{"id":19787,"date":"2023-11-03T06:42:00","date_gmt":"2023-11-03T06:42:00","guid":{"rendered":"https:\/\/mysourcefunding.com\/startups\/5-steps-to-help-new-grads-develop-the-skills-needed-in-the-workforce\/"},"modified":"2023-11-03T06:42:02","modified_gmt":"2023-11-03T06:42:02","slug":"5-steps-to-help-new-grads-develop-the-skills-needed-in-the-workforce","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=19787","title":{"rendered":"5 Steps To Help New Grads Develop The Skills Needed In The Workforce"},"content":{"rendered":"
\n

Kent Ingle is president of <\/em>Southeastern University<\/em>, author of several leadership books and host of the Framework Leadership podcast. <\/em><\/p>\n

How did you prepare for your career? Thinking back, you may remember taking notes during long lectures, attending seminars and workshops with thought experts or interning under the guidance of a professional. Growth didn\u2019t happen overnight. It was the culmination of determination, preparation and a willingness to improve. It likely took years, if not decades, to get where you are today. After all, preparation never stops.<\/p>\n

Yet with the growing number of Gen Z employees in the workforce, there\u2019s a misconception that they will be experts right off the bat. As each new generation enters the workforce (think back to Millennials), there\u2019s a learning curve that can often lead to misunderstandings.<\/p>\n

A recent survey by Intelligent.com found that \u201c40% of business leaders believe recent college grads are unprepared for the workforce.\u201d They list the top reasons as a sense of entitlement and a lack of work ethic, communication skills and technological skills. A majority (88%) of leaders say that new graduates are more unprepared than people they hired three years ago. And 94% admit that they avoid hiring recent graduates at times.<\/p>\n

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The wave of Gen Zers entering the workforce isn\u2019t slowing down anytime soon. By 2030, it\u2019s estimated that Gen Zers will occupy 30% of the workforce. While it\u2019s easy to play the blame game of why new graduates aren\u2019t prepared, employers need to start thinking about how they can better equip new hires for their organizations.<\/p>\n

From my experience of working with Gen Z, here are five steps employers can take to help them cultivate soft skills.<\/p>\n

1. Clarify your expectations.<\/h2>\n

What soft skills do you value as an organization? In the onboarding process, communicate the soft skills necessary for new hires to accomplish company objectives. Keep in mind how you expect employees to interact with one another (in-person or via email), what time frames you have for key projects, the technology needed to perform their jobs and how they should dress in the workplace. Reiterate your expectations by including them in a staff portal that everyone can access or following up with an email. Clear expectations minimize confusion and keep everyone on the same page.<\/p>\n

2. Implement self-assessments.<\/h2>\n

While an interview can give you a preview of your new hire, it doesn\u2019t necessarily capture what your new employee is capable of. Start by having them assess their strengths and weaknesses based on the key values and objectives of your organization. Assign someone to be readily available to help guide them through the evaluation. Remind them that self-assessments should be continual. I stress to all new employees the importance of creating time each day for self-awareness. Thinking back on the day can help them reflect on how their talents were best used and areas they can continue to improve.<\/p>\n

3. Provide development pathways.<\/h2>\n

Recognizing the gaps in soft skills, companies like Deloitte and PwC are taking the initiative by offering training programs for new graduates. For employees to improve and meet your expectations, they should have access to development programs\u2014whether it\u2019s through in-house training sessions or attending professional workshops and seminars. This shows your new team members that you value them by investing in their future, and studies show it will bolster your organization. One MIT study found that \u201cin-factory soft skills training returned roughly 250 percent on investment within eight months of its conclusion.\u201d<\/p>\n

4. Create mentorship opportunities.<\/h2>\n

There\u2019s an incredible wealth of knowledge in your organization. Tap into it by pairing a new employee with a seasoned professional who can provide them with guidance, resources and encouragement for success. Schedule time weekly for mentors and mentees to discuss goals, objectives and questions. These relationships are important to teach new employees how to be open to feedback, learn by example and navigate constructive criticism. Mentors should be committed to investing in employees so they can reach their full potential.<\/p>\n

5. Build in practice time.<\/h2>\n

As the adage goes, \u201cPractice makes perfect.\u201d The workplace is the best place for employees to build upon what they learn. Create a safe environment where employees can practice their skills by providing constructive feedback and affirming their progress. Treat every interaction as a learning moment and provide an open channel of communication where they can ask for advice. Incorporate self-reflection of their soft skills, such as how they communicated, presented information, collaborated with others and used technology. The more they practice, the more they will improve.<\/p>\n

With every new job, it\u2019s inevitable that employees will face a learning curve and create disruptions due to misunderstood expectations. It\u2019s up to leaders to create healthy workplaces where new hires feel supported, valued and prepared to reach their full potential. After all, every successful leader had someone who was in their corner to support their journey. What steps will you take to guide new graduates on your team?<\/p>\n

Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?<\/em><\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Kent Ingle is president of Southeastern University, author of several leadership books and host of the Framework Leadership podcast. How did you prepare for your career? Thinking back, you may remember taking notes during long lectures, attending seminars and workshops with thought experts or interning under the guidance of a professional. Growth didn\u2019t happen overnight. 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