How to Help Young Professionals Find Their Voice
What adjectives best describe a young career executive? Ambitious, resilient and hungry are just a few, and yet young professionals often face challenges in the workplace.
For example, young women often come into the workforce ready to change the world, but research shows that younger women are more likely to feel their age has negatively impacted them at work, which supports why young professionals must have the tools and resources needed to find their voice in the workplace.
According to the LeanIn.org and McKinsey & Company 2024 Women in the Workplace report, 49% of women under 30 reported that their age has played a role in missing out on opportunities compared to 35% of men in the same age group and at least 10 percentage points more than women in any other age group.
While it can be difficult for young professionals to find their voice in the workplace, it is important that they feel welcome to speak up at work because they offer valuable insight. If you’re a manager, here’s how you can help support employees under 30:
Check In: Check in regularly with your direct reports. Do they feel a sense of belonging? Do they feel comfortable offering their insights during group discussions? Do you understand their career goals? Take action to help your employees feel comfortable and find ways to help them get the experience they desire to achieve their long-term goals.
Be Proactive: Be sure to intentionally seek out perspectives and ideas from the young professionals on your team who may be able to offer innovative approaches that have not been considered in the past. Consider doing this both in one-on-one settings and in group settings, which demonstrate to the rest of the team that you value and respect the ideas of your younger workers.
Find a Mentor: Once you understand your younger employees’ career goals, you can arrange for a more seasoned employee to mentor them. This allows your younger workers to learn from those who have been in the field longer, while also supporting team building and comradery.
Check Yourself: Take time to consider your own potential biases when it comes to age. Educate yourself on how you can be the most supportive manager to your team members no matter what stage they are at in their careers.
Supervisors have an obligation to prioritize supporting their younger employees. While it may take more intentional effort, the results will benefit both the individual employee and the organization as a whole.
