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self-esteem by telling them what they are doing well,” advises Lenty.

6. Communicate. A teen may be reluctant to ask questions or clarify instructions. Build a positive working relationship by communicating clearly. Don’t talk down to teens or treat them as children.

7. Cross-train. Teens will likely have other commitments, such as school, which will affect their availability. To prepare for a high absenteeism rate, train all employees in every task in your operation. Cross-training helps build teamwork, a sense of responsibility and loyalty, and reduces friction.

MEDIA BAKERY

Teens at work

8. Vary tasks and motivate by adding more responsibilities or conferring a title. You may be surprised by your teen employees’ performance when you entrust them with more responsibility. For example, a teenager who aspires to be a Web designer can help with your website or social media. Teens like to deal with customers and can become good salespeople. Teen salespeople bring in friends and increase business.

9. Take time to coach. The teen worker sometimes acts like a child but wants to be treated as an adult. You are more than an employer—you’re also a teacher. “The biggest challenge in managing teens is getting them to understand that the customer comes first,” observes Lenty.

10. Cheer them on. Working with teenagers can be a mutually beneficial experience—a manager with a positive attitude will gain the respect and cooperation needed from teen workers and gain valuable team players. C

Ten tips for managing teen employees
By Pamela Kleibrink Thompson

CHANCES ARE ONE in five that the next employee you hire will be the workplace enigma known as a teenager. These 10 simple guidelines will help you, and other small-business owners, get the most out of your teen employees.

1. Scout talent. Recruit from your frequent customers. Costco customer Josh Lenty, co-owner of Nampa RollerDrome Skating Rink in Nampa, Idaho, notes, “Most kids who come here envision working for us. We pick teenagers that we think will be great employees based on their attitude.” Ask for referrals from high school faculty, coaches, current customers and current employees.

2. Utilize social media. Use Facebook and other sites to check out an applicant’s profile. You can learn about an employee’s attitudes from what he or she posts on his or her timeline and can determine whether the teen you are considering is a serious person or a rowdy partyer.

3. Set clear expectations and consistent, attainable goals. Define all aspects of the job, including punctuality, scheduling and how to work with customers. Make sure the teens also know what you don’t want them to do on the job, such as texting, talking on the phone and chatting with friends who stop by. Make expectations, requirements and milestones clear, and be consistent with rewards or consequences.

4. Supervise closely. Teens resist routine tasks and often have short attention spans. Reinforce directives, follow up on assignments and repeat instructions frequently. “Teens are distracted easily by cell-phones, computers, etc.,” says Nampa RollerDrome’s Lenty. “We have checklists and an employee manual that states exactly what is expected of them.”