🧠 Are We Expecting Too Much from Younger Coworkers?
They show up full of potential — fresh ideas, digital intuition, and maybe a dash of nervous energy. The resume says “entry-level,” but the job sometimes feels anything but. From the moment they join the team, they’re expected to know workflows, manage client expectations, decode team dynamics, and somehow “just get it.”
Let’s pause. Are we expecting too much from our younger coworkers?
🏁 Speed vs. Wisdom
Seasoned professionals have years of pattern recognition. We read situations instinctively, anticipate hiccups, and react with muscle memory built from late nights and career curveballs.
But newer team members? They're still learning the map. Asking them to operate with our speed and confidence — without giving them the same time to grow — sets them up for burnout, not brilliance.
Their mistakes aren’t proof they don’t care. They’re proof they’re new.
🤹♀️ Multitasking Isn’t Onboarding
In many workplaces, onboarding looks like “sink or swim.” Here’s your login, here's your team… see you in the meeting.
Instead of true training, younger coworkers get tasks. Expectations pile up before context arrives. And we wonder why they seem overwhelmed.
Mentorship shouldn’t be reserved for leadership programs. It should be baked into the daily culture — little nudges of encouragement, storytelling, and showing (not telling) how work really gets done.
🌍 Generational Shifts vs. Core Competencies
Work culture is changing. Priorities like mental health, work-life balance, and inclusivity matter more than ever. That doesn’t mean younger workers lack drive — it means their definitions of success include sustainability.
We sometimes confuse difference with deficiency.
It’s okay that they approach things differently. Maybe they won’t stay for decades. Maybe they’ll prioritize feedback. But if they’re showing up curious, respectful, and open to growth, they’re already halfway there.
🌱 Empathy Is a Leadership Skill
Instead of asking, “Why don’t they know this yet?”
Ask, “What did I learn the hard way — and how can I ease that path for someone else?”
🤝 Career Insights: How to Be a Great Mentor Without Making It Weird
You’ve been asked to mentor someone, or maybe it’s already happening — unofficially, naturally, and quietly over hallway chats and coffee runs. But there’s that lingering feeling:
Is this getting awkward? Am I doing this right?
Let’s break it down.
Great mentorship isn’t forced. It’s thoughtful, flexible, and rooted in trust — not in calendar invites and PowerPoint decks titled “How I Became Awesome.”
🪞Step One: Don’t Make It About You (Even If You’re Kinda Awesome)
Yes, you’ve learned a lot. Yes, you’ve seen things. But mentorship isn’t autobiography. It’s a mirror, helping someone reflect on their own path and navigate it with more clarity.
Share stories, not sermons. Keep the focus on them and drop the wisdom in digestible moments and not lectures.
“When I was in a similar situation, here’s what helped…”
That lands better than:
“Here’s what you need to do.”
🛠️ Step Two: Build Trust Before Giving Advice
Mentorship isn’t about fixing someone. It’s about showing up consistently enough that they feel safe asking for help when they’re ready.
If your mentee hasn’t opened up yet, skip the advice column act. Ask questions. Be genuinely curious. Because the best advice often comes after listening, not before.
💬 Step Three: Normalize the Awkward
Yes, there might be a weird moment or two. You’re older, maybe in a different life stage, with different references. They might be fresh from college or balancing side hustles with a day job.
Laugh about the generational gap. Mention that it’s okay to not have everything figured out. Admit your flaws. That’s how rapport is built — with honesty and humility, not authority.
🧭 Step Four: Guide — Don’t Control
Offer direction, not domination. Your role isn’t to mold a clone. It’s to help them become the best version of themselves.
Let them disagree. Let them try things their way. If they fail? Be the person who helps them reflect without shame.
A great mentor is a compass, not a GPS.
🎁 Step Five: Show Up in Small Ways
Mentorship doesn’t need monthly check-ins or performance reviews. Sometimes it’s:
- A Slack message that says, “You crushed that presentation.”
- Forwarding an article with “Thought of you.”
- Saying, “Want to walk with me to grab coffee?” and chatting about non-work stuff.
The little moments add up. Mentorship happens in the margins, not just in formal meetings.
At the end of the day, being a great mentor isn’t about being perfect. It’s about being present, generous with your experience, and respectful of someone else’s journey. Just one human investing in another — without making it weird.
Younger workers thrive when they’re coached with patience, trusted with guidance, and given room to ask questions without judgment. They’re not supposed to be polished. They’re supposed to be learning.
And truthfully? Sometimes their perspective is exactly what a workplace needs to shake off outdated habits and find fresh energy.
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