It’s not easy to take your first steps in a company when you’ve never seen your colleagues, except in Zoom meetings … Telework is disruptive the entry into active life of young people, who sometimes find themselves destitute without showing it. Sophie Cot Rascol, psychologist specializing in occupational health within the firm Empreinte Humaine, gives her advice.
An Opinion Way study conducted in December revealed that one in two employees is in psychological distress. Among young people, this figure reaches 70%. How to explain it?
Psychological distress refers to a set of manifestations that signal discomfort: sleep or eating disorders, heightened emotions, withdrawal into oneself, etc.
All employees are concerned, but those under 29 experience the effects of the epidemic crisis more brutally. A young person starting his career needs to build his professional identity. This goes through exchanges with office colleagues. Teleworking, which breaks social ties, prevents them from finding their place in a team. Many therefore feel isolated and confused.
Do they feel any form of pressure?
Yes, due to great uncertainty about their professional future. The crisis leads to a freeze on recruitments. In many areas, places are expensive. A young person who has just arrived in the company will do more than the others, in the hope of keeping his job. It can lead to overwork.
Many find that they are making less progress in teleworking. Why ?
In the office, you learn by watching. Remote work does not allow this, nor informal exchanges. The youngster in the trial period needs to progress, but at the same time he wants to prove that he is operational and does not dare to disturb. However, in telework, the slightest question can give the impression of disturbing. All of this slows down the learning phase.
What do you advise them?
They have to overcome their own barriers. Do not be afraid to go to their colleagues, share their doubts and questions. Not only is it not prohibited, it is generally appreciated. You have to group your questions and ask your manager when he is available for discussion.
Like other teleworkers, young people must also be careful to preserve themselves. We must limit the hours, avoid ruminating and focus on what we do to reduce stress.
What about managers?
Stay alert for weak signals. Any change in behavior can mean that the employee is in distress. For example, the fact of participating less in meetings or, conversely, wanting to show your presence at all costs.
For the specific case of young people, I recommend regular feedback. And to take news, ask his employee how he thinks to organize his day, for example.
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