Young people who are quiet in the workplace are often misunderstood.

Managers may assume they lack initiative, confidence, communication skills, or interest in the role. But in many cases, quietness is actually a sign of overwhelm, anxiety, uncertainty, or fear of getting something wrong.

In this episode of Not Work Ready, I unpack why young staff sometimes go quiet at work, what workplaces often misunderstand about this behaviour, and how clearer support structures can help young people settle, speak up, and build confidence over time.

I also introduce some basic trauma-informed approaches workplaces can use to reduce unnecessary anxiety and confusion for young staff. This includes simple but powerful things like creating predictability, explaining expectations clearly, introducing staff properly to the team, pairing them with supportive colleagues, and helping them understand what to expect throughout the day.

The episode finishes by exploring how mentoring can create a safe relationship within the workplace — helping young people ask questions earlier, process feedback more confidently, and feel supported before issues escalate into disengagement or resignation.

In this episode:

Why quietness is often misunderstood in workplaces

The link between silence, overwhelm, and anxiety

Why many young staff avoid asking questions

What workplaces unintentionally do that increases stress

Simple trauma-informed practices that reduce uncertainty

The importance of clarity, predictability, and connection

How mentoring helps young staff feel safer and more confident

Why support often needs to come before initiative

Related article

Read the companion article here:

Quiet Young staff arent always doing finehttps://open.substack.com/pub/confidenceinmentoring/p/quiet-young-staff-arent-always-doing?r=6ca2x8&utm_campaign=post-expanded-share&utm_medium=web

Connect

Website:https://confidenceinmentoring.com.au

LinkedIn:https://www.linkedin.com

Episode 1: When Mental Health Starts Affecting WorkMental health issues don’t always show up at work as “mental health issues.”

They often show up as lateness, withdrawal, poor communication, low confidence, emotional reactions, repeated mistakes, avoidance, conflict, or someone slowly disengaging from the workplace.

In this first episode of Not Work Ready, I talk about what happens when mental health starts affecting staff performance, why this creates real pressure for managers, and how mentoring programs can create an early layer of support before issues escalate.

I also share part of my own story, how mentoring changed the trajectory of my life during a difficult period with my own mental health and why that experience shaped the work I now do through Confidence in Mentoring.

This episode explores why mentoring is not therapy, HR, or performance management, but a practical support structure that can help staff feel seen, supported, and more confident before things reach crisis point.

Read the related article here:When Mental Health Starts Affecting Staff Performance, It’s Already Too Late

Learn more about Confidence in Mentoring:confidenceinmentoring.com.au

Connect with me on LinkedIn:https://www.linkedin.com/company/confidenceinmentoring