IS PROMOTING YOUNG EMPLOYEES A GOOD IDEA?
So, you’ve got an amazing employee. They’re progressing at a fast pace, they have outstanding knowledge about their industry, they work hard, listen well, and have an infectiously positive attitude. They’re showing all the signs that they’re ready to be promoted and have even started voluntarily taking on more responsibility.
But there’s one issue – they’re really young.
Maybe they’re a recent graduate, or they joined the workforce straight after their A-Levels. Either way, they’re progressing super quickly and they have the potential to take on roles that would usually be managed by older and more experienced employees.
What do you do?
Do you give them that responsibility because you know they deserve it and will make a huge impact, or do you hold back because you worry it might be too much too soon?
Younger employees can be such a great addition to any team. They bring fresh ideas and mindsets, and with good support and training, you could help unlock their potential which could massively benefit your company as they grow and develop their skills.
But does that mean they’re ready?
IT COULD HINDER THEIR LEARNING
Being young is all about learning, but when you progress too quickly, you could miss out on valuable lessons from those more experienced than you.
You may not doubt their younger employee’s abilities – but you may fear that moving them on too fast might hinder their growth in the long run. For instance, they might struggle when taking on more responsibilities, such as managing others or being solely responsible for client relationships.
Having a manager who takes on the role of a mentor is extremely beneficial. They can help you:
Plan short and long-term goals
Build confidence in your abilities
Be accountable for your own success
Develop your leadership skills
Become emotionally intelligent and make mature decisions
Expand your network and open doors to new opportunities
By giving invaluable industry knowledge and guidance
And the list goes on.
97% of individuals with a mentor feel they are highly impactful and valuable (Sage).
A dedicated manager is a huge opportunity itself, and may be more beneficial to your employee right now than a great title and lots of authority.
THEY MAY BECOME ARROGANT
A great title and lots of responsibility are only good if you use them right.
Going straight from education to a job with lots of promotions, money, and authority can give young employees an entitled attitude.
So as an employer, you may be inclined to slow this process down in order for these employees to understand the workforce, the competition, and what it takes to have that level of responsibility.
Older employers with more experience in the corporate world may have developed a greater maturity and humility about progressing, and when they do progress – they’re able to carry out the role in a much more seasoned way.
THEY COULD FEEL OUT OF THEIR DEPTH
An employee could display all the skills to move into a higher role but they might not have built up the mental capacity and self-assurance to take on the role.
The Daily Mail reports that:
Two-thirds of employees say they feel ‘out of their depth’
Four in 10 fear they’ll be exposed for not being good at their job
Three-quarters admit they felt they were ‘lucky’ to land the job they have
This may be especially true with younger employees because everything is so much newer to them than others. Getting used to the work environment (it may even be their first job), learning the systems, and developing soft skills can be overwhelming as it is – so imagine taking on even more responsibilities.
Progressing your younger members too quickly may cause imposter syndrome because they haven’t had time to mentally adjust and feel capable enough to take on a harder role.
BUT IF THEY’RE READY – WHY NOT?
Many companies don’t promote young employees fast enough because they fear their capability to take on a bigger role.
But the problem with this is all the things stated above can be just as true for an older employee than a younger one. Promoting anyone too early can hinder their learning, cause arrogancy, and make them feel out of their depth.
Rather than focusing purely on their age, focus on their individual ability and maturity. They may have been showing for months that they can handle bigger responsibilities and they’re constantly finding ways to be involved and improve their skills.
Also, how about speaking to them?
Have a chat about how they’ve been progressing and what they believe they can handle right now. You can gauge their ambitions, how they’d react, whether they’re ready, or even whether that particular path may be right for them. Maybe you’ve been thinking of them taking on a managerial role, but they tell you they don’t want to manage but do something else – you wouldn’t know that unless you were transparent.
Never undermine communicating with your team – they’ll truly thank you for it because it shows you care about their progression and whether they’re happy with it.
Not communicating about progression and following up with either a promotion or plans to get there can cause younger members to feel insecure about their abilities. Studies have found that lack of recognition at work is causing many employees to consider handing in their notice (Adler).
Make sure your younger employees feel valued otherwise they’ll leave to find somewhere where their skills will be appreciated.
- Written by Oliver Howson
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