Amanda Wheeler: Raising the next generation of workers

It is a missed opportunity for businesses who shun their responsibility to mentor tomorrow's workers. Photo / Getty Images

If it takes a village to raise a child, it takes the business community to step up and help raise fledgling employees.

It's human nature to think of life as linear. There's a starting point, a journey and then an end point. We're born, we live, we die.

This model is applied to many of the sub-journeys within our lives. We start school; we move through our education; we graduate. We start a job; we work; we retire.

But is this working for us?

Sir Ken Robinson's incredibly popular TED talks on the education sphere bring to light that we often manage our modern world on an out-of-date linear, industrial model. He states that our minds are still hypnotised by ideas formed to cope with the circumstances of the previous century.

I see evidence of this everywhere, and especially in the world of work.

And yet now, individuals wield far more power than in previous generations to shape their own unique ball of clay. Life is organic and we move freely within our world due to the advantages afforded by technology, accessible travel and revolutions of equality.

It sounds like this freedom should bring a happy and easy navigation of life - however, the headlines continue to paint a bleak outlook for people, especially young people, finding work.

What's happened here? Why, in this age of freedom and choice and, arguably, a higher education level across the board than ever before, is the transition for young people into a job so paralysing?

First, we must acknowledge generational gaps. It's important because many employers are of the age that can claim ties to the "industrial" model of working.

Back then, higher education was a sure shot at employment. Back then a driver's licence was a piece of paper. Back then, a linear path was encouraged and accepted.

Now I'm not saying that we should hold the hands of teens as they look for work, but I do know one thing for sure: "Back in my day..." doesn't apply anymore.

It's no wonder the millennial generation flounder, when they've checked all the right boxes up until the end of school, only to then be told by employers that they're the wrong boxes.

What do you mean you don't have work experience? "Back in my day" kids had after-school jobs.

Work readiness as a term has been around for a long time, but I've noticed it increasing in vernacular and I can assume one thing from this. Until now, it was presumed. It was inherent. But times have changed. We need young people in our labour market for the short and long-term benefits to New Zealand society. But, for whatever reason, the current generation are not considered to be work-ready and we need to do something about it.

Over many years I have worked with youth, most recently as the CEO of a youth employment initiative, and I've spent a great deal of time trying to engage businesses to offer their wisdom, experience and advice.

It's disheartening when I'm told it doesn't fit within their corporate social responsibility policy; their resources are too stretched; or they don't have jobs for school leavers. I get it, I really do - business is business, but it's a missed opportunity for both parties. It hits me even harder as a parent. My teenage son has been desperately seeking work experience and advice in a sector I haven't got contacts in. I know the transition space well, but even with my industry knowledge, it's been a struggle.

As parents of schoolchildren, we do our best to focus them on their homework, their credits, their exams, their extracurricular obligations. And then when it's time to release them into the world, we're told they're not equipped. Add to that the need for high levels of resiliency to navigate a tough job market - all when their self-esteem is likely at its wobbliest. It's a challenging time for teens and families alike.

And then, an amazing thing happened the other week. After months of searching, phone screening and just fronting up in person - he landed a taster course with an electrical engineering organisation who showcased their industry and the many roles within. Companies big and small got involved. It showed these guys cared. They took the time to tell their stories. They showed him the cool tools in the trade. They discussed the importance of health and safety, and why being drug and alcohol free is so important in their workplace.

My boy came home inspired. He can see his future, and he now has plans to get there.

In my experience, the most impactful and long-lasting impressions have been left on youth by employers. The time an employer takes to guide and motivate a young person on their way in to work has immeasurable value to them as an individual, but also to their family, and the wider community.

I would love to see a movement, a pledge on the part of everyone who has a job, to "parent" the young generation of workers. You could do it as a company, or even as an individual - just reach out to the teenagers you know and shed some light on how to build soft skills, or ways to find work experience. If it takes a village to raise a child, it takes the business community to raise fledgling employees.

Amanda Wheeler is CEO of Workchoice Trust.