Many of my audiences and coaching clients often ask me questions and advice on supervising and managing teenagers in the workplace. In many businesses, such as fast food, retail, grocery stores, banquets and recreational businesses, hiring teens has been the norm if not the main source of staffing. Of course this can be very challenging. However, teenage employees can be very valuable assets to a business if you know how to train and coach them to be successful.
Here are a few tips to help you when hiring and managing teens in the workforce:
Hiring and Recruiting: Young people can demonstrate responsibility in the extracurricular activities that they take part in at school. Ask for referrals from coaches and teachers that you may know or when visiting schools. Good traits to look for are being captain or member of a sporting team, coaching young ones, president or officers of school clubs and community organizations or volunteers at their religious organizations. These roles can indicate leadership, initiative, dependability, punctuality, confidence and good personal communication skills. When interviewing them, try panel interviews to see how they interact with others.
Communicate Clear Expectations: It is important to communicate clear expectations from the beginning. Set crystal clear expectations for every aspect of the job. Don’t assume anything. Teens may need guidance on professionalism, punctuality, and sense of urgency in the workplace. Also, talk about things they should not do at work such as texting, cell phone use and chatting with friends. If they are working with customers, spend some time explaining how to treat customers and walk through various scenarios.
Take Time to Coach: Teenagers are not children. Many are more responsible than adults. Treat them like adults and professionals. Remember that a manager should also be a teacher. Help guide, mentor and train them. They are like sponges and want to absorb information. In many small businesses, teenager employees are often given higher levels of responsibilities since there are few employees working each shift.
Clarify Instructions: Teens are easily distracted so patiently review instructions until the employee fully understands what is required. Explain why policies or procedures are in place. Ask them to paraphrase back to you what was asked or explained to them. Encourage teens to ask questions to engage them.
Provide Positive Feedback: It never hurts to tell them they are doing a good job and you noticed that. If they are performing poorly remember it is a training opportunity. Teens tend to take criticism personally and they may be sensitive so be clear, calm and positive when giving feedback.
Reward Initiative: If a teen shows a talent or interest in a specific task or area, give them an opportunity to develop and display those talents. Invite teens who are interested in IT, marketing or business to sit in on meetings or shadow other departments in the business. Ask teen employees for their opinions on social media, displays, up-selling, operations, procedures and recognition programs.
Cheer Them On: A manager with a positive attitude will gain the respect and cooperation needed from teen workers. Remember they are always watching you and will imitate the behaviors they see are demonstrated and tolerated, particularly from managers and other employees.
If you take the time to communicate with teens and engage them, they can be some of your best employees. Again, don’t treat them like children. Many have entrepreneurial ambitions of their own and are willing to learn. Treat all of your employees, especially teens, like they make a difference and they will. Now that will be Magical!