In the past, my stance was firm: parents were not to be involved in their child’s employment process; not even a little.
If a parent called to ask about paperwork, we’d politely decline to discuss it and remind them that doing their child’s “homework” wasn’t helping them grow.
If a parent called with a paycheck question, we’d insist on speaking only with the employee.
And if a parent showed up to sit in on an interview? That was almost an automatic red flag.
Here’s the reality: today’s workforce; the millennial and Gen Z workforce, is different.
Different doesn’t mean worse, or better. Just different. Their motivations, expectations, and independence levels have shifted dramatically, even compared to staff from just five years ago.
Many of today’s young employees are motivated by learning, growth, and purpose. They crave responsibility and want to feel challenged. But when those opportunities don’t come quickly enough, they lose interest, and often quit.
But here’s the good news: I’m looking at a generation that wants to learn more, do more, and contribute more. That’s something to be excited about.
If our young team members want to take on greater responsibility, and their parents want to see them succeed, why not bring parents into the process; not as managers, but as partners?
New staff often feel uncomfortable discussing pay, scheduling, or workplace issues directly with management. Instead of asking questions, they shut down; and sometimes quit.By educating parents, we give our young employees another trusted resource to turn to for guidance and encouragement.
There’s no downside to sharing how great our company is with local parents. When they understand what it takes to run our programs, they take pride in their child’s role, and become advocates for our brand.
When parents understand our expectations, they’re more likely to encourage commitment and professionalism. Instead of a last-minute “surprise trip,” they’ll help their child plan ahead, request time off properly, and stick with us; even when the schedule isn’t perfect.
By inviting parents into the conversation, I’ve found that everyone wins. Parents feel informed and supportive, while teens gain confidence navigating their first job. At the same time, our company benefits from having committed, educated team members and often attracts new clients who recognize the value of what we do.
Mom and Dad, your involvement shouldn’t end once your child gets the job. Teach them to think smart from Day 1, especially when it comes to handling their earnings and financial responsibility.
A great read on this topic: Summer jobs: Help your teen use their earnings wisely — USA Today
