When I started working in healthcare, I heard a phrase that piqued my curiosity- “we eat our young.” After enquiring what this meant, I learned it was critical and abusive to junior staff as it would build their ‘resilience.’ Thankfully, this culture has significantly shifted. However, the mental health of trainees, students, interns, and newly qualified is more adversely affected than other work groups across many industries.

For example, in midwifery, for every 40 midwives who qualify, within two years, only one midwife will still be in post¹. Younger midwives experience higher levels of stress, anxiety, and depression², with those who self-identified as having a disability being more adversely affected. LawCare, the legal, mental health charity, reported from their Life in Law research study that younger (26 – 35-year-olds) individuals working in law displayed the highest levels of burnout. Female legal professionals, those from diverse ethnic communities, and those with a disability also scored higher than average for burnout and lower for psychological safety at work. In other fast-paced sectors such as tech, more than 90% of workers report having been diagnosed with a mental health disorder, according to the 2021 OSMI Mental Health in Tech Survey.

Many of us have had positive experiences when starting a new profession or industry when an individual or team created a welcoming environment. It might have been as fundamental as showing them where the toilets and kitchen are to being paired with a ‘buddy.’ Being an intern or trainee on placement can feel daunting and overwhelming, and small acts of kindness can help ease this transition for someone. There inevitably will be power dynamics at play in organisations.   Trainees, students, interns, and newly qualified might perceive those with more knowledge and experience to hold more power than they do, making them feel less willing to share their opinions and ideas. Awareness of the power dynamics and implementing ways to balance this can positively contribute to productivity and morale. Some ways to achieve this from the outset are to:

1. Create a culture of collaboration: all team members contribute to the organization’s shared goal or vision
2. Boundaries: setting clear boundaries and expectations helps everyone understand who they should report to and their role
3. Address power dynamics: use opportunities, like in team meetings, to be clear about how people should speak and respond to one another, which should tie in with the company values

When creating the content in MindYourself app specifically dedicated to trainees, students, interns, and newly qualified staff, we asked a range of them what might support them better in the workplace. Many did not feel skilled at managing relationships with more senior colleagues or knew how to be assertive when sharing an opinion. In many of our Workplace Psychological Health and Safety programmes, we often create content targeted at these people, who are upskilled and supported through workshops and group coaching. Learning skills, like being assertive and negotiating workplace relationships, helped them feel more confident in their ability to perform their role.

Having these skills and confidence at the beginning of their careers undoubtedly helps them to navigate a career where they thrive, not just survive. There are many different ways that organisations can support their trainees, students, interns, and newly qualified employees. Below are some suggestions:

1. Onboarding: before commencing work, it is important to understand an individual’s needs. Also, any areas where they might feel less confident, so they can be supported to develop. Have scheduled check-ins to discuss their progress and whether their needs have changed.
2. Support: ensure they know where to access additional support if required. Also, have an allocated individual they can go to should they have anything they want to discuss.
3. Mentorship: support them to have time with senior colleagues for guidance and mentoring to guide their development.
4. Protected time: where they can study, network, and reflect. It could be every fortnight or monthly.
5. Action learning: is an approach to finding solutions to real-life challenges through structured peer support.
6. Self-care: most people started are eager to please and so are potentially more vulnerable to taking on higher workloads. Modelling the importance of self-care and encouraging them to say “no” can help them stay healthier in their role and avoid burnout.

Transitioning to the workplace can feel a mixture of excitement and nervousness for many. As an organisation, you have an opportunity to ensure it is an experience where the person feels nurtured and builds their confidence and skills to thrive. Investing in trainees, students, interns, and newly qualified staff can make their experience more inclusive and welcoming. It can reinforce that your organisation is a positive place to work and contribute to the next generation of workers.

www.healthyyoultd.co.uk

References

1. The Royal College of Midwives (RCM), Evidence to the NHS Pay Review Body (2017), [Online], Available: https://www.rcm.org.uk/media/1911/rcm-evidence-nhs-pay-review-2017.pdf
2. Hunter, B., Fenwick, J., Sidebotham, M., and Henley, J. (2019). Midwives in the United Kingdom: Levels of burnout, depression, anxiety and stress and associated predictors. Midwifery