context. Keep in mind that many younger employees are likely coming off an unusual college experience where they were forced to return home and learn remotely last semester, and may be feeling isolated.
Having Zoom happy hours or other virtual bonding rituals will not only help them feel more connected, but it will also give them a taste of your company culture, something they'll likely experience less of while working from home.
Show compassion
Ultimately, it is important for all managers to exercise compassion and empathy during this incredibly challenging time. Both new and experienced workers face obstacles they have never faced before and it is normal for them to need an adjustment period. Try not to be hard on entry-level workers, who may well need a little more time to get up to speed than usual.
This is an opportunity to show your employees that you care about them and will work with them. While you may be understandably concerned about the direction of your business, the fact that you continue to bring new talent into the organization means you believe they can contribute in a positive way. While this is an abrupt change, you can ease the transition by helping your employees adapt and providing them with the tools they need to succeed.
