Starting your first job is exciting – you’ve achieved what you set out to do – but the first month can also feel overwhelming. New routines, new people, new expectations, and lots of unwritten rules can make those early weeks challenging. Don’t worry: feeling a bit lost at first is completely normal. In this guide, we’ll break down what typically happens in your first month at work – from Day 1 onboarding through the probation period – and share practical tips to help you settle in with confidence. We’ll also explain how Next Gen Youth Employment (an NDIS SLES provider focused on young people with disability) can support you around work trials and early employment, so you’re set up to not just get a job, but keep it. By the end, you’ll know what to expect in your first month at work and how to handle common bumps along the way, with some expert-backed tips for success.

Day 1: Onboarding Basics and First Impressions

Your very first day on the job – Day One – will likely be dedicated to onboarding. Onboarding is the process of introducing new employees to the workplace. It can include filling out paperwork, touring the workplace, meeting your team and supervisor, and learning the basic policies or safety procedures. Don’t be surprised if a lot of information is thrown at you on day one; nobody expects you to remember everything immediately. Arrive on time (or a few minutes early) and dress appropriately for the workplace. If you’re unsure of the dress code, it’s safest to dress a bit on the formal or neat side until you learn otherwise. For example, if you saw the workplace uniform or attire during your interview, follow that cue; when in doubt, go with clean, professional clothing that meets any safety requirements (closed-toe shoes, tied-back hair, etc.). Making an effort with your presentation shows you’re taking the opportunity seriously.

Bring any documents your employer has asked for, such as your Tax File Number, bank account details, photo ID, or your signed contract. Many employers need these on day one so they can set you up on payroll (getting paid correctly and on time is important!). It’s wise to pack a small “first day kit” in your bag the night before. Consider including:

• A notebook and pen – you’ll want to take notes as you learn new information.
• Any required documents or IDs (TFN, bank info, licenses, emergency contact details, etc.).
• Lunch or snacks (unless you know lunch will be provided or there’s a café handy – bringing something simple is a good backup).
• Personal items like a water bottle and, if you use them, things like noise-cancelling headphones or a stress ball to help with focus if the environment is loud or overwhelming.

Be friendly and polite to everyone you meet. On Day 1, you’ll likely be introduced to a lot of people – your manager, teammates, maybe HR staff or a buddy assigned to show you around. It’s okay if you don’t remember all their names immediately. A smile and a “nice to meet you” go a long way. If you’re nervous, remember that every single one of your colleagues was new once. They understand what it’s like to be the newcomer. Many workplaces will have someone take you around for introductions; don’t hesitate to say a quick hello to each person. You can note down names in your notebook if that helps (e.g. “Jasmine – accounts team, sits by the window”). Little tricks like this can help you recall who’s who later.

On your first day, you may join group training sessions or team meetings as part of the onboarding process. Take the opportunity to listen, observe, and ask questions – no one expects you to know everything right away.

Listen carefully during your induction or training sessions, and take notes. You’ll be learning a lot of new things at work, so writing down key points can really help – not just on day one, but throughout your first weeks. If someone shows you how to use a system or perform a task, jot down the steps in your notebook or ask if there’s a printed checklist or manual you can reference. Having notes to refer back to will save you from feeling lost if you forget a detail later. As one career advisor puts it, “It may feel overwhelming but break everything down into bitesize chunks and take lots of notes to refer to later”. Nobody expects you to be an expert on Day 1, but they do appreciate when you show you’re trying to learn.

Lastly, don’t be afraid to ask questions on your first day. It’s much better to ask for clarification than to guess and get something wrong. Remember, there’s truly no such thing as a stupid question when you’re new. Your supervisors and coworkers would prefer you ask rather than silently struggle – they expect questions from new starters. If you’re unsure about something and the person training you is busy at that moment, make a note of your question and ask when the time is right. Good employers value curiosity and initiative, so asking thoughtful questions shows you’re engaged. For example, you might ask, “What’s the process if I need to request a day off?” or “Is there a preferred way to log my completed tasks?” – whatever is on your mind.

First Day Jitters are Normal

It’s completely normal to feel a mix of excitement and nerves on your first day. You might go home with your head spinning from all the new information – that’s okay! Make sure you give yourself time to rest after work. Maybe plan a quiet evening that first day (and even for the first week) rather than a big outing. Starting a new job in a new environment can be exhausting, especially if you’re also adjusting to a new schedule. Remember to take a breather and relax when you can. In fact, a professional tip is not to overload your personal life during the first month of a new job – give yourself time to rest and regroup in the evenings so you can come back fresh the next day. This is particularly important if you have a disability that can make fatigue or sensory overload worse; pacing yourself and getting good sleep will help you succeed at work.

Week 1: Settling In and Learning the Ropes

After the initial first-day induction, your first week is all about settling into your role and routine. You will likely continue with training, start performing simple tasks under supervision, and gradually get to know your workplace and colleagues better. The key in Week 1 is to balance listening and learning with taking small steps to integrate into the team.

Continue taking notes and using checklists to manage your tasks. You might feel bombarded with information on processes, logins, client names, or steps to do your job. Organising this information will make it more manageable. Many successful new starters use a to-do list or checklist to prioritise what they need to learn or do first. For example, if you have online training modules to finish, you might list: Complete safety training by Wed; Learn how to use register by Fri; Practice coffee machine operation with supervisor. Keeping a simple checklist and updating it as you progress will help you stay on top of things and not get flustered. If you’re ever in doubt about what’s most important, don’t be shy about asking your manager to clarify priorities – this shows you want to do well. In fact, setting realistic goals for your first weeks (and discussing them with your manager) is a great idea. If your boss doesn’t initiate a goal-setting chat, you can proactively ask, “What would you like me to focus on learning this week?” or “How will we measure success in my first month?”. Defining what success looks like early on ensures you and your manager are on the same page, and it gives you a confidence boost as you hit those milestones.

Observe the workplace culture and “unwritten rules.” Every workplace has its own culture – the office rhythms and little habits that aren’t always in the handbook. In your first week, take time to watch and learn how things are done. For instance, notice how people communicate (is it mostly through email, chat, or face-to-face?), how they address each other (formal or first names?), and what the norms are for things like lunch breaks. You’ll gain valuable insight by attentively observing how everyone works and interacts. If you’re in an office, you might notice that people tend to have a quick chat at the kettle in the morning or that everyone goes for coffee at 10am. If you’re in a retail or hospitality job, the “unwritten rules” might include how to politely ask for help when it’s busy, or which senior staff member to check with before taking your break. Don’t worry about memorising every nuance – just be open-minded and soak up the atmosphere. Colleagues will understand you’re new, so they won’t expect you to know all the informal conventions instantly.

One common question in week one is break times: When and how do I take my breaks? This is something you can clarify with your supervisor if it’s not made clear on day one. Every workplace has scheduled breaks (e.g. a lunch break and maybe tea breaks) but the timing might be flexible or as workload allows. It’s important to take your breaks – breaks are there to help you recharge and actually make you more productive. Some new workers feel they have to “prove” themselves by working non-stop, but taking the breaks you’re entitled to is important for your well-being. Use that time to relax your mind. If you find the work environment overstimulating (noisy, lots of people), stepping outside or to a quiet corner on your break can help prevent sensory overload. For example, if fluorescent lights or loud noises are triggering sensory sensitivity for you, a short walk outside or even using noise-cancelling headphones in a quiet space for a few minutes can be a relief. Problems with sensory over-sensitivity often become worse with fatigue, so those breathers can really help. Don’t hesitate to use any calming strategies that work for you – it’s not “weak” to need a moment; it’s smart self-care.

Socially, take opportunities to connect with your colleagues at a comfortable pace. You don’t have to become best friends with everyone right away, but friendliness goes a long way to helping you feel like part of the team. Simple things: say good morning, smile, and learn people’s names. If someone invites you to join them for lunch or coffee, try to go along at least once during that first week – even if you’re shy. These informal chats can help you feel more connected and help you understand office “nuances” and team dynamics. For example, a lunch conversation might clue you in on how teams work together or upcoming social events. That said, if you’re feeling socially exhausted by the end of each day (which can happen to anyone, especially if you’re neurodiverse or introverted), it’s okay to pace yourself. Maybe you join colleagues for lunch twice a week rather than every day – you can alternate having lunch in a quiet spot to recharge on other days. Many young people with autism or other disabilities report that the social and sensory demands of work leave them completely drained at first. This is normal. It doesn’t mean you’re not coping; it just means you need to build your stamina. Give yourself permission to have quiet downtime after work. As one autistic worker described, “I was absolutely shattered at the end of the day… There was nothing in my life but work and lying in bed” during that adjustment period. Over time, your energy will increase as you get used to the routine, but always listen to your body. Pushing through without rest can lead to burnout, so use your evenings or days off to recuperate.

Keep communication open with your supervisor during week one. Often, a good manager will check in with you frequently at the start – possibly daily – to see how you’re getting on. If they don’t, it’s worth politely updating them and asking any pressing questions. Managers appreciate proactive communication. For example, towards the end of your first week, you could say, “I’ve learned A, B, C tasks; I’m still getting the hang of D – does that sound about right for week one?” This not only shows you care about doing well, but gives them a chance to correct or guide you early on. Also, seek feedback: you might ask, “Am I doing this correctly? Is there anything you’d like me to do differently?” Good employers will be happy you asked, and you’ll get valuable input to course-correct if needed.

By the end of week one, you might start feeling a bit more comfortable than on day one. You’ll know where the bathrooms and break room are, have met most of your coworkers, and have a basic idea of your duties. Celebrate that! The first week is often the hardest because everything is so new. If you made it through and learned from any mistakes, you’re already succeeding. Remember, no one expects you to master the job in one week – or even one month. They do expect you to show up, show willingness to learn, and make steady improvement. In those aspects, you can absolutely excel by being attentive and giving your best effort each day.

Weeks 2–4: Gaining Confidence and Hitting Your Stride

The rest of your first month (weeks 2, 3, and 4) is about building on what you’ve learned and gradually increasing your confidence and independence in your role. By week 2, you’ll likely be doing more of the core work tasks on your own (with supervision available as needed). You might still be in training for some aspects of the job, but you should start feeling a bit more familiar with the environment and routine.

Expect to still be learning – a lot! In fact, you will probably keep learning new things for many months, but the learning curve is steepest in those first 4 weeks. Take it day by day. In weeks 2–4, you can start focusing on how to apply your skill set to the challenges and tasks in this organisation. This means thinking about what you’re good at and finding ways to contribute those strengths to your team’s goals. For example, if you’re good with technology, you might volunteer to help update an Excel sheet or suggest a small improvement once you understand the processes. Keep it modest at first – you’re still new, so your main goal is to master your assigned tasks. But as you grow more comfortable, showing initiative in small ways can highlight your value as a team member.

During this period, it’s a great idea to get organised and establish good work habits that will carry you forward. Perhaps in week 1 you were reacting to whatever was thrown at you; by week 2 or 3, you can start setting up your own systems. For instance, decide on a consistent way to keep track of your to-do items (whether it’s a notebook, an app, or sticky notes on your desk). Figure out a routine for your day – maybe you spend the first 5 minutes each morning reviewing what’s on for the day, or you establish that you will ask your supervisor at 4pm if there’s anything else before you leave. These little routines and habits show that you’re proactive and reliable. As Indeed’s career coaches note, the first month of a new job is a perfect time to shed old habits that might not serve you and set up new, positive routines for time management and task organisation. For example, you might make it a habit to organise your calendar with all meetings and deadlines, or to tidy your workspace at day’s end so you start fresh the next morning. Small habits like these can greatly reduce stress and help you feel in control.

Build relationships with your team as you become more comfortable. By now, you’ll know your immediate coworkers by name and have a sense of who does what. Continue to be friendly and offer help when you can. Something as simple as asking a teammate “How was your weekend?” or offering to assist if you notice them busy can further solidify those good working relationships. Getting to know your team better is a natural goal in the first month – it makes work more enjoyable and creates a support network for you. You don’t have to force it; even just being around them each day and showing interest in what others do will help you integrate socially.

Clarify expectations with your manager if you haven’t already. Sometime during your first few weeks, it’s wise to check in about how success is measured for your role. You might have touched on this during onboarding, but now that you’ve got your feet wet, make sure you know what your manager values most. Does accuracy matter more than speed at this stage? Are there specific targets or learning outcomes you should hit by the end of month one? Having that clarity will help you focus your efforts. You can request a short meeting with your supervisor for this purpose – many companies actually do a 30-day review or informal check-in. If yours doesn’t, taking the initiative to ask for feedback around the end of your first month is a great move. It shows you care about meeting expectations and improving. You could say, for instance, “I’d love to get some feedback now that I’ve been here a few weeks – what am I doing well, and what should I work on?” This opens the door for constructive input. Often, managers will be pleased that you asked and give you helpful pointers. It also flags you as someone who is self-aware and committed to success, which is impressive for a new starter.

Embrace any additional training or learning opportunities that come up in weeks 2–4. You might be asked to sit in on a workshop, complete an online course, or shadow a colleague in a different department for a day. These are chances to broaden your understanding of the business and pick up new skills – go for it! Even if you feel a bit slow or unsure, participation is what counts. As you take on more, keep the mindset of being humble and open-minded: you’re acknowledging you don’t know everything and that’s okay. Thank people who are teaching you the ropes; most will be happy to share knowledge if they see you appreciate it. Being open-minded also means being adaptable – maybe by week 3 your boss gives you a new way of doing a task because the team’s needs changed. Rather than resisting (“but I just learned it this way!”), try to adapt and see it as part of the normal change in a workplace. Flexibility is a valued trait, especially in your first months when processes might still be adjusted as you find your groove.

Dealing with the Probation Period

By the end of your first month, you’ll likely still be in what’s known as the probation period of your employment. In Australia, it’s common for employment contracts to include a probationary period – essentially a trial period at the start of a job. This typically lasts somewhere between 3 and 6 months for most jobs. (Some employers use a shorter 3-month probation; others go with 6 months, which often aligns with legal thresholds – more on that in a moment.) Probation can sound daunting – like you’re under special scrutiny – but it’s a standard practice and not a personal judgement. Almost everyone, from entry-level workers to senior hires, goes through probation when they start a new role.

So what does probation mean for you? During probation, your employer is assessing your suitability for the role, and it’s also a time for you to assess the company. It’s a two-way street. If all goes well, you continue in the job as a confirmed ongoing employee after the probation period. If there are issues – either you decide the job isn’t for you, or the employer feels you’re not the right fit – probation makes it easier for either party to end the employment. In practical terms, this means it can be easier and quicker for an employer to terminate the employment during probation (they usually only need to give a minimal notice period, like one week). Likewise, you typically can resign with a shorter notice if you realise the job isn’t right for you.

It’s important to note that probation does not mean you have no rights – you are still an employee covered by Australian workplace laws. You must be paid correctly, accrue leave, and be treated fairly (e.g. no discrimination or unsafe work conditions). However, certain protections, like the ability to claim unfair dismissal, kick in only after a minimum employment period. Under the Fair Work Act, an employee can generally lodge an unfair dismissal claim only after 6 months of employment (or 12 months if the employer is a small business). That’s one reason why many probation periods are set at 6 months – it aligns with that threshold. If an employer lets someone go at 4 months for not being a fit for the role, that person wouldn’t be eligible to claim unfair dismissal under Australian law (unless the reason was illegal, like discrimination). This sounds a bit heavy, but the takeaway for you as a new employee is: in your first 6 months, job security isn’t absolute, so you want to put your best foot forward. The good news is, if you’re doing your job, communicating and taking on feedback, there shouldn’t be any surprises. Most employers will give you guidance during probation if there are areas you need to improve – they won’t typically fire you out of nowhere without discussing issues first (that would be poor management on their part). In fact, best practice is that they document any concerns and even give you a chance to improve. So, think of probation as a period of proving yourself and also making sure this job is right for you.

Usually towards the end of your probation period, you’ll have a probation review meeting or at least a conversation where your manager confirms that you’ve passed probation (or occasionally, they might extend it if they feel they need more time to assess – but extensions have to be allowed by your contract and agreed upon). For most young workers doing well, this meeting is a formality that ends with “Congrats, you’re now a permanent member of the team!” Sometimes it might come with a slight pay increase or just the reassurance that you’ve made it through the trial period. When you reach this point – celebrate it! But until then, focus on learning and demonstrating a good attitude. Show up on time consistently, follow the workplace rules, be productive, and be a team player. These basic work ethics are exactly what employers are looking for during probation. They know you are still gaining skills, so they don’t expect perfection; rather, they’re looking at things like reliability, willingness to learn, improvement over time, and how you fit with the team.

If you are struggling during probation – for example, if after a few weeks you’re still unsure of your tasks or have had some misunderstandings – speak up and ask for support. It’s far better to address issues early than to stay quiet and hope it fixes itself. You could approach your supervisor or HR and say, “I’m finding X challenging. Could I get a bit more training on this?” or “I realize I’m still not hitting the mark on Y; do you have suggestions to help me improve?”. This kind of proactive approach shows maturity and dedication. Employers would generally rather help you succeed than start over with a new hire. And remember, if something about the job isn’t working for you (maybe the environment is triggering your anxiety or the role isn’t what you expected), probation is also your chance to reassess. You might talk with a mentor or a support service like Next Gen Youth Employment about whether to persevere with some adjustments or consider other options. In short, probation is a time of open communication and learning. Keep the dialogue going with your employer so there are no surprises on either side.

One more note: sometimes people worry that disclosing a disability or asking for accommodations during probation will put their job at risk. It’s against the law for an employer to fire you because of a disability (that would be discrimination, not a valid probation issue). If you need a reasonable adjustment – say, noise-cancelling headphones to manage sensory input, or a slightly adjusted schedule for medical appointments – you have the right to request that. You don’t necessarily need to disclose all details of your condition; you can frame it as “I find I work best with [adjustment] – can we make that happen?”. Many employers are understanding, and it can actually help you perform better during probation if you have the tools or flexibility you need. If you’re unsure how to handle this, a service like Next Gen Youth Employment or a mentor can give you guidance on conversations about workplace support and rights.

Common First-Month Challenges (and How to Overcome Them)

Even with the best preparation and attitude, you’ll likely hit a few bumps in the road during your first month at work. Don’t panic – this happens to everyone! What’s important is knowing these challenges are normal and having strategies to deal with them. Here are some common issues new workers face, especially young people entering their first job (including those with disabilities), and tips on how to handle them:

Feeling Overwhelmed or Forgetting Steps: In a new job, there’s a ton of new information. Feeling overwhelmed – like your brain is on overload – is very common in the first weeks. You might find that you forget some instructions or have to be shown something multiple times. This does not mean you’re incapable; it means you’re human. To cope, break tasks and information into smaller chunks. Use your notebook to write down step-by-step cheat sheets for complex tasks. For example, if you have to close up a store at the end of the day, list the closing steps in order and keep it in your pocket until you’ve memorised it. At the end of each day, take a few minutes to recap what you learned – maybe even rewrite messy notes into a clearer format while it’s fresh in your mind. This helps transfer it to long-term memory. And ask for clarification whenever needed: “I’m sorry, I’m still learning – could you show me once more how to do X?”. It’s much better to double-check than to pretend you remember and get it wrong. As noted earlier, nobody expects total expertise immediately, but they do appreciate effort – taking lots of notes and asking questions shows you care.

Being Slower at Tasks than Others: It can be discouraging to notice you’re slower than your seasoned coworkers at certain tasks. You might worry that the boss is unhappy with your pace. Take heart – speed comes with familiarity and practice. In your first month, accuracy and learning the right method are more important than speed. Your employer would rather you take a bit longer and do it correctly and safely, than rush and make errors. You will naturally speed up as the steps become second nature. If someone comments on your pace, a good response is, “Thanks for the feedback – I’m focusing on getting it right and I will get faster with practice.” Internally, remind yourself that every expert was once a beginner. If being slow really bothers you, you can ask a colleague for tips: “I notice you’re really quick at inventory count – any tricks you use to go faster?” Often, they’ll have shortcuts or patterns they’ve learned. Until then, don’t beat yourself up. Celebrate the wins: maybe it took you 30 minutes to do a task on Monday but only 20 minutes by Friday – that’s progress!

Making Mistakes: Yes, you will make mistakes. Perhaps you’ll enter data wrong, or burn a batch of muffins, or forget a small step in a procedure. It happens to everyone. What matters is how you respond. Firstly, own up to the mistake if it’s something your supervisor needs to know (hiding it usually makes things worse). Secondly, show that you understand what went wrong and are keen to learn from it. For example, “I realise I mixed up those files – I see now that I should label them differently. I’ll fix it and make sure it doesn’t happen again.” Employers don’t expect you to be flawless, but they do appreciate honesty and accountability. By admitting and fixing mistakes, you actually build trust. Also, be kind to yourself: making a few errors is part of the learning curve. As one career expert notes, everyone learns by making mistakes, and your employer “will anticipate that you will make a few errors when you first start”. So don’t panic – focus on solutions. If you keep repeating a particular mistake, then it’s time to seek advice on how to handle that task or perhaps write down the process in detail so you can follow it closely next time.

Sensory Overload: Work environments can be intense for those sensitive to noise, light, touch, or other sensory input. For example, if you have autism or sensory processing issues, a bustling workplace with phones ringing, fluorescent lights humming, and people moving around can lead to serious overwhelm. Signs of sensory overload include headaches, irritability, inability to concentrate, or the urge to escape the environment. To manage this, identify your triggers and plan coping strategies. If noise is an issue, you might use earplugs or discreet noise-cancelling earbuds (ensure it’s safe and allowed – in some jobs you can’t block out all sound for safety reasons). If bright light is a trigger, see if you can relocate away from a glaring light or ask if it’s okay to wear a cap or glasses. Short calming breaks can help – even a 5-minute bathroom break to do breathing exercises or a quick walk outside can reset your senses. Remember that sensory sensitivity gets worse with fatigue, so prioritize rest and nutrition. After a draining day, give yourself a quiet environment to relax in (e.g., dim lights, minimal noise at home) to recuperate. If the overload is too frequent, consider discussing with your employer or support provider. Sometimes small workplace adjustments (like a quieter corner or modified uniform fabrics if you have tactile sensitivities) can make a big difference. It’s absolutely okay to advocate for what you need; you can frame it as wanting to be at your best, e.g., “I concentrate better with less background noise – could I move to that workstation in the corner?”. Employers have a duty to make reasonable accommodations, and many are willing when it’s clearly explained. Don’t suffer in silence – get support from Next Gen Youth Employment or similar if you need help requesting changes. A reasonable accommodation could be as simple as wearing earplugs during a loud machinery operation, which Temple Grandin notes is a sensible solution rather than forcing someone to endure painful noise.

Social Fatigue or Anxiety: For many young people (with or without disability), the social aspect of a new job is one of the hardest. You’re meeting new people, possibly dealing with customers, and trying to navigate workplace banter or team dynamics. That can be exhausting. Autistic individuals, for instance, often report that the social pressures of work leave them extremely fatigued, especially because they may feel the need to “mask” or hide autistic traits to fit in. Even neurotypical folks can find the constant need to be “on” – polite, friendly, and professional – to be draining at first. The strategy here is twofold: manage your energy and build genuine comfort over time. To manage energy, use your breaks as mentioned to recharge. After work, do activities that rejuvenate you: maybe that’s quiet time alone, or exercise, or a hobby. Try not to overschedule your weekends initially – you might need those to recharge. It’s okay to turn down social invitations occasionally if you’re worn out. Simply say, “I might sit this one out, but thanks for inviting me!”. As for building comfort, remind yourself that you don’t have to force deep friendships immediately. Aim for positive working relationships first – being cooperative and kind. As you get to know people, you’ll naturally start feeling more at ease and maybe even enjoy the social side of work. If you experience anxiety in social interactions (like panic before making a phone call or joining a group conversation), prepare some small conversation starters or questions. For instance, asking a coworker about their weekend or their advice on a work task can break the ice. Many people like talking about themselves or giving advice, so it takes pressure off you. Also, if you find you’re masking heavily (hiding your true self to blend in) and it’s exhausting, consider who at work you might be able to be a bit more open with. Sometimes confiding to one friendly colleague that you’re a little shy or you have Asperger’s (if you feel comfortable disclosing) can ease the pressure – a good colleague will then understand and might even help you navigate things. The bottom line: social fatigue is real, and you’re not alone in feeling it. With time, as colleagues turn into familiar faces, it usually gets easier.

Getting Stuck or Not Knowing What to Do Next: There may be moments in your first month when you finish a task and aren’t sure what you should be doing, or you hit a roadblock and your supervisor is busy elsewhere. In school or training programs, things were often structured for you – in work, you’re expected to show a bit more initiative. When you find yourself in this situation, here’s what to do: don’t just sit idle silently (that can give the wrong impression). Instead, take initiative to either find another productive task or ask for guidance. For example, if you completed your assigned task, you might tidy your workspace, organise some files, or do some other small helpful job you know needs doing. Then, when your supervisor or a coworker is available, you can say, “I’ve finished X – is there anything else you’d like me to do, or should I start on Y?”. This shows you’re eager and responsible. If you’re stuck on a problem, try to problem-solve a bit on your own (employers appreciate not running to them for every minor hiccup) – but only to an extent you’re confident is safe and won’t mess things up. If unsure, ask. A good formula is: state the problem and what you’ve considered doing, then ask if that’s okay. E.g., “The customer database froze and I’m not sure the last entry saved. I’m thinking to restart the program – does that sound right, or is there another step?”. This way you’re not just saying “Help, I don’t know,” you’re showing you’ve thought about it. Over the first month, you’ll learn when to self-solve and when to escalate to a supervisor. By week 4, you’ll have a better feel for that balance.

Balancing Work and Personal Life: You might find the adjustment to a working schedule tough – maybe you’re extra tired, or struggling to maintain routines like exercise, chores, or hobbies after work. This is normal when making a big life change (like leaving the relatively flexible school schedule to full-time work). The key is to build routines and healthy habits around work. For instance, set a regular bedtime and wake time that gives you enough sleep – this is often one of the biggest factors in how you cope with each workday. Plan your breakfasts and lunches so you’re well-fed (hanger and work don’t mix!). If you have medications or health routines, figure out how to integrate those into your workday (e.g., setting an alarm for medication if needed, so you can take it during a break). Many new workers temporarily let hobbies slide due to time constraints, but try to keep at least one enjoyable activity in your week that isn’t work-related – it helps prevent burnout. It could be as simple as watching a favourite show, gaming for an hour, or going for a run – whatever fills your bucket. And don’t feel guilty about the time you’re not at work. Work is important, but so is your mental health. Keeping a balance will actually help you be more effective on the job. Over time, you’ll adjust to the schedule and can gradually add more activities back into your week.

If any challenge feels overwhelming or you’re unsure how to handle something, reach out for support. This could be talking to a trusted friend or family member, contacting a mentor or support worker, or even utilizing an Employee Assistance Program if your workplace has one (many larger employers offer confidential counseling/coaching services). For school leavers with disability, your support network might include your Next Gen Youth Employment coach or support coordinator – these people are there to help you brainstorm solutions and advocate if needed. You don’t have to figure everything out alone. The first month is a big adjustment, but with the right strategies and supports, you will get through it and grow in confidence.

How Next Gen Youth Employment Can Help You Succeed in Work

Stepping from school into the workforce is a huge transition – and you don’t have to do it solo. Next Gen Youth Employment is here to support young people (especially those with disabilities) through that transition, not just up to the start line. In fact, if you’re participating in the NDIS School Leaver Employment Supports (SLES) program with Next Gen, our support continues even after you land a job or work trial. The goal is to help you stay in work, not just get work. We understand that those first days and weeks in a new job are critical, and having someone in your corner can make all the difference.

So, how can Next Gen Youth Employment support you around your work trials and early employment? Here are some of the ways:

Pre-Work Preparation: Before you even start the job, Next Gen can help you prepare for Day 1. This might include practicing your commute (travel training), planning out your morning routine so you arrive on time, or doing role-play to practice introducing yourself and asking questions. If you’re anxious about the unknown, our youth coaches can walk you through what to expect on your first day in detail, so it feels more predictable and less scary. We can also assist with organising things like work clothing or uniforms in advance, and ensuring you have all necessary documents ready. By setting up these routines early, you build confidence that you can handle the practical aspects of working life.

On-the-Job Coaching and Mentoring: In the early stages of your employment, Next Gen can provide ongoing mentoring and support while you learn the ropes. This might mean a coach checking in with you regularly (daily or weekly) to see how you’re coping, helping you problem-solve any issues that arise, and giving encouragement. If you consent and the employer is on board, sometimes a support coach can even attend the workplace with you for short periods to observe and assist (for example, quietly prompting you on tasks or helping explain duties in a way that makes sense to you). Our approach is not to do the job for you, but to be a safety net as you gain independence. Think of it like having a trusted guide on speed dial – if you’re unsure or stressed, you can talk it through with your Next Gen mentor and come up with a plan. This kind of on-the-job support is a key part of SLES: “SLES offers ongoing support once a job has been secured, ensuring that participants have access to resources that can help them navigate workplace challenges”. In other words, we stick with you through that probation period to help address challenges as they come, so that you’re more likely to not only find employment but also maintain it successfully.

Setting Goals and Tracking Progress: Remember those goals and expectations we talked about setting during your first month? A Next Gen Youth Employment coach can help you with that from the sidelines. Together, we can set personal goals for your work – for example, improving your customer greeting skills, or mastering a certain task by the end of month one – and then celebrate with you when you achieve them. We’ll also help you track your progress and adjust goals as needed. If your ultimate aim is to transition from a work trial into a permanent job, we will strategise with you on how to impress during the trial. If your goal is to increase your work hours gradually as you build stamina, we’ll liaise with your employer to plan that out. Having structured goals keeps you motivated and gives you clear steps to work towards, which can be very reassuring in the chaotic early days of a job.

Building Confidence and Problem-Solving Skills: One of the biggest benefits of SLES support during employment is having a coach to turn to when you’re unsure how to handle something. Maybe you’re not sure how to talk to your manager about needing an accommodation (like a quieter workspace), or perhaps you had a conflict with a coworker and don’t know how to resolve it. Your Next Gen coach can guide you through these tricky situations. We often do a bit of role-playing or brainstorming to help you find the right words and approach. For example, if you need to ask for extra training on a task you find confusing, we might practice that conversation together so you feel comfortable. Or if you’re experiencing bullying or misunderstandings, we can advise you on your rights and help you report issues appropriately. By coaching you through these scenarios, we’re not just solving the immediate issue – we’re teaching you how to advocate for yourself and handle problems, which are lifelong skills. Our support is individualized: some people might need more help with social aspects, others with task management or anxiety coping techniques. We meet you where you’re at.

Routine and Stability: Many young people with disability benefit from having consistent routines and external structure. Going from school (a very structured environment) to a workplace that might be less structured can be destabilising. Next Gen Youth Employment helps you build new routines around work. That could include planning your weekly schedule together (work, therapy appointments, rest, etc.), creating checklists for daily work prep (pack lunch, lay out uniform, etc.), and even setting up prompts or alarms to help with time management. If organisational skills are a challenge, we step in with tools and strategies – for instance, using visual schedules or phone reminders. We’re basically your partner in making sure the life parts (transport, time, self-care) align smoothly with your work parts. Over time, this routine-building boosts your independence. In an official NDIS sense, SLES is about capacity building – and we truly see that once a person is comfortable in their work routine, their capacity grows. They may start needing less and less support as confidence soars. Our mission is to scaffold you during that early phase so that eventually, you can fly solo confidently.

Continued Skill Development: Even after you’ve started a job, learning shouldn’t stop. Next Gen can supplement what you’re learning at work with additional training or practice outside of work hours if needed. For example, if your job is in retail and requires using a cash register, we could run practice drills in our training space to help you get extra comfortable with handling transactions. If you’re in an office role and need to improve typing or using a certain software, we can support with that too. We also focus on “soft skills” – communication, teamwork, stress management – which are crucial to keeping a job. Through one-on-one sessions or group workshops, we reinforce these skills so you can apply them on the job. The NDIS “Finding and Keeping a Job” supports recognise that sometimes ongoing training and capacity building are needed for a young worker to thrive. That’s exactly what we offer. We ensure that as you encounter new challenges at work (maybe your boss gives you a new responsibility in month two), you’re equipped to handle them. SLES support is tailored to each individual, so if your friend needed help with travel training but you drive yourself just fine but struggle with workplace social cues – we’ll focus on the social cues with you. This personalized approach means you’re not left floundering when work gets tricky; you have a trusted coach to turn to.

Liaising with Employers: Next Gen Youth Employment also works on the other side of the equation – with employers – to foster understanding and supportive workplaces. With your permission, we can talk to your employer about simple accommodations or strategies that help you perform your best. We explain the benefits of inclusive hiring and how investing a bit of patience in a new employee (like allowing you extra time to learn tasks) can pay off with a loyal, productive worker. If any issues arise, we can act as an intermediary to resolve misunderstandings. For instance, if you’re too nervous to bring up an issue directly with your boss, we can, at your request, facilitate a meeting or suggest solutions to them. Many employers appreciate this input, as it helps them retain staff. The NDIS actually encourages providers to help participants not just find but also keep a job, and that often involves ongoing communication and support in the workplace. Think of us as your support team coordinating with your work team to make sure everyone is set up for success.

Ultimately, Next Gen Youth Employment is committed to seeing you succeed in your job and beyond. Our SLES program is not a one-off job placement service – it’s a comprehensive support system that remains by your side through the early stages of employment. We celebrate your wins (first paycheque! positive feedback from your boss!) and we help you navigate the tough spots (first mistake, first conflict, or days when you feel like quitting). We know that finding a job is a big milestone, but keeping that job and growing in it is equally important. By providing structure, coaching, and encouragement, we aim to reduce the risk of a young person with a disability dropping out of employment due to challenges that could be overcome with the right support. In Next Gen’s experience, this approach works: many school leavers with disabilities have not only secured jobs but maintained them long-term thanks in part to the ongoing mentoring and personalised help through SLES. We want you to be one of those success stories!

Ready to Succeed? – You’ve Got This!

Your first month at work will surely be a learning experience – full of highs (like that first paycheck or praise from a customer) and maybe a few lows (like days you mess up or feel overwhelmed). But with the tips and strategies outlined here, you are setting yourself up for success. Remember to take it one day at a time: Day 1 is about soaking up information and making a good first impression. Week 1 is about finding your feet and beginning to understand the workplace culture. Weeks 2–4 are about building confidence, improving your skills, and proving yourself through the probation period. Along the way, use your support systems – whether it’s a mentor, family, friends, or a program like Next Gen Youth Employment’s SLES – to help you tackle challenges. You’re not alone in this journey. As you’ve seen, even the most seasoned workers had to start somewhere and learn by trial and error.

Most importantly, believe in yourself. You were hired for a reason – someone saw potential in you. Your employer chose you out of other candidates, which means they believe you can do the job. Keep reminding yourself of that on the tough days. With time, tasks that seem hard now will become second nature. The workplace that feels unfamiliar will become a comfortable community. And you will go from the “new kid” to a valued team member. Give yourself grace to learn and grow during that first month and beyond.

If you need any help or extra support in your employment journey – from preparing for day one to thriving in month one and achieving long-term success – Next Gen Youth Employment is here for you. We specialise in helping school leavers with disability find and keep meaningful jobs, and we’re just a phone call or email away. Don’t hesitate to reach out to us for personalised assistance, coaching, or even just reassurance as you navigate this new chapter. Your success is our success, and nothing makes us happier than seeing our clients shine in their new roles.

Ready to take the next step? If you’re a young person (or a parent of one) who could use support in the transition from school to work, contact Next Gen Youth Employment today. We can answer your questions, help you access NDIS funding for SLES if you haven’t already, and work with you one-on-one to ensure your first job is a positive, lasting experience. With the right support and mindset, you can not only ace your first month at work, but lay the foundation for a fulfilling career ahead. Congratulations on your new job – now let’s make sure you stay and succeed in it!