Youth and experience make the perfect combo. Nothing beats having the strength, energy, vigour and unentangled focus to get any job done; coupled with the knowledge, practical know-how, plus a network of tried and proven resources to ensure super efficiency. Sadly the two never usually walk together, with one being the collateral martyr of the other.
Youth (particularly early to mid 20s) for many represents a period of uncertainty and high risk. It is an age where irresponsibility may be rampant and the process of developing the most profitable employee seems fraught with too much teething-pains. This is not a position most companies or employers would willing subject themselves to especially in this fast paced, global business climate. No one has the time to hold hands and lead new, fresh employees around the track a few times until they finally get a handle on the job. For as sure as night follows day, there will be injuries from falling - some of these very costly. But although this is not representative of all young people, the risk resides in finding the right gem.
And in truth, if I needed a brain surgeon I wouldn’t want the young person who just graduated despite how brilliant and promising he or she may be. I want that person’s lecturer. The doctor who has had years of experience, who can handle almost any complication because he or she’s seen it before. But, most jobs do not require neurosurgery or rocket science. So why not give young people a chance?
As an employer for more than 14 years, I am a staunch believer in hiring young, bright, qualified persons who have not only the skill, but also the will to succeed. Over the years I have worked with numerous university graduates who have exhibited maturity, true character, skillfulness and exemplary professionalism. Yes, they may have needed some direction, but who doesn’t? Their eagerness to learn, which sometimes meant a willingness to learn from mistakes, has led to tasks well done.
Added to this, young people bring new ideas and a fresh perspective. Most have not yet been tainted by the realities of work nor are yet indifferent about the organisation. Thus they come with new eyes, and modern ways of dealing with old systems and issues. They tend also to be enthusiastic, creative, adaptable and open-minded. They are not afraid of change or technology which can mean greater efficiency for organisations and possible cost saving techniques. They come with fewer bad habits, preconceived notions, and are usually more comfortable in a diverse environment. Possibly most importantly, they are trainable. For the most part, this has been my blessing.
Forbes magazine however cautions against shaking things up too quickly. “Many younger workers tend to focus on where the company is going and show no interest in how it achieved its present state. That can be insulting to those who helped build it. Younger workers should remember that learning about the company’s history will help them create the future.” Additionally, age usually brings with it insight and wisdom needed to make good decisions. Though certain abilities might decline with advanced age — most notably processing speed — the vast reservoir of knowledge that produces seasoned judgement can trump the nimble-mindedness of youth. Remember, there is nothing new under the sun.
I concur, however that the formula for creating an engaging, productive environment would be an integrated workforce of passionate energy and shrewd experience. A place where all skills have equal access to the table with relevant skills development being a strategy toward achieving strong, sustainable and balanced growth. So it this is to happen, we need to give the youth a chance. If they are to become the future, they have to start today.
Melody
Cammock-Gayle is the Director of MC&Associates - a marketing and
communications firm in Jamaica.
