“Coming through” the woman would bark loudly, and I would have to squeeze up against the counter as she barged past. This was a common scenario in my first job in New Zealand working at a busy cafe. I was only 19 at the time and there was a group of young staff including myself that were constantly pushed around and belittled by a few of the long serving staff.  Now you would call it bullying but at the time that wasn’t really a phrase passed around. For many young people entering the work force at that time it appeared to be acceptable and almost a right of passage to be treated rudely, teased, or given the worst jobs.

I can’t say that the experience increased my resilience, and I didn’t stay in the job long. I also don’t think I learned anything from that situation other than how not to treat people. While I would like to think that we have moved on from this time, the reality is that bullying is still present (we just have a term for it now).  As young people enter the workforce, its more important than ever that as employers we are monitoring how well the team incorporates the new staff member. Here are some key things I believe that will help you ensure your young people feel safe and welcome as they enter the workplace as well as help with team dynamics:

• Training in communication styles –Understanding that different people communicate differently and how to adapt your communication style can prevent misunderstandings and conflicts. 
• Gain an awareness of strengths– Whether it be through DISC assessments, or a strengths-based evaluation, understanding the diversity of strengths and behaviours in the team can enhance teamwork and give everyone an appreciation of what makes each individual valuable to the organisation. 
• Develop workplace norms – You cannot assume that a young person will know expected workplace etiquette and behaviours. To prevent tension between colleagues, team norms can set ground rules around what is and is not acceptable in your organisation. Things like not checking personal messages on your phone, interruptions of colleagues and dishes should be understood from the beginning to make an easier transition and prevent any unnecessary tension.
• Give space for engagement – Never before has a generation wanted to give their perspective and be part of the decisions than this generation and giving them a forum that allows them to speak their voice will help them feel part of the bigger picture.  It also ensures that you have a safe and confidential way that allows young people to voice their concerns that they may not feel comfortable addressing with a manager. 
• Prioritise Mental Health Awareness – Mental distress is highest amongst young people aged 15 to 24 and there is a steady increase in the number of New Zealanders experiencing mental distress. The more that we can talk about mental health awareness in our workplaces, the more we can make it a safe space for our young people to open up about their struggles.
• Regularly review your policies – Regularly review policies in areas such as Bullying, Discrimination and Harassment and include a cross section of employees in all age groups to give their feedback on these policies to ensure that policies are still relevant to all generations.

If you have not considered these areas of focus for your business, it may feel overwhelming to make a start but not doing anything can put you and your staff at risk. Furthermore, these areas don’t just apply to young people and can be just as relevant for all generations. Try to bring your team together and talk about the areas that they think are most important to prioritise and then make a timeline to work through these. Consider outside help to come in and facilitate any of the training, engagement, or review of policies. I would love to chat about how I can be of assistance to your organisation in any of these areas.