If you’re bringing on new grads this summer, you know how much things are changing in branded merch and beyond. Between AI tools and shifting client expectations, reps are managing more than ever. That’s why onboarding can’t stop at product training and systems tutorials. Younger employees also need help learning how to communicate well and how to navigate the industry with confidence.

Alaina Love, an author, speaker and leadership expert, says new graduates entering the workforce need leaders who can help them develop an internal compass strong enough to handle uncertainty. In this issue of PromoPro Daily, we share her thoughts on what leaders can do now to help the up-and-coming generation of merch talent.

Don’t Miss A Thing: SUBSCRIBE To PPAI Newslink

Redesign onboarding around adaptability, not just orientation. Love says leaders shouldn’t limit onboarding to just role expectations and org charts. She suggests having conversations about how the business is changing and what forces are reshaping the industry.

Ask every new hire 3 purpose-and-passion questions. Ask these questions within the first 30 days:

  • What kind of work gives you energy?
  • What contribution do you want to make here?
  • What do you want to be better at one year from now?

Protect apprenticeship moments. Instead of just doling out entry-level tasks, consider what the task is teaching someone. For example, if you use AI to summarize data, you could have your new hire explain the assumptions and recommend a course of action.

Make leader judgment visible. Love says it’s important to give young people access to how experienced leaders think. After important decisions, she recommends taking 5 minutes to explain the tradeoffs, risks and values behind the decision.

Pair AI fluency with AI discernment. Do not simply encourage new hires to use AI, Love says. Instead, teach them how to challenge it. For example, ask them about the source and if there’s anything a human expert would question.

Give new hires an ambiguity assignment. Love advises assigning a small project where the answer isn’t obvious and the path isn’t necessarily clear. Then, coach your new hire how to frame the problem, get input, test assumptions and make a recommendation.

This summer, you can help your company’s newest team members by coaching critical thinking and providing mentorship opportunities. By taking time to really work with them, you can help them build confidence that enables them to handle changes and keep moving forward no matter how much things might change.

Compiled by Audrey Sellers
Source: Alaina Love is the CEO of Purpose Linked Consulting and a leadership and team development coach. She’s an author, global speaker and leadership expert.