Not Work Ready

Jono Van der Ploeg
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If your young staff aren’t working out, this podcast helps you figure out whether it’s them… or your workplace, and what you should do about it. confidenceinmentoring.substack.com

Tập

  1. 1 ngày trước

    Why Young Staff Leave in the First 90 Days

    Why Young Staff Leave in the first 90 days When young staff leave after a couple of months, it’s easy for businesses to feel frustrated. They’ve spent time advertising, interviewing, onboarding, training and answering questions, only for the young person to resign, disengage or disappear before they’ve properly settled. But what if the first 90 days aren’t just a probation period for the young person? What if they’re also the period where the young person is deciding whether the workplace is clear enough, safe enough and worth staying in? In this episode of Not Work Ready, I explore why the first 90 days matter so much for young staff, and why onboarding needs to be more than paperwork, policies and a quick tour. We unpack why young staff are learning the workplace, not just the job, and how confusion, hesitation or silence can easily be misread as poor motivation. I also discuss why belonging often comes before performance, and what managers can do to help young staff feel clear, connected and confident enough to contribute. In this episode Why young staff often leave before they settle Why probation works both ways How onboarding can become too administrative Why young staff are learning the workplace, not just the job How hidden workplace rules create confusion for new staff Why managers can mistake lack of clarity for lack of motivation Why belonging comes before performance What managers often misread in young staff Practical ways to support young staff in the first 90 days How clarity, connection, safe correction and future focus help young staff stay Key takeaway Young staff are more likely to stay when they feel clear, connected and confident enough to contribute. The first 90 days shouldn’t just be treated as a test of whether a young person is good enough for the workplace. They’re also a test of whether the workplace has created the conditions for that young person to settle, grow and succeed. Good onboarding isn’t just about helping young staff start. It’s about helping them stay. Keep the conversation going Read more articles on mentoring, young staff and workplace culture on Substack: Confidence in Mentoring https://confidenceinmentoring.substack.com Visit: Website: https://confidenceinmentoring.com LinkedIn: https://www.linkedin.com/in/jonathonvanderploeg/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit confidenceinmentoring.substack.com

    16 phút

  2. 6 ngày trước

    Stop Blaming Staff. Start Fixing Systems.

    Stop Blaming Staff. Start Fixing Systems. When staff leave, performance drops, or workplace culture starts to suffer, organisations often look for someone to blame. Is it the young staff? The supervisor? HR? But what if we're asking the wrong question? In this episode of Not Work Ready, I explore why many workplace challenges aren't actually people problems—they're systems problems. We unpack what workplace systems really are, how they shape staff confidence and workplace culture, and why one of the most important roles of a manager is removing the barriers that stop people from doing their best work. Drawing on examples from my own experience, I discuss why clear processes, consistent communication, accountability and predictable workplace practices matter so much, particularly for young staff entering the workforce. In this episode Why organisations often blame people instead of fixing systems What workplace systems actually are How poor systems create confusion, frustration and disengagement Why good managers remove barriers instead of simply managing people Practical ways managers can improve systems within their own teams How trauma-informed principles create better workplaces through predictability, consistency and connection Why workplace culture is often the result of the systems behind it Key takeaway Good people can struggle inside poor systems. The role of a manager isn't simply to get people working harder—it's to create an environment where people know what's expected, feel supported, and have the systems they need to succeed. Sometimes improving one system can have a greater impact than hiring another person. Keep the conversation going Read more articles on mentoring, young staff and workplace culture on Substack: Confidence in Mentoringhttps://confidenceinmentoring.substack.com Visit: Website:https://confidenceinmentoring.com LinkedIn:https://www.linkedin.com/in/jonathonvanderploeg/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit confidenceinmentoring.substack.com

    20 phút

  3. 17 thg 6

    Why Mentoring Programs Quietly Die

    Most workplace mentoring programs don't fail dramatically. They don't end with a formal announcement or a decision to shut them down. More often, they slowly fade away. Meetings get postponed, mentors become too busy, mentees stop engaging, and eventually the program becomes something everyone quietly stops talking about. In this episode of Not Work Ready, I explore the five common reasons mentoring programs fail after launch and what organisations can do differently to build mentoring programs that actually survive busy workplaces. We look at the importance of having a clear purpose, separating mentoring from performance management, selecting the right mentors, providing training and support, and measuring the outcomes that matter. I also discuss why mentoring is much more intentional than many workplaces realise, and why good mentoring programs require more than goodwill and good intentions to succeed. In this episode: Why mentoring programs rarely fail overnight The most common mistakes organisations make when launching mentoring Why mentoring needs a clear business objective The difference between mentoring and performance management How poor mentor selection can undermine a program Why mentor training matters The importance of measuring outcomes and participation What organisations that sustain mentoring programs usually do differently Key takeaway Mentoring programs don't fail because people don't care. They fail when organisations treat mentoring as an informal activity rather than a supported system. Successful mentoring programs require clarity, structure, training, support, and ongoing attention if they are going to create meaningful outcomes for staff and organisations. Free ResourcesMentoring Program Business Case https://confidenceinmentoring.com.au/#landing Read the companion articles: Why Many Workplace Mentoring Programs Fail Before They Even Beginhttps://confidenceinmentoring.substack.com/p/most-workplaces-think-they-understand Connect Website:https://confidenceinmentoring.com.au LinkedIn:https://www.linkedin.com/in/jonathonvanderploeg/ Substack:https://confidenceinmentoring.substack.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit confidenceinmentoring.substack.com

    18 phút

  4. 2 thg 6

    The Secret to Keeping Young Staff

    A lot of workplaces are asking the same question right now: “How do we keep young staff?” In this episode of Not Work Ready, I explore why many young people don’t actually leave because work is hard — they leave because the environment around the work feels difficult to settle into. I unpack the social and emotional side of employment that workplaces often underestimate, including the importance of belonging, clarity, fairness, and psychological safety for young staff entering the workforce. Throughout the episode, I share reflections and stories from my experience working alongside young people in workplaces, mentoring programs, and youth services, and why I believe mentoring can play such an important role in helping young staff settle, grow in confidence, and stay connected to work. In this episode: Why young people experience workplaces differently The importance of social belonging at work How uncertainty and lack of clarity quietly increase stress The role fairness plays in trust and retention Why young staff often leave emotionally before they leave physically How mentoring helps young people settle into workplaces What workplaces that retain young staff usually understand Key takeaway Young staff are not just looking for jobs. They are looking for workplaces where they feel connected, clear about what’s expected, and treated fairly. When workplaces create environments that feel socially safe, predictable, and supportive, young people are far more likely to relax, contribute, and stay. Connect Website:https://confidenceinmentoring.com.au LinkedIn:https://www.linkedin.com/in/jonathonvanderploeg/ Substack:https://confidenceinmentoring.substack.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit confidenceinmentoring.substack.com

    22 phút

  5. 19 thg 5

    Silence, Anxiety, and Young Staff

    Young people who are quiet in the workplace are often misunderstood. Managers may assume they lack initiative, confidence, communication skills, or interest in the role. But in many cases, quietness is actually a sign of overwhelm, anxiety, uncertainty, or fear of getting something wrong. In this episode of Not Work Ready, I unpack why young staff sometimes go quiet at work, what workplaces often misunderstand about this behaviour, and how clearer support structures can help young people settle, speak up, and build confidence over time. I also introduce some basic trauma-informed approaches workplaces can use to reduce unnecessary anxiety and confusion for young staff. This includes simple but powerful things like creating predictability, explaining expectations clearly, introducing staff properly to the team, pairing them with supportive colleagues, and helping them understand what to expect throughout the day. The episode finishes by exploring how mentoring can create a safe relationship within the workplace — helping young people ask questions earlier, process feedback more confidently, and feel supported before issues escalate into disengagement or resignation. In this episode: Why quietness is often misunderstood in workplaces The link between silence, overwhelm, and anxiety Why many young staff avoid asking questions What workplaces unintentionally do that increases stress Simple trauma-informed practices that reduce uncertainty The importance of clarity, predictability, and connection How mentoring helps young staff feel safer and more confident Why support often needs to come before initiative Related article Read the companion article here: Quiet Young staff arent always doing finehttps://open.substack.com/pub/confidenceinmentoring/p/quiet-young-staff-arent-always-doing?r=6ca2x8&utm_campaign=post-expanded-share&utm_medium=web Connect Website:https://confidenceinmentoring.com.au LinkedIn:https://www.linkedin.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit confidenceinmentoring.substack.com

    17 phút
  6. Episode 1: When Mental Health Starts Affecting Work

    4 thg 5

    Episode 1: When Mental Health Starts Affecting Work

    Episode 1: When Mental Health Starts Affecting WorkMental health issues don’t always show up at work as “mental health issues.” They often show up as lateness, withdrawal, poor communication, low confidence, emotional reactions, repeated mistakes, avoidance, conflict, or someone slowly disengaging from the workplace. In this first episode of Not Work Ready, I talk about what happens when mental health starts affecting staff performance, why this creates real pressure for managers, and how mentoring programs can create an early layer of support before issues escalate. I also share part of my own story, how mentoring changed the trajectory of my life during a difficult period with my own mental health and why that experience shaped the work I now do through Confidence in Mentoring. This episode explores why mentoring is not therapy, HR, or performance management, but a practical support structure that can help staff feel seen, supported, and more confident before things reach crisis point. Read the related article here:When Mental Health Starts Affecting Staff Performance, It’s Already Too Late Learn more about Confidence in Mentoring:confidenceinmentoring.com.au Connect with me on LinkedIn:https://www.linkedin.com/company/confidenceinmentoring This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit confidenceinmentoring.substack.com

    20 phút
  • 6 tập

Giới Thiệu

If your young staff aren’t working out, this podcast helps you figure out whether it’s them… or your workplace, and what you should do about it. confidenceinmentoring.substack.com

Thông Tin

  • Nhà sáng tạo
    Jono Van der Ploeg
  • Năm hoạt động
    2 N
  • Tập
    6
  • Xếp hạng
    Sạch
  • Bản quyền
    © J Van der Ploeg
  • Trang web chương trình
    Not Work Ready