Every September, schools welcome thousands of new starters, investing considerable time preparing them for new environments, relationships and expectations. So, as those same young people move from school, college or university into employment, what can employers learn from this approach?
The following article shares some insights and eight simple tips employers can take from schools, to help Gen Z’s make a positive start to working life.
Young people are ready to contribute … they really are!
There is plenty written about Gen Z being demanding, lacking resilience or simply not being “work ready”. Yet teachers encounter every day, bright, capable and enthusiastic young people who want to contribute and succeed. They bring creativity, digital skills, fresh perspectives and curiosity – and increasingly expect their wellbeing to be taken seriously.
However, being enthusiastic doesn’t mean they can’t also be nervous.
Think back to your very first job … new building, new people, new terminology and a whole collection of unwritten rules. What should I wear? When do people take lunch? Can I ask questions? What happens if I make a mistake?
For someone entering the workplace for the first time, those uncertainties can be significant, so their first experience and touch point in an organisation really matters.
Onboarding is also a wellbeing intervention
We often think about onboarding in practical terms: contract signed, laptop ready, training completed, introductions made. But onboarding is also a wellbeing intervention. Those first few days answer much bigger questions: Do I belong here? Does my manager have time for me? What happens if I don’t understand something?
These questions are even more relevant against a concerning backdrop for young people. Alan Milburn’s recent Young People and Work interim report (May 2026) – with the final report due imminently – has highlighted the scale of young people outside employment, education or training (NEET) and the growing relationship between ill health and disconnect from education and employment.
Employers cannot alone solve that challenge, but they can help make a young person’s transition into employment successful. There is a strong commercial case too. Recruiting people is expensive. Graduate, apprenticeship and early-career programmes require significant investment. Losing talented young employees because you underestimated the importance of their first few months makes little sense.
A recent study by the Social Marketing Foundation (Sept 2026) also found that the ‘nature of the first job – adequate support, routes to progression, confidence-building, good mentorship’ – made a noticeable difference to the employee’s later-life earnings, for both graduates and non-graduates.
So maybe it is time to look somewhere that has been managing major transitions for a very long time.
8 things schools get right with transition
Every year, secondary schools welcome new students facing many of the same challenges as new employees: unfamiliar surroundings, new people and different expectations. Schools know transition can be exciting AND daunting, so they plan for it.
So what can employers borrow?
1. Start before Day One. Schools use introductory days so students experience their new environment before they formally start. Employers could invite new starters in, introduce key people and remove some of those Day One ‘unknowns’.
2. Explain the culture, not just the policies. Schools talk about values, behaviours and expectations. Organisations have many similar touchpoints that should be explained alongside policies and mandatory training.
3. Show them around. Schools show students classrooms and key spaces. Don’t underestimate the value of a proper workplace tour.
4. Help them find their people. Schools actively help students build relationships and establish connections. Employers can do the same through buddies, employee networks and early-career communities- don’t leave belonging and inclusion to chance.
5. Answer the questions they’re afraid to ask. Schools provide practical information about what to bring, where to go and what to expect. A simple new-starter guide can answer questions about dress, lunch, working hours, sickness and what the first week might actually look like.
6. Be ready for them. Schools have timetables and resources waiting. A working laptop, system access and a manager who knows someone is arriving sends a simple message: “welcome, we’re pleased you’re here”.
7. Give them time to find their feet. Avoid overwhelming young employees – give them manageable, meaningful work and opportunities for early wins.
8. Make support obvious. Students know they can approach teachers, tutors or pastoral teams. Young employees should understand exactly where to go with a question or concern – whether that’s their manager, buddy, HR or their wellbeing team.
Perhaps the most important lesson is that schools don’t assume transition ends after Day One. They continue to notice and check-in on who is settling in, building relationships and gaining confidence – and who might need more support.
Employers and line managers can do the same. Alongside 30-, 60- and 90-day performance conversations they could ask: What has surprised you? What still feels unclear? What are you most proud of so far?
And line managers need to recognise that onboarding someone into their first workplace may require a different approach from onboarding an experienced hire. More explanation, feedback and reassurance isn’t lowering expectations; it is creating the conditions in which someone can meet them.
Are our workplaces ready for them?
So instead of questioning whether young people are “work ready”, employers should ask another question: Are our workplaces ready for them?
Great onboarding is planned, communicated, supported and given time. Those first few weeks don’t just teach someone how to do their job, they tell a young employee whether they belong, whether their contribution matters and whether there are people who want them to succeed.
And that’s a powerful way to begin a working life.
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