How do you, as a talent manager, help your young professionals keep their motivation tank full this autumn? Working from home is here to stay, and starters face specific challenges. In this blog, I share three tips that help keep the morale of your home-working talents high.
“Of all the measures we have taken from the beginning, the advice to work from home as much as possible is one of the most effective. So work from home as much as possible, also after 1 September.” Prime Minister Rutte was clear at the government’s latest press conference about coronavirus. For many people, working from home is here to stay.
Personally, I am not looking forward to that. Although I enjoy working from home now and then, I miss the workplace, the small encounters and the energy of being with colleagues. For starters and young professionals, that loss can be even greater. They are still learning how work works. They need examples, informal feedback and the chance to build a network. At home, all of that becomes harder.
Why young professionals struggle at home
Experienced employees often have a clearer picture of their role, their network and the unwritten rules of the organisation. Young professionals are still discovering all of this. They may wonder: am I doing enough? Who can I ask for help? How do I show what I am doing? How do I get noticed without seeming pushy? These questions can quickly become bigger when someone spends most of their time alone behind a laptop.
As a talent manager, you can make a difference. Below are three practical tips.
1. Organise rhythm and connection
Do not assume that connection will arise naturally online. Organise it deliberately. Create a clear rhythm of short check-ins, peer sessions and informal moments. A weekly online coffee moment may sound simple, but for a starter it can be the difference between feeling connected and feeling lost.
Make sure these moments are not only about tasks. Ask how people are doing, what they are learning and where they are getting stuck. The more normal it becomes to talk about the human side of work, the easier it is for young talents to ask for help in time.
2. Help them make work visible
When everyone works from home, good work can easily remain invisible. Young professionals may be working hard, but if no one sees it, they can start to doubt themselves. Help them make their work visible in a professional way. Let them share weekly progress, lessons learned and questions with their manager or team.
This is not about control. It is about recognition, feedback and direction. Visibility gives young talents confidence and helps managers see where support is needed.
3. Keep development active
In uncertain times, development can easily be pushed aside. That is risky, especially for starters. Their first years of work are formative. Keep development active by offering short assignments, reflection questions and opportunities to experiment in practice. Encourage them to set small learning goals and discuss these with a mentor or manager.
Working from home does not have to mean standing still. But growth needs structure, attention and contact.
Conclusion
Young talents need more than a laptop and a list of tasks. They need rhythm, connection, feedback and development. If you organise that well, working from home becomes less of a swamp and more of a learning environment in which young professionals can continue to grow.