It takes a workplace to raise a junior employee

Give teens a hand when they are just starting their careers. Photo / Thinkstock

Young workers need opportunities and guidance to become valued contributors to our economy

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 notion working for us?

Sir Ken Robinson's incredibly popular Ted talks on the education sphere reveal that we often manage our modern world on an out-of-date linear, industrial model.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 circumstances of the previous century.

And yet now, individuals wield far more power than in previous generations to shape their own unique ball of clay. 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, but the headlines continue to paint a bleak outlook for people, especially young people, finding work.

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 linear path was encouraged and accepted.

I'm not saying that we should hold the hands of teens as they look for work, but I do know one thing: "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 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 chief executive of a youth employment initiative, and I've spent a lot 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 policies; their resources are too stretched; or that 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. I know the transition space better than most, but even with my industry knowledge, it's been a struggle.

As parents, we do our best to focus our children 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 resilience 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 inquiries, searching, phone screening and just fronting up in person - he landed a taster course with an electrical engineering organisation that showcased not only the industry but also the many roles within. Companies big and small got involved. It showed that these guys cared. They took the time to tell their stories. They showed him all the cool tools in the trade. They discussed how important it was to be up on 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 long-lasting impressions have been left on youth by employers. The time an employer takes to guide and motivate a young person has immeasurable value to them not only as an individual, but also to their family, and the community.

I would love to see 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 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 the chief executive of Workchoice Trust.