Years ago, I managed a student named Alex. In his initial interview, he seemed rough around the edges. But with a tight deadline for a training course, we took a chance on him.
I assigned the team a tough challenge: memorize a key section of our training manual in just 12 hours. I've given this task to hundreds, and only two have succeeded. Alex was one.
We hired him for sales, overlooking his long hair and tattoos. With coaching on presentation skills, he thrived despite his challenging background. In his first 10 days, he generated $6,000 in sales—an outstanding feat. He soon advanced to assistant director. Alex taught me not to judge a book by its cover.
With 19 years managing students and entry-level hires, I'm continually learning from them. I expected to teach them about the world, but they've shown me how to be a better manager, worker, and person. They can do the same for you.
Related: Everything you need to know to become a great leader
Here are three lessons from managing entry-level employees you can apply daily:
1. Care about people's stories.
Years back, we hired a former footballer—confident, sharp, and polished. He aced training, so I assumed he had it all figured out. When he struggled, I pushed harder instead of probing deeper.
I ended up driving him away. Without understanding his background, I missed that he'd never failed before and didn't know how to seek help. His tearful exit taught me to listen more and talk less. Everyone has a story.
As a manager, build hiring processes that reveal candidates' depths. In all relationships—with bosses, colleagues, vendors, peers, or friends—ask: "What challenges have you faced? What's your worldview? What are your goals, and what do you need to achieve them?" These questions foster deeper connections, loyalty, and trust.
2. Embrace eagerness to learn, and you're prepared for anything.
Trust alone isn't enough; a hunger for learning propels entry-level talent forward. Interviewing young pros, I ask, "Why should I hire you?" One response stood out: "I may not shine on paper, but you'll never have to tell me the same thing twice."
She was a quick study, always eager for more—and she reignited my own passion for growth. (I've since borrowed that line.) Lifelong learning is your edge: it keeps you industry-savvy, adaptable to challenges, and excited for innovation.
Cultivate it: Subscribe to leadership newsletters, maintain a "to-read" list over mindless scrolling, or try a new hobby sparking curiosity. Genuine interest drives real growth.
3. Vulnerability plus transparency builds unbreakable trust.
One team member shares casual updates—"just so you know"—building my empathy. She showed me transparency's power.
Together with vulnerability, it's transformative. My young hires leading projects admit when it's new and uncomfortable, unlike the "fake it till you make it" approach. Their openness draws audiences in, sparking real dialogue and progress.
Adopt this: Share your thought processes, decisions, and life updates with bosses, peers—even family. At your next meeting, reveal a bit of your inner world. It strengthens bonds, boosts trust, and enhances your personal brand.
These lessons from entry-level employees have shaped me profoundly. Keep an open mind next time you interact with them—you'll unlock your own growth.
