Aiden started out as an apprentice and decided your company was as good a place as any to enter the workforce. He’s one of the hardest workers on your team and eager to learn more but seems to need nearly constant feedback to complete any task. Despite that, he’s not shy about speaking up when he sees a problem. In fact, it’s hard to believe the number of texts you’ve already received from Aiden about the unfairness to the team of a co-worker who shows up late on a regular basis.
Frequent feedback, competitive pay and a desire to do something that matters in the world. Expect Aiden to be your first Paint-It-Forward program volunteer.
How he helps you:
This digital native lives online, and you can benefit from that. Encourage your recruit to post positively about the company and turn from selfies to promotional marketing pics on every project. Just make sure you first institute a clear social media policy that clearly lays out do’s and don’ts.
How you can help him:
Frequent feedback and a clear promotion path can help turn today’s apprentice into tomorrow’s vice president. Also consider embracing a digital strategy for connecting your team. Facebook’s collaboration spaces and other platforms might be a great way to gauge progress and give this recruit the regular praise he needs. But don’t focus on digital support alone — this green painter can blossom with the right mentor.
What goals? This youth is just entering the workforce and is looking for something or someone to help him figure out what he wants to do with his life. His parents, on the other hand, are looking to set their kid on a career path and want to know how painting will support their son.
Unfairness on the job and a chain of command where he doesn’t have a direct channel to the top.