The impact of the pandemic: COVID graduates struggling with teamwork

This article originally appeared in the June'23 magazine issue of Electronic Specifier Design – see ES's Magazine Archives for more featured publications.

Jackie Henry, UK Managing Partner for People & Purpose at Deloitte, commented: “This means that there is a greater need for employers to provide training on basic professional and working skills. That wasn’t necessary in prior years.”

This is exactly what Deloitte and PwC, two of the UK’s largest recruiters of graduate and apprentice students, are undertaking with their own businesses, directly addressing the long-term impact that pandemic lockdowns have had on individuals.

“It’s understandable that students who missed out on face-to-face activities during COVID may now be stronger in certain fields, such as working independently, and less confident in others,” says Ian Elliot, UK Chief People Officer at PwC. He went on to note how some individuals in this group were “less confident” in their abilities to present and talk at meetings, collaborate with work colleagues, and network effectively.

Beyond just the skills concerns, Henry noted that Deloitte is “seeing more candidates wanting to defer their professional exams, and people who are struggling with stress in a way we haven’t seen before.”

It can be argued that the implementation of the hybrid working approach has only worsened the problem, limiting opportunities for young workers to learn through observing more experienced colleagues.

Addressing the problem

PwC has made efforts to try and address these concerns, not just for the current affected generation, but to future-proof business models. The plan includes providing long-term employees with coaching so that they, in turn, can provide improved guidance to junior colleagues in regard to career development, wellbeing, and performance. This not only improves the working environment for junior staff but also opens the doors for employees to pursue formal career coaching qualifications.

Deloitte has formulated a new induction programme for graduates and apprentices entering the business to help plug the skills gap created by the pandemic. This programme includes training on building professional networks, teamwork, and presenting both online and in person.

Beyond the skills concerns, the wellbeing of new joiners is also a priority for these companies, with additional training programmes surrounding “mental resilience, overcoming adversity, and the importance of mindset,” says Henry. Given the uptick in work-related stress since the pandemic, such a programme is crucial in enabling a smooth transition from the student world to the working world.

The firm is also encouraging younger staff to integrate with colleagues, to learn through observation and collaboration with more experienced members of the company.

What this highlights

As we emerge from almost a two-year stint of being indoors and limited face-to-face interactions, many students who are now transitioning into the working world have found it profoundly harder than the generations before them. Limited job opportunities, disrupted career plans, delayed career progression, and the transition to a new method of digital work are all immediate concerns. Other problems such as mental health impacts and interpersonal skill gaps are also prominent.

Despite these challenges, graduates and apprentices have demonstrated resilience and adaptability. Many have been able to embrace online learning, upskill themselves, and move into remote work opportunities to enhance their skills and increase employability. The pandemic has worked to emphasise the importance of resilience, flexibility, and the ability to navigate uncertain circumstances for students entering the job market. It is now up to the employers to help with these challenges and the transition into this new world of work.