Leaving school and entering the workforce can feel intimidating – especially when it comes to communication. Many young people (particularly those with disabilities or neurodivergent conditions) worry that asking a question will make them look “dumb” or that speaking up will backfire. In reality, workplace communication skills are something every new worker has to learn, not something you’re just born with. Communication is a skill, not a fixed personality trait. That means you don’t have to be an extrovert or “people person” to communicate well – you simply need the right tools and practice.

Next Gen Youth Employment understands these challenges and is here to help. In our School Leaver Employment Supports (SLES) program, we work with young people of all abilities to turn communication into a skill you can build, not a trait you either have or don’t. This toolkit will cover practical tips on how to ask for help early, clarify instructions, handle feedback, and speak up when something is confusing or unfair. We’ll also include example scripts (including neurodivergent-friendly phrasing) like “Can you show me once, then I’ll try?”, “Just checking I’ve got this right…”, and “Do you prefer I message or ask in person?” – handy templates you can adapt to your own style. Along the way, we’ll highlight how Next Gen Youth Employment can support you through coaching, role-plays and real workplace debriefs, making sure you feel safe and confident using these communication skills on the job.

Whether you’re a school leaver with disability starting your first job or just looking to boost your communication in any entry-level role, this guide will give you the strategies you need. Remember, communication is a skill you can practise and master, and with the right support (and a bit of courage), you will find your voice at work. Let’s dive in!

Asking for Help at Work – Early and Without Fear

One of the first hurdles in a new job is asking for help when you need it. As a young person, you might worry that asking questions will make you seem incapable or poorly prepared. You’re not alone – lots of us have that little voice saying “Don’t ask or you’ll look stupid.” But here’s the truth: good employees ask questions when they’re unsure. In fact, not asking for help and proceeding in confusion often leads to bigger mistakes, which is far worse than looking a bit green. As one professional insightfully put it, those “dumb” questions we hesitate to ask often expose blind spots that everyone else missed. In one case, a new hire’s simple question revealed a gap in the company’s process that was causing confusion for many – by speaking up, they actually added value and were praised for “strategic thinking”. The lesson: that “obvious” question you’re afraid to ask could save the day for everyone. Next time you hesitate, ask it anyway – your curiosity might be your secret strength.

Now, how do you ask for help in a professional, proactive way? Here are some tips and a simple script:

Try a Little First (Within Reason): Managers appreciate when you’ve made an effort to solve a problem yourself, but they absolutely want you to come forward before you waste hours going in circles. Don’t torture yourself thinking you have to figure out everything solo. If you’ve tried a couple of basic approaches and still feel lost, that’s your cue to ask. (One rule of thumb: if you’ve “given it three tries” and it’s still not clicking, speak up.) Prolonged silent struggle isn’t productive – as one manager noted, if they see you beating yourself up over a task, they’re likely thinking, “Why didn’t you come to me sooner?”. In other words, your boss would rather you ask for guidance than quietly miss the mark while trying to save face.

Pick the Right Moment and Medium: If possible, ask for help at a time when your supervisor or co-worker isn’t rushing to a deadline. A quick “Is now a good time to ask a question?” shows you respect their time. If they’re busy, you could send a polite message or email like, “I have a couple of questions about [Task]. Can we chat for 5 minutes today?” Also, consider the best method – some people prefer a face-to-face ask, others might respond faster on your office messaging app. It’s perfectly fine to clarify: “Do you prefer I message, email, or ask in person when I need help?” This not only gets you help sooner but also shows your awareness of workplace etiquette.

Be Specific About What You Need: Vague pleas like “I don’t get it, help me” are less effective than targeted questions. Briefly explain what you have tried or understood so far, then pinpoint what you’re stuck on. For example: “I’ve drafted the report up to section 3, but I’m unsure how to analyze the data in section 4. Could you show me an example or guide me on what approach to take for that part?” This approach demonstrates that you’re not just handing the problem off – you’re actively working on it and seeking a particular piece of guidance. It also helps the other person help you more efficiently.

Use a Positive, Eager Tone: You might say something like, “I want to make sure I’m doing this correctly – could I get your help on [specific area]?” or “Can you show me once, then I’ll try?” said with a can-do attitude. A phrasing like “I really want to get this right. Would you mind walking me through it once?” turns the ask into a desire to do good work (which it is!). Colleagues are more receptive when they see you’re keen to learn. Remember, asking for help early actually makes you look more responsible, not less. It shows you care about doing the job well.

Example Script – Asking for Help:
“Hey [Name], I’ve been working on [task]. I did [briefly explain what you tried or understood]. I’m a bit stuck on [specific part]. Could you please help me out or show me how you’d do it? I want to make sure I get it right. If you show me once, I’ll be set to try it on my own.”

(Notice how this script gives context, asks politely, and promises that you will take it from there. It’s not dumping the work on them – it’s requesting a quick boost so you can proceed correctly.)

At Next Gen Youth Employment, we emphasize to our participants that asking questions early is far better than staying silent. In our SLES workshops, Youth Coaches even simulate scenarios where you practice asking for help – so you can get comfortable phrasing the question and see that supervisors welcome clarifications. In fact, learning how to ask for help when needed is considered a key workplace skill in training programs like SLES. We role-play situations such as a first-day on the job where you don’t know how to use a piece of equipment – your coach might play the boss and you practise saying, “I haven’t used this before. Could you show me once and then I can handle it?” By practising in a safe setting, you’ll build the confidence to ask questions on the real job without fear. Remember: every professional, even your boss, had to learn this stuff too. Good workplaces know that no question is “dumb” if it helps you do your job better.

“Just Checking I’ve Got This Right…” – Clarifying Instructions and Tasks

Have you ever been given instructions at work that left you scratching your head? Maybe your manager rattled off a list of tasks at lightning speed, or assumed you understood the shorthand of a process you’ve never heard of. It happens to everyone! Rather than walking away confused (or guessing and possibly getting it wrong), it’s important to clarify instructions. Clarifying shows that you’re engaged and want to do the task correctly – no reasonable person will fault you for double-checking understanding. In fact, the best professionals clarify early and respectfully when instructions are unclear. As one career tip puts it: Rather than saying “I don’t understand,” try framing it as “I want to make sure I’m approaching this correctly. Can you walk me through what success looks like?”. This shifts the tone from feeling lost to aiming for the best outcome, which makes you look collaborative and responsible.

Why Clarify? Because unclear instructions can derail even the most capable employees. If you assume you understood but you actually missed a detail, you could waste time or effort on the wrong thing. A quick clarification can save everyone a headache later. Also, sometimes instructions are given in a rush or in complex terms. Especially if you’re neurodivergent (for example, autistic) and prefer direct, literal communication, clarifying is your friend – it can help bridge differences in communication styles. Asking the so-called “obvious” questions now means you won’t have to admit a bigger misunderstanding later. Even seasoned workers do this; it’s a hallmark of thorough communication.

How to Clarify Instructions Effectively:

Repeat Back or Summarise: One of the simplest and most effective techniques is to repeat back what you heard in your own words. For example, “Just to confirm, you’d like me to update the inventory spreadsheet by Friday and then email it to the team, is that right?” This gives the person a chance to correct any part you misunderstood or to affirm that you’ve got it. It might feel a bit formal at first, but trust us – managers appreciate that you took the time to ensure you’re on the right track. According to one professional communication guide, “It’s always a good idea to clarify instructions by repeating back what you heard. This gives the speaker an opportunity to correct your understanding or confirm it… By clarifying instructions, you can avoid misunderstandings.”. In practice, that could sound like: “Okay, just checking I’ve got this right: first I do A, then B, and finally C, correct?” A quick summary like that can surface any miscommunication immediately.

Ask Follow-Up Questions: If a part of the instruction is still unclear, ask a specific question about it. Instead of saying “I’m confused,” try a more focused query: “What did you mean by [specific term]?”, “Should I prioritise X task before Y?”, or “Do you have an example of how you’d like this done?”. For instance, “I want to make sure I understand – when you say to prepare a ‘report’, do you have a preferred format or template I should use?” This shows you’re thinking about the details and want to meet expectations. Another example: “You mentioned contacting clients — would you prefer I call them directly or draft an email for you to review?” By framing questions around outcomes and expectations, you turn confusion into a collaborative discussion. It sounds like “I want to ensure I do this right” rather than “I have no idea what you mean!”.

Use Polite “Interrupters” if needed: Sometimes you need to clarify during a long instruction spiel. It’s okay to politely interject with something like, “Sorry, just a moment – I want to make sure I catch this. Did you say the deadline is next Wednesday or this Wednesday?” Phrases like “Sorry, just to confirm…” or “Hold on one sec – I’m writing this down, and I want to be sure I got it right…” are polite ways to pause and clarify. The idea is to catch any confusion mid-stream rather than nodding and ending up puzzled. Most people will appreciate that you’re actively listening. In fact, interrupting briefly and politely to clarify shows more engagement than silently nodding while lost. Just remember to keep a respectful tone and not overdo the interruptions. One or two clarifying interjections are fine; if you have many, it might be better to wait until they finish and then go through your questions.

Clarify Preferred Communication Channels: This is a meta-communication tip. Early on, clarify with your team how they prefer to communicate on tasks. As noted earlier, asking “Do you prefer I message or ask in person when I have a question?” is a great way to understand the office culture. Some managers may say, “Just ask me anytime in person,” others might say, “Send me a Teams/Slack message and I’ll respond when free.” Knowing this helps you approach them the right way when you do need clarity. It also subtly signals that you will be asking questions when needed (which is good!). Similarly, find out if they prefer you to send updates by email or if a quick check-in meeting is better for clarifying complex tasks. Every workplace is a bit different, so asking about communication preferences sets a foundation for smooth interactions.

Example Script – Clarifying an Instruction:
“Just checking I’ve got this right: you’d like the social media report done by Tuesday, including analytics for both Facebook and Instagram, and then you want me to present those findings in the team meeting on Wednesday. Is that correct?”

By laying out your understanding, you make it easy for your supervisor to say “Yes, that’s right” or “Actually, add LinkedIn analytics too.” You lose nothing by asking; you gain accuracy and peace of mind. In fact, one LinkedIn career coach shared that he often asks what might feel like ‘dumb’ questions and finds that even if he was 90% sure, that last 10% clarification can change everything. It’s far better to verify now than redo work later.

At Next Gen Youth Employment, we train our participants in these exact tactics. Youth Coaches will practice clarification strategies with you until it feels natural. For example, during a role-play, a coach playing your “boss” might give you a set of verbal instructions. We encourage you to repeat back the key points – it might feel a little awkward at first, but you’ll see how useful it is. We also explore different wording based on your communication style. If you’re someone who is more direct (which can be common in autistic communication), you might prefer to say frankly, “I don’t understand this part – could you show me what you mean?” whereas someone else might soften it with, “I just want to make sure I’m clear on this, could you clarify X?” There’s no one right style – the key is finding a way that feels comfortable for you and still gets the information you need. In SLES, our coaches often share quick templates like “Just to make sure I’m on the right track, you want me to do ___, then ___, correct?” and have you tailor them to your own words. By the time you’re in a real job setting, you’ll have the confidence to speak up and clarify anything that’s puzzling – long before it becomes a problem.

Handling Feedback in Your First Job – From Nerves to Growth

Few things cause more anxiety for a newcomer (or anyone, really) than receiving feedback at work. It might be after your first attempt at a task, or during a performance review, or just casual pointers your supervisor gives. Many young people, especially those who haven’t had a job before, fear feedback because it feels like being criticized or called out. If you have a disability or neurodivergence, you might have past experiences of negative feedback in school or therapy, which can make work feedback extra sensitive. But here’s a new perspective: feedback is not about personal criticism – it’s about helping you improve specific skills or behaviors on the job. In other words, feedback is not a verdict on you as a person or your overall competence. It is information on something you did, which you can use to adjust and grow. Employers give feedback because they want you to succeed. In fact, companies today highly value employees who can take feedback on board and learn from it; it shows you have a growth mindset and professionalism.

Let’s break down how to handle feedback like a pro, even when it’s your first job:

Stay Open and Listen: When you’re receiving feedback, try to resist the urge to immediately explain or defend yourself. Take a deep breath, listen to what’s being said, and nod or say “Okay, I understand” to show you’re engaged. Even if the feedback is not delivered perfectly (not all managers are great at giving feedback gently), focus on the content, not the tone. What area are they asking you to improve? What example are they citing? Sometimes our brains catch one negative word and start spiraling (“They think I’m terrible!”) – but often feedback might be mostly positive with one or two suggestions, or minor issues to tweak. Keep your ears open for the useful nuggets. If you’re feeling emotional, it’s okay to ask, “Can I take a moment to process this?” or request to follow up later if you need time (as long as you do follow up).

Don’t Take It Personally: Easier said than done, but remember: feedback is neither praise nor insult – it’s a form of instruction. As one source puts it, “Feedback is not a personal assessment of your competence. It is feedback on specific behavior or action you took.” In other words, your boss is not saying you’re a bad employee; they’re saying, for example, that the report you wrote needed more detail, or that you’ve been late a few times and need to improve punctuality. That’s a fixable issue, not a permanent flaw. Try to detach your ego from the situation and view it as actionable advice. Many successful people will tell you their early career was filled with feedback and corrections – and by taking it on board, they improved. If you view feedback as a tool rather than a judgment, it becomes much less scary. It’s like getting directions when you’re a bit lost: it’s helpful information, not an insult that you got lost.

Ask Questions (to Clarify Feedback): Feedback is most helpful when you fully understand it. If your manager says, “Your customer emails are a bit too brief; please be more descriptive,” you might need clarification on what “descriptive” means to them. It’s absolutely okay – in fact, smart – to ask follow-up questions about feedback. For example: “Thanks for letting me know. Just to be sure I improve, could you give me a recent example of an email that wasn’t detailed enough, and maybe an idea of what you’d like added?” Or “What would a better approach look like in that situation?”. One guide suggests asking questions like “Do you have a recent example of when this problem came up?” or “What would be a better solution or method you’d like to see?”. You can also ask if there are resources or training that would help: “Is there any training or tool you’d suggest that could help me do this better?”. These questions achieve a few things: (1) They show your manager that you genuinely want to improve and are taking initiative, (2) They turn a potentially vague critique into concrete advice you can act on, and (3) They help ensure you and your boss are on the same page about what needs to change. Managers actually appreciate when employees engage with feedback in this way – it transforms the feedback session into a collaborative problem-solving discussion rather than a one-way lecture.

Focus on Growth, Not Guilt: It’s normal to feel a twinge of embarrassment or disappointment when you get constructive criticism, especially in a first job where you want to prove yourself. But try to pivot quickly from emotion to action. One technique is to write down the key points of the feedback (after the meeting or on your notepad) and then jot one or two ideas on how you’ll address each point. For instance, if feedback was “You need to pay more attention to detail; there were a few errors in the data entry,” your action plan could be: 1) double-check my entries line by line, 2) use a checklist or ask a colleague to review big reports until I’m confident. Treat it like your personal homework to get better. Feedback highlights areas where improvement is needed – treat it as clear input to help you perform better. As one article noted, focus, take notes, and apply the insights to your work for progress. This proactive approach not only improves your skills but shows your employer you’re mature and coachable.

Keep Things in Perspective: Remember that nobody is perfect, especially not when starting out. Every single person in that workplace was new once and made mistakes. A piece of feedback is not a threat to your job – it’s usually a sign they want to keep you and help you grow. If you were doing a truly terrible job, they might not bother with detailed feedback at all! The fact that they’re investing time to guide you means they see your potential. Also, balance feedback with what you’re doing well. If they haven’t mentioned it, it’s fine (in a review setting) to ask, “Could you let me know what you think I’m doing well, too, so I can keep it up?” A good supervisor will be happy to tell you. Often, you’ll find you’re doing many things right and just have a couple of areas to adjust. That’s completely normal. Take encouragement from the positives and determination to work on the growth points.

Respond Gracefully: After receiving feedback and discussing it, thank the person for their input. You might say, “Thank you for pointing that out – I appreciate it. I’ll work on those changes.” If you have a plan, you could briefly mention it: “I’m going to implement [X] to make sure I improve in that area.” This leaves a great impression: you’re not defensive, you’re appreciative and proactive. If the feedback was given in writing (say, comments on your work via email), you can respond acknowledging you saw it and will take it on board. And then, most importantly, follow through. Show over the next days or weeks that you are indeed adjusting based on the feedback. This will build your reputation as a resilient, responsible young professional.

Example Scenario: You turned in a weekly report and your boss says it was missing some analysis and that you should proofread to catch small errors. A good response: “Thanks for the feedback. I see – I mostly listed the data but didn’t explain the ‘why’ behind it. I will add a short analysis section next time. Also, apologies for the typos; I’ll make sure to spell-check and read it over twice before sending future reports. If it’s okay with you, I might also ask [Colleague] to glance at it for an extra set of eyes until I get the hang of everything.” This response does a few things: it shows you understood the critique, you have a plan to fix each point, and you’re not making excuses. You’ve turned what could be a nerve-wracking moment into a constructive plan.

At Next Gen Youth Employment, we prepare you for handling feedback by, believe it or not, practising it! In our SLES program, Youth Coaches conduct mock feedback sessions. For instance, after a simulated task or a real work experience, we’ll sit down and debrief: the coach might play the role of an employer giving you feedback. This helps desensitize that fear reaction. We coach you on techniques like taking notes, asking clarifying questions (“Could you show me what I could have done differently there?”), and remaining calm. Over time, you start to see feedback not as a personal attack but as a normal part of working life – even a positive thing, because it means you’re learning. We also encourage a “feedback culture mindset,” which means viewing feedback as monitoring your performance to help you improve, not as an insult. People who adopt this mindset tend to advance faster, because they actively use feedback to grow. As an article on first-job success put it: those first few months are like the base of a skyscraper – feedback is the blueprint, with each bit of input a brick helping you build yourself as a professional. We want you to embrace that idea.

If you ever feel unsure how to implement a piece of feedback, your Next Gen Youth Coach is just a phone call away. We can talk you through it, help you brainstorm solutions, or even liaise with your employer (with your permission) to ensure any workplace adjustments you need are understood. Remember, handling feedback well is a skill – and like all skills, we can help you practice and master it.

Speaking Up if Something’s Confusing or Unfair

What if you encounter a situation at work that just doesn’t sit right with you? Maybe instructions still seem unclear even after you asked questions, or you notice something that feels unfair – perhaps you’re being given far more cleaning duties than other new staff, or someone made a joke that you found hurtful, or you feel you’re not being provided the support or accommodations you need. As a young worker (and especially as a young person with a disability), it can be intimidating to speak up in these situations. You might worry about rocking the boat or being seen as a troublemaker. However, it’s important to know that your voice matters, and there are respectful ways to raise concerns. In fact, many life-skills programs encourage young people to speak up when something is not right or fair – it’s a key aspect of self-advocacy and ensuring safe, inclusive environments.

Firstly, distinguish between confusion and unfairness/concern:

If you’re simply confused about a task or expectation, that falls under clarifying instructions (which we covered). Always seek clarity sooner rather than later. It can be as simple as saying to your supervisor, “I’m still a little unsure about X. Could we go over that part again?” or “I’m finding Y part of the task confusing – could you possibly demonstrate it or explain in a different way?” There is no shame in needing another explanation. We all have different learning styles: some learn by seeing, some by doing. Maybe you need to actually try the task and then ask, “Can you check if I did this correctly?” Do what works for you to gain understanding.

If something feels unfair or not right, this could range from minor issues (like feeling you’re being left out of team communications) to serious ones (like harassment or discrimination). For the less serious but still troubling issues, it’s good to address them early through proper channels. For example, if you feel you’re being given an unrealistic workload or deadline compared to others, you might bring it up to your supervisor: “I want to do a good job, but I’m concerned the timeline for X is a bit tight given my current tasks. Could we discuss adjusting it or getting some help on Y?” This frames it as seeking a solution, not accusing them of unfairness outright. If a coworker is treating you disrespectfully, you could say to them (or to a manager if direct approach is too hard): “I felt uncomfortable when [specific behavior happened]. I value a respectful workplace and just wanted to let you know how I felt.” It can be helpful to use “I” statements (focus on how you feel) rather than “You did X wrong” which can make people defensive.

One crucial thing to realize is that silence can be seen as acceptance. If something is truly unfair and you don’t speak up, the situation usually won’t change – in fact, others might think you’re okay with it. A piece of leadership advice that resonates even for employees is: “If something is unfair, address it. Whether it’s unrealistic deadlines, disrespect from a client, or internal politics, your silence sends a message that you approve.”. Of course, as a young employee you might not feel empowered to challenge “internal politics,” but the point stands: speaking up (politely) is often the only way to alert your employer to an issue. Good workplaces want to know if you’re facing a problem, so they can fix it – they can’t fix what they don’t know about.

How to Speak Up Safely and Effectively:

Choose the Right Person to Talk To: If the issue is with your direct supervisor (say they’re the one treating you unfairly), it might be appropriate to talk to someone above them or a HR representative if your company has one. If the issue is a minor misunderstanding or something like workload, start with your direct supervisor – usually they’ll appreciate the chance to resolve it. If it’s about feeling unsafe or discriminated against, involve management or HR as needed. In Next Gen Youth Employment’s SLES, your Youth Coach can also advocate on your behalf or guide you in how to approach these conversations. We often tell our participants: when in doubt, loop us in. We can either give you the words to say or even accompany you in discussions if that’s allowed.

Use Professional, Calm Language: Even if you feel upset, try to remain calm and factual when you raise the issue. For example, “I wanted to talk about something that’s been worrying me…”, “I have noticed [describe situation objectively]. I feel that [explain your feelings/concerns]. Could we find a solution or could you help me understand it better?” Keeping the tone respectful and solution-focused increases the chance that the other person will respond positively rather than defensively. Avoid accusatory language like “You’re doing this because…” or any personal attacks. Stick to the behavior or situation and how it affects you. If you need to, write down what you want to say beforehand or practice with someone (a friend, family member, or your Youth Coach) to get comfortable.

Know Your Rights and Boundaries: As a young person with a disability, you have rights in the workplace. For instance, you have the right to reasonable accommodations if you need them (like assistive technology, flexible communication methods, etc.), and you have the right to a workplace free of harassment and discrimination. If something feels unfair related to your disability – say, you asked for an accommodation but it’s not being provided, or a colleague is making insensitive remarks – it’s important to speak up. You might say, “I work best with [accommodation]. I believe it’s a reasonable request given my situation. Can we implement that so I can perform optimally?” If it’s about comments or treatment, don’t hesitate to involve a manager or HR. It might feel daunting, but remember you deserve respect and equal treatment. Next Gen Youth Employment can provide guidance here as well; our team is knowledgeable about disability rights and can advise you on steps to take if you face such issues.

Pick Your Battles (but Don’t Suffer in Silence): Not every annoying thing is worth escalating – sometimes what feels “unfair” might just be normal newbie stuff (like getting simpler tasks initially). It helps to get a second opinion: talk to your Youth Coach or a trusted mentor about the situation. They can help you decide if it’s a serious concern and brainstorm how to tackle it. But if something truly bothers you or hampers your ability to work, don’t just endure it endlessly. Often a simple conversation can clear up misunderstandings. For example, if you feel confused why you keep getting certain duties, you might learn that your manager actually thought you preferred those tasks or were really good at them, hence the imbalance – and once you speak up, they can rotate duties. Communication can solve a lot of these friction points.

Example of Speaking Up: Let’s say you’re in a retail job and you notice you’re always scheduled for the closing shift on Fridays, which means you clean up while others often get the more desirable daytime shifts. You feel it’s a bit unfair that you, as the newest team member, are always stuck late. A way to address this could be to talk to the store manager: “I’ve noticed I’ve been on the Friday closing shift for the past month. I understand everyone has to take turns doing it, but I wanted to ask if there’s a rotation system. I’m happy to do my share of closing shifts, but I was hoping not to have it every week as it affects my transport home. Could we possibly rotate that duty among the team?” This politely brings up the issue and suggests a fair solution. Best case, the manager adjusts the roster; worst case, they explain a reason (maybe you were hired specifically for evenings, etc.) and then you at least know why. Either way, you’ve communicated your feelings respectfully.

Remember, speaking up is a skill just like the others. It gets easier with practice. And you don’t have to do it alone. Next Gen Youth Employment places a big emphasis on self-advocacy – we want you to be empowered to voice your needs and concerns. In our program, we often debrief after a participant’s work experience day. If something confusing or unfair happened, we talk it through. Your coach might say, “How did that make you feel? Okay, let’s figure out how to address it. Maybe tomorrow you can say X to your supervisor, or I can come in and support you if needed.” By role-playing those difficult conversations or even writing a little script, you’ll feel much more prepared. And when you do speak up and see a positive change result, it will boost your confidence enormously. You’ll realize that a good workplace wants to know if something’s wrong, and you have every right to respectfully bring it up.

In short, don’t suffer in silence. If you need clarity – ask. If you feel wronged – talk to someone about it. Your feelings and voice are valid.

Different Communication Styles and Scripts (Neurodivergent-Friendly Tips)

Communication isn’t one-size-fits-all. Young people have diverse personalities and ways of communicating, and that diversity includes neurodivergent individuals (such as those on the autism spectrum, with ADHD, etc.) who may have different communication preferences. The key to a great workplace communication toolkit for young people is making it adaptable to your style. That means finding phrases and methods that feel like you. Here, we’ll discuss how you can adapt the scripts and advice we’ve given to suit different communication styles, and introduce the concept of social scripts – a handy tool especially popular among autistic employees to navigate common interactions.

Personalize Your Phrases: Any examples we’ve provided (like “Can you show me once, then I’ll try?” or “Just checking I’ve got this right…”) can and should be tweaked to sound natural in your voice. As autism advocates point out, “Social scripts are most effective when they sound like you – written and spoken in your natural voice.” If you’re someone who’s very casual, you might say “Hey, could you maybe walk me through this once?” If you’re more formal, you might prefer “Would you mind demonstrating this for me? I learn best by seeing.” There is no wrong way, as long as the respect is there. The workplace generally allows for a range of personalities – you don’t have to suddenly become super chatty or overly polished if that’s not you. You can be quiet or direct and still communicate effectively.

Neurodivergent Communication: Autistic people, for example, often have a communication style that’s more direct and less wrapped in social niceties – this is not a flaw, it’s just a difference. In fact, many autistic employees excel when instructions are clear and literal, and they might communicate in a straightforward manner that others might misinterpret as blunt if they’re not used to it. If you’re neurodivergent, you might find it helpful to let your employer or coworkers know your preferences. For instance, “I prefer clear, step-by-step instructions because I want to be sure I get it right.” Or if eye contact is hard, know that you aren’t required to force it; you can focus on the task or take notes while listening – that’s okay. If processing verbal instructions in real-time is challenging, you can ask, “Could you please email me the details? I process written info better.” These are reasonable accommodations or requests that can vastly improve communication for you.

On the flip side, you might also encounter lots of idioms, sarcasm or implied meanings in workplace chatter that can be confusing. It’s absolutely fine to ask for clarification in those moments too (“Sorry, I didn’t catch that – what do you mean exactly by ‘X’?”). Many colleagues will rephrase once they realize. Over time, they’ll likely appreciate your clarity and might even adopt clearer communication themselves.

Using Scripts and Templates: A great strategy, particularly noted in the autism community, is using communication scripts (or social scripts). These are pre-prepared phrases or dialogues for situations you anticipate. Think of them as a little cheat sheet in your brain for common scenarios. Research and anecdotal evidence show that “for many autistic adults, social interactions in the workplace – like knowing what to say in meetings, in an email, or during breaks – can feel challenging. Social scripts offer a structured way to handle these situations, helping to reduce stress, increase comfort (especially when expressing needs), and maintain personal boundaries.” Essentially, a script is a template of what to say in a specific situation, which you practice and have ready when needed.

For example, you might script out how to ask for help. The template could be: “Excuse me [Name], I’ve done __ so far, but I’m not sure about __. Could you assist me? I want to get it right.” You can fill in the blanks depending on the task. Another script might be for handling criticism: “Thank you for the feedback. I will work on that. Could we check in next week to see if I’m on the right track?” Practising this when you’re calm can make it easier to say under stress. Some people even keep a small notebook or note on their phone with key phrases.

Here are a few quick script templates you can adapt (mix and match to your comfort level):

Asking for a Demonstration: “This is new to me. Can you show me once, then I’ll try on my own? I learn faster by watching.”

Clarifying Task: “Just to make sure I have this right: you want me to do __________________, correct?”

Seeking Supervisor’s Preference: “Do you prefer I ask questions as they come up, or would you like me to note them down and ask all at once? Do you prefer I message or ask in person?”

Responding to Feedback: “Thank you for telling me. Just checking, would doing __________________ be a better approach?” or “Thanks, I appreciate the feedback. I will work on that and let’s touch base soon to see if I’ve improved.”

Expressing You’re Overloaded: “I want to do a good job, but I’m currently doing X, Y, Z. If we add this new task, could we prioritize or extend a deadline? I’m feeling a bit overwhelmed and just want to clarify what’s most important.”

Addressing a Concern: “I wanted to mention, I felt uncomfortable when ____. I really want to have a good working relationship, so I thought I should bring it up. Maybe we could __________________ (propose solution).”

Remember, scripts are starting points. Modify the wording to suit you, and you don’t have to follow them rigidly. The point is to reduce the pressure of coming up with phrasing on the spot. Some autistic employees use scripts extensively – for instance, having a go-to response for small talk (“Pretty good, how about you?” when asked “How are you?”) or for joining a conversation (“May I add something here?”). This can absolutely be done while still being genuine; it’s like having a toolkit of phrases that work for you. Over time, as you get more comfortable, you might not need them as much, or you’ll develop new ones naturally.

A tip from Autism professionals: keep a little journal of interactions that were hard for you, and then write out a script for next time. If lunch breaks are tough to navigate socially, script a polite way to bow out if you need alone time (e.g., “I’m going to take a quick walk during lunch to recharge, see you in 30 minutes!”). In fact, they give an example script for communicating a need: to a manager you might say “To improve my work performance, I need a quiet lunch break to refresh. Socialising doesn’t help me recharge,” which is a clear and respectful way to express a need. For coworkers, maybe “I like hanging out, but I find groups tiring, so I’m going to have lunch on my own today”. Practising these lines can make it far easier to actually say them when the time comes.

Finally, practise, practise, practise your communication just like any other skill. If you’re neurodivergent and worry about unpredictable conversations, practising scripts or even doing actual role-plays (with a coach, friend, or in front of the mirror) can build confidence. It might feel silly at first, but it really works. In our Next Gen workshops, we often encourage participants to role-play tricky scenarios (like telling a supervisor you didn’t understand something, or handling a customer complaint) multiple times. Each run-through, you’ll refine your words and become less anxious. By the end, what seemed terrifying becomes just another task you know how to handle.

The bottom line: You do not have to change who you are to be a good communicator at work. If you’re shy, you don’t need to become the office social butterfly. If you’re autistic and communicate directly, you don’t need to force unnecessary small talk (though understanding neurotypical cues can help and you can meet in the middle). Effective communication is about clearly exchanging information and mutual respect – and there are multiple ways to achieve that. Use the strategies and scripts that align with your personality. And if your workplace is a good one (which we hope it is), they will also adapt and appreciate your unique communication style. Next Gen Youth Employment firmly believes that being a strong communicator doesn’t mean being someone you’re not – it means honing the skills to express your best self in the workplace. We’ll help you do exactly that.

Next Gen Youth Employment: Practising Communication as a Skill

We’ve talked about a lot of communication strategies – now, how do you actually get good at using them? The answer is practice, and that’s where Next Gen Youth Employment can be your greatest ally. We specialise in helping young people with disabilities transition into work successfully, and a huge part of that is building confidence in communication. Our School Leaver Employment Supports (SLES) program, funded by the NDIS, is entirely focused on developing these kinds of real-world skills. In fact, participants in SLES engage in activities specifically designed to enhance their communication skills, along with teamwork and problem-solving, so they are ready for the demands of the workforce. It’s not just classes or lectures – it’s hands-on learning by doing.

Youth Coaches and Role-Plays: When you join Next Gen’s SLES, you’ll be paired one-on-one with a dedicated Youth Coach who gets to know you – your strengths, challenges, and communication style. Our Youth Coaches are experienced in working with young people with various disabilities, and they tailor their support to your needs. One of the ways they help you turn communication into a skill is through role-playing scenarios. Why role-play? Because it’s a safe simulation of real workplace interactions. If you’re nervous about asking a boss for help, wouldn’t it be great if you could rehearse it first with someone friendly? That’s exactly what we do. Coaches might simulate being an employer or a coworker, and walk through scenarios like: asking for clarification on a task, handling it when someone gives you feedback, or even what to do if a colleague says something inappropriate. You get to practise your responses, try out those scripts you prepared, and get immediate gentle feedback from your coach. By the time you face these situations in real life, you’ll feel like, “I’ve done this before, I know what to say.”

Real Workplace Debriefs: The learning doesn’t stop once you’re actually in a work placement or trial. In fact, that’s when some of the best learning happens. We make sure to debrief your real workplace experiences. After you finish a work day or a work trial, you’ll sit down with your Youth Coach and chat about how it went. We celebrate what you did well (maybe you introduced yourself to a new colleague – yay!). And if there were any communication hiccups, we treat them as learning moments. Maybe you wanted to ask a question but didn’t, or you didn’t know how to respond to a certain comment – your coach will help you unpack that. Together, you’ll come up with ways to handle it next time. It’s like a personal post-game analysis to keep improving your “communication game”. This reflective practice really cements your learning and builds your confidence for tomorrow.

Building Confidence Over Time: Communication might not magically become easy overnight, but with each practice and each real interaction, you’ll notice it getting easier. Our participants often start out shy or anxious about speaking up, and after some time with Next Gen, they’re volunteering answers in team meetings or comfortably asking their supervisor for help when they need it. For example, one of our success stories, Jayden, was initially unsure how to communicate in a workplace setting. Through guidance and support in our SLES program, he developed his communication skills through various role trials and training. Today, as a warehouse assistant, Jayden is thriving – confident in his abilities and proud of his achievements. His ability to communicate effectively on the job was key to that success, and it was a skill he built step by step with his coach.

We also stress that communication is a two-way street. While we train you, we also educate employers on how to communicate with you. Next Gen Youth Employment works closely with inclusive employers, preparing them to welcome neurodiverse young people. We advocate for clear communication, patience, and understanding from their side. So when you go into a work placement through us, the employer is usually already on board with being communicative and supportive. This creates a positive feedback loop: you feel safer to communicate, which leads to better outcomes, which makes the employer happy, and so on.

Communication as a Skill, Not a Trait: We keep repeating this because it’s core to our philosophy. Some people think, “I’m just not good with communication, I’m an introvert,” or “I have autism, communication is always going to be a struggle.” We challenge that gently. We say, maybe you won’t become a social butterfly, but you can learn the essential communication skills to succeed at work. You don’t have to change who you are; you just have to practice specific techniques. As referenced earlier, one business article busted the myth that great communicators are “naturals,” explaining that in reality communication is a learned skill developed through experience. We’ve seen it firsthand: a young person who hardly spoke in month one of SLES might be confidently making phone calls to employers by month six, because they practiced and grew. We focus on clarity and empathy over charisma – you don’t need a silver tongue, just the ability to exchange information clearly and kindly. Those are skills anyone can cultivate with guidance.

Your Comfort Zone Will Expand: We always respect your comfort zone, but part of our job is to gently push it wider. If initiating conversation is hard for you, we might start by practising short greetings. If handling feedback makes you anxious, we might stage small feedback sessions where the “stakes” are pretend, so you learn to cope. Over time, you’ll find yourself doing things you never thought you could. And we’ll be cheering you on every step of the way.

Most importantly, we create a safe environment to fail and try again. Maybe in a role-play you completely blank out on what to say – no problem, we’ll pause, discuss, and try again. Maybe in your first job trial you forget to ask for help and make a mistake – it’s okay, we’ll figure out how to address it and improve next time. Communication skills develop from those very moments. By the time you finish with our program, you’ll have not only communication tools, but also resilience and confidence knowing that you can handle whatever comes up. Communication will start to feel less like a scary unknown and more like something you’ve tackled before.

Ready to Build Your Communication Skills? – Contact Next Gen Youth Employment

You’ve learned a lot here – from asking for help at work without fear, to clarifying tasks, handling feedback like a champ, and speaking up for yourself. Now imagine having a personal coach and supportive community to help you put all this into practice in real life. That’s exactly what Next Gen Youth Employment offers. We’re passionate about turning young people with disabilities into confident, skilled communicators and employees. If you or someone you know could use guidance in developing workplace communication skills for young people, don’t hesitate to reach out to us.

Contact Next Gen Youth Employment today for more information and assistance. Our friendly team can explain how our SLES program works, check your eligibility, and answer any questions you have. We can help you with everything from building those communication scripts, to providing real work experience opportunities where you can test out your skills in a supportive setting. Communication doesn’t have to be a barrier in your career – with Next Gen, it can become one of your strengths.

Ready to take the next step? Get in touch with Next Gen Youth Employment and let us help you unlock your potential. You can phone us, email, or simply fill out the contact form on our website (nextgenye.com.au). Let’s practice, improve, and succeed together. Remember, we believe in you – and we’re here to help you believe in yourself as you speak up and shine in the workplace.