AskLB: What’s the number one thing managers can do in Week 1 to help a young hire succeed? • Brand stories

AskLB

AskLB brings local experts to the questions people actually have. This week: first jobs and workplace success.

Made Possible by

What’s the number one thing managers can do in Week 1 to help a young hire succeed?

KEY TAKEAWAY

Be crystal clear about expectations, and make it safe to ask questions.

Featuring Erin Earlywine, CEO, Merge Opportunities
This one’s about: First jobs • Management • Expectations • Retention
Why you should care: Week 1 often determines whether a first job becomes a stepping stone or a short stop.

ERIN’S ANSWER

Week 1 sets the tone for everything. The most powerful thing a manager can do early is make expectations explicit and make it safe to ask questions.

Make “success” and norms explicit

A lot of young employees, especially in their first job,

have anxiety under the surface. They want to do well, but they’re afraid of messing up or asking the “wrong” question. If a manager says, “Here’s what success looks like in your first week, here’s what you’ll be learning, and questions are welcome here,” it removes fear and replaces it with trust.

Be clear about the basics and don’t assume anything. Spell out start times, what “on time” means in your workplace, and how people communicate day-to-day.

Is it text, email, video chat (Zoom, Microsoft Teams), in person?

What does “done” actually look like?

How will feedback be given, and who do you go to when something goes wrong?

What feels obvious to a manager isn’t always obvious to someone on their first professional job.

RESEARCH SNAPSHOT

“Questions welcome” improves learning

Research on psychological safety (the sense that it’s safe to speak up) finds it’s linked to more learning behaviors on teams, like asking questions, seeking feedback, and admitting uncertainty. In Week 1, a manager’s clearest win is making it explicit that questions are expected here.

Check in early (beyond tasks)

I also encourage managers to check in early, not just about tasks, but about understanding. Ask: “Are you clear on that? What’s still confusing?” Remind them they’re in a learning phase and they do not need to know everything yet.

At Merge, we work with employers who are investing in young adults for the long term, so retention matters. This isn’t about lowering standards. It’s about clarity and patience up front. Young adults are absolutely capable of rising to the occasion, but the first week or two is where you build the foundation.

GOT A LEAD?

Merge’s JobRaiser campaign invites employers and community members to open doors through jobs, introductions, and leads.

KEEP GOING

→ What should a young adult focus on in the first 30 days to make a strong impression at a new job?

→ What are the “unspoken rules” at work that trip up young people the most?

MADE POSSIBLE BY

How Merge helps a first job “stick”

Merge prepares young adults for work before placement, then stays alongside both the employee and the employer after they’re hired—so early issues don’t become dealbreakers. The goal is a strong match, clear expectations, and long-term growth.

GOT A LEAD?

Merge’s JobRaiser campaign invites employers and community members to open doors through jobs, introductions, and leads.

WORK WITH US

Interested in sponsoring an AskLB edition?
Reach out to explore a partnership.

AskLB editions are sponsorship-supported and produced separately from the Long Beach Post newsroom. Produced by Angle Content & Strategy, the Post’s strategic branded content partner.

Made Possible is a trademark of Angle Content & Strategy.

Link

ASKLB EXPERT

Erin Earlywine

CEO, Merge Opportunities