YWs may say they understand when they do not due to:

• lack of confidence
• fear of speaking up (especially if they've already asked for help)
• worry about asking a 'dumb question'
• not wanting to admit they can't remember information, training, instructions, etc
• wanting to impress
• struggling to learn technical terms and jargon

"Sell" safety by communicating OHS messages in ways that are specifically tailored toYWs. For example, use safety stories about issues specifically affecting YWs to get their attention and ensure messages are both relevant and interesting. This is far more likely to be effective than taking a "one-size-fits-all" approach to OHS communication in the workplace.

Get YWs to complete the workplace safety quiz to find out what they know about OHS. After giving YWs short, clear instructions, ask open questions to check their understanding e.g. "To be safe, would you do it this way or that way?" rather than simply asking YWs, "Do you understand?".

Stop what you are doing and encourage YWs to continue talking by saying things like “I see, uh-huh, yes, mmm”. Let them finish speaking without interrupting and avoid nodding excessively or using other body movements to try and hurry them up.

Rephrase and repeat what was said to check the main points, e.g "So you can't reach the things on the top shelf without over-stretching and you want a step-ladder?" or "John always asks you to stock the cool-room but hasn't given you a jacket or gloves to wear?"

If you don’t have time to speak to the YW, say something like, “Can we meet later? I’m too rushed to talk now.”

WARNING!! If you have to tell a YW you're unavailable, always arrange a more suitable time and keep them informed about what is going to happen and when.

YWs are still developing their ability to read facial expressions accurately. This can sometimes cause misunderstandings and communication problems.

Try to open conversations with a smile and positive body language. Positive body language includes: facing the YW, leaning forward, nodding and keeping steady eye contact to show YWs you are listening. Make sure your body language communicates to YWs that you are keen to hear what they have to say.

Avoid things such as: rolling eyes, sighing heavily, crossing arms, hands on hips, doodling, fidgeting, using mobile phones and not making eye contact. Again, avoid excessive nodding or other body movements aimed at hurrying YWs up. 

Give YWs plenty of praise and encouragement when they work safely, using positive rather than negative feedback where possible e.g. “Good to see you looking after your back and lifting those things properly!” vs. “Watch out you don't hurt yourself".

Avoid angry confrontations by carefully explaining rules and acceptable workplace behaviour, such as:

• wearing suitable clothes and shoes.
• having a neat and tidy appearance (if this is required).
• using any PPE supplied.
• not arriving late or leaving early.
• treating managers, co-workers, visitors and/or customers with courtesy and respect.
• no swearing, bullying, name-calling, workplace initiations or harassment of any kind.
• following all safety policies and procedures.
• using tools and equipment safely and carefully.
• not arriving at work under the influence of alcohol or other drugs.
• not arriving at work while recuperating from a hang-over.
• no aggressive or abusive behaviour.
• no unauthorised borrowing, stealing or misuse of workplace property.

Being critical, shouting, or ignoring YWs is likely to shut down communication. Model polite and courteous behaviour for YWs.  Say “please” and “thank you”, be on time, return messages and apologise for mistakes.

When YWs believe employers and supervisors don't care what they think, they may develop a similar attitude towards management. Rather than lecturing or "talking at" YWs, provide genuine opportunities for them to join in conversations and communicate about OHS. This encourages YWs to be safe and helps prevent a communication "shut down".

YWs often feel like the least important people in their workplace. YWs appreciate and feel more comfortable when employers and supervisors use their name and take the time to treat them as a "real" employee. 

Improve communication with YWs by showing an interest in them and their lives. Before handing out instructions, try asking something like, “Hi Anna, how are you?” or “How’s your week been, Alex?” and then listening to their reply. 

YWs love sharing a joke but be very careful when using humour, especially sarcasm. It's highly likely that not everyone will get the joke or find it amusing and some YWs may even be offended. Slang can also be very difficult for YWs to understand.

Take care with YWs, particularly those from non-English speaking backgrounds, as they may not understand the difference between a joke and genuine instructions or information. A misunderstanding with language can easily lead to dangerous mistakes.

Give YWs smaller chunks of OHS information rather than several pages of written information or lengthy, detailed instructions. Break instructions and information down into small steps and explain each one separately.

Trying to cram everything in at once will almost certainly lead to YWs forgetting or not understanding the important information being provided. The longer the cram session the worse it will get.

YWs' are far more motivated to learn new skills if they have to teach them to someone else. After training YWs to complete a new task, get them to teach it to a co-worker. It doesn't matter if the co-worker already knows how to complete the task. Having to think through the various steps involved and explain how and why each one needs to be done will help YWs remember how to do the job correctly and safely.

Help YWs understand their OHS responsibilities. Encourage them to contribute to the workplace safety culture. Invite YWs to discuss OHS issues, offer suggestions and see that their input is valued. Make it clear that management expects them to take responsibility for safety along with everyone else in the workplace.

Talk to YWs about the negative consequences of unsafe behaviour on their life rather than the organisation's, e.g.

"We only do things safely around here. I can't keep employees who don't understand and follow through on that".

"You'll be really badly hurt if...your hand gets caught in that / those chemicals spill on you / that falls on you, etc".

“Accidents cost the business money and less money means less shifts available for casual staff”.

"You won't be playing football/netball for a while if you drop that on your feet".

"You won't be too popular around here if someone's injured because you keep ignoring spills/hazards/procedures".