It floats the boat on both tides and yet it is not a given in anyone’s eyes. The young, bless them, for they will find out what it means to have a sense of self-worth perhaps a little too late, need to realise there will be no grand hand out when they reach the required and proposed retirement of the newly and in consideration age of 70.
The road to that age is distant when you’re 19 but generally speaking, working for a place in Australia’s community means that you must earn it. It’s not a handout, and it will become less so when the next generation, the new generation has reached the pinnacle of no return.
That leads to the tradie who from basically the same era, needs a hand now but must not expect the young employee to know everything there is to know about the job. Many are guilty of forgetting that everyone has to start somewhere just as they did and that the new member of his team isn’t going to have a lot of previous experience.
Experience vs. Patience
Tradies also have to consider whether the position they need to fill requires an expert. Sometimes a good attitude will suffice, and the skills will naturally follow after that.
Communication sometimes comes as a ‘taken for granted’ block but the young need to communicate to understand. A better part of valour to bear in mind is they perhaps aren’t as skilled in communication as the tradie is and was in his day. It still boils down to the old saying; ‘How does one build experience if one isn’t given a chance?’ Be patient.
While all that is well and good, it still doesn’t explain why tradies experience a struggle to hire young employees. The remedy appears remains in clearly describing the job the tradie requires to be executed.
If you’re a tradie, do you use the following ingredients?
1. Clarity is the young employee’s best friend. Do you explain your requirements in simple terms? Do you leave the complexities out?
2. Feedback is important, particularly when the employee is new. Are you gentle while explaining your requirements with clear language and genuine support?
3. Everyone has rights. Do you let a new employee know his or her responsibility is knowing this can leave little room for error?
4. If you want the job done properly, do you provide training and guidance?
Tips and Methods
These few tips and methods are the recipe to turn perhaps around the shortage tradies have been and are experiencing when they require the services of a young employee.
The pros and cons spell that incentive is key. A tradie, a person, doing it physically, needs hands; many of them and there are vast benefits, aside from dollars to be made, when a young employee is physically fit. Imagine breathing fresh air, smelling the sunshine in the leaves of the trees under which you eat your home made sandwiches your mother made and lovingly packed for you. But it’s the work involved… there it is, the proverbial push to be physical when not a muscle in the body of the young ‘tech’ is feeling the inclination to move any more than dual thumbs across a small white phone screen.
Ah, what a waste and it is here the tradie does not benefit yet fails to appreciate the two-way street. The brickie, the landscaper, the tiler, the electrician; whoever it is, is screaming for a hand and is willing to pay the wage but is failing dismally to employ the young person out of school. Why?
They forget that one doesn’t require an entry-level qualification to be a receptionist or a labourer but if passions lie toward becoming an accountant, a manager or landing a position with IT staff then a tertiary degree may be on the cards.
In truth, during the years following the Millennium, fewer graduates in Australia have been employed, but there are other factors. Job location is a huge influence, and while many workers live outside cities in Queensland, Western Australia, Victoria and New South Wales, they’re unable to travel the extensive hours to be at a job where only 8 of those hours per day of their services are required. They don’t have the wherewithal to pay for accommodation away from home. Nor should they be expected to, especially when the family is concerned. The mining boom became a huge punctuation mark and remained as such until it dwindled before a full stop. Its skeletal remains, remain but unfortunately, ‘rapid money’ was to blame for the tradies struggle as mining accommodated families and money, in the short term was guaranteed.
The incentive is another huge avenue. But who is the employer who is out there to say, ‘I’ll give you a start’ when a person doesn’t have the skills? It’s a gamble. While the boat drifts on the tide, it may appear to be built for the older Australian who was taught to be financially independent, yet it becomes the path for the new comers. Laziness to a fair degree comes part and parcel with the generation that left the cradle in the last twenty years, but it is to be recognised that without an incentive to pursue a trade, the tradie is his worst enemy.
When the Australian Government is encouraging people to work longer as Australia’s population grows, the younger generation who knows that their forefathers who worked only until they turned 65, are now asking ‘Why do we need to work until we turn 70?’ There are a lot of questions to answer and much remains answerable particularly when a retired Australian politician is believed to take home an undisputed half million dollars annually until death.
Even the tradies have got to ask the question; “Where is the incentive for young employees?”