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How to Deal with Difficult Conversations at Work

Starting a new job can bring exciting opportunities, new experiences and the chance to develop valuable skills. However, working with different people also means that disagreements, misunderstandings and uncomfortable situations can sometimes happen.

You might need to tell a colleague that something is bothering you, ask your manager for clarification, respond to negative feedback or explain that you are struggling with a particular task. These situations can feel uncomfortable, especially if you are new to the workplace or worried about making the wrong impression.

Learning how to handle difficult conversations at work is an important part of developing professional communication skills. Avoiding a problem might feel easier in the moment, but an unresolved misunderstanding can sometimes become more difficult to deal with over time.

The good news is that difficult conversations do not have to become arguments. With preparation, patience and respectful communication, you can express your concerns, listen to other perspectives and work towards a practical solution.

Why Are Difficult Conversations at Work Important?

Every workplace brings together people with different personalities, experiences and ways of communicating. Even when everyone has good intentions, differences in expectations or working styles can lead to misunderstandings.

For example, a colleague might regularly give you tasks without explaining the deadline. Your manager might provide feedback that you find difficult to accept. Alternatively, you might feel that another team member is not listening to your ideas.

If these situations are ignored, they can affect teamwork, confidence and working relationships.

Having a constructive conversation gives everyone an opportunity to understand the problem and consider what could improve. It can also help you develop confidence, emotional awareness and problem-solving skills.

Difficult conversations are not about proving that you are right or making someone else feel wrong. They are about communicating honestly and finding a way forward.

1. Prepare Before Having Difficult Conversations at Work

One of the biggest mistakes people make is starting an uncomfortable conversation without thinking about what they want to say.

If you are frustrated or upset, it can be tempting to speak immediately. However, reacting without preparation might make the situation more complicated.

Before approaching the other person, take some time to understand the issue.

Ask yourself:

What exactly has happened?
Why is it causing a problem?
What do I want the other person to understand?
What outcome would help resolve the situation?
Is there anything I might have misunderstood?

Try to focus on specific events rather than making assumptions about someone’s personality or intentions.

For example, instead of thinking, “My colleague never respects my time”, identify the actual issue: “The information I needed for my task was sent after the agreed deadline.”

This gives you something clear and practical to discuss.

Preparation does not mean writing a speech or planning every response. It simply helps you approach the conversation with a clearer understanding of what needs to be addressed.

2. Choose the Right Time and Place

The environment can make a significant difference to how a difficult conversation develops.

Discussing a sensitive issue in front of other colleagues might make someone feel embarrassed or defensive. Trying to have an important conversation when either person is rushing, stressed or distracted may also make it harder to communicate effectively.

Where possible, choose a suitable time and a private setting.

You could say:

“Could we arrange a few minutes to discuss something about the project? I would like to make sure we are both clear about the next steps.”

This gives the other person an opportunity to prepare rather than feeling unexpectedly confronted.

If the conversation involves your manager, you could request a short private meeting. If it concerns a colleague, a calm one-to-one discussion may be a useful starting point.

The aim is to create an environment where both people can speak openly without unnecessary interruptions.

3. Communicate Clearly and Respectfully

How you communicate is just as important as what you want to say.

When discussing a problem, try to use clear language and explain how the situation has affected your work.

Avoid personal comments, accusations or statements that make the other person feel attacked.

For example:

Instead of saying, “You never explain anything properly”, try:

“I sometimes find it difficult to complete the task when I am not sure about the instructions. Could we go through the requirements together?”

The second approach identifies the problem and suggests a way to improve the situation.

It can also help to use phrases such as:

“I would like to understand what happened.”
“Could you explain what you meant?”
“I see the situation differently.”
“Can we discuss how to improve this?”
“I want to make sure we are working towards the same outcome.”

Respectful communication does not mean avoiding difficult subjects. It means addressing them without unnecessary blame or hostility.

4. Listen to the Other Person’s Perspective

A conversation should involve listening as well as speaking.

When you are concerned about something, you might already have an idea of what happened and why. However, the other person may have information or circumstances that you do not know about.

Give them an opportunity to explain their perspective.

Listen without interrupting, and ask questions if something is unclear.

For example:

“Can you help me understand why the deadline changed?”

“Was there anything that made the task difficult to complete?”

“What do you think would help us avoid this happening again?”

Active listening can help you understand the actual issue rather than responding only to your initial assumptions.

You do not have to agree with everything the other person says. However, understanding their perspective can make it easier to identify common ground and discuss possible solutions.

5. Stay Calm When Emotions Become Difficult

Some workplace conversations can bring strong emotions. You might feel frustrated, disappointed, nervous or even embarrassed.

The other person might also react emotionally, particularly if they feel criticised or misunderstood.

Try to remain calm and avoid responding immediately to comments that upset you.

If the conversation becomes tense, consider slowing it down. Take a moment to think about what has been said before responding.

You could say:

“I think we both want to resolve this. Can we take a moment and look at the main issue?”

If necessary, suggest continuing the discussion later when both people have had time to reflect.

Staying calm does not mean ignoring your feelings. It means choosing how to respond rather than allowing frustration to control the conversation.

6. Learn How to Respond to Feedback

Receiving feedback is a normal part of professional development. However, not all feedback is easy to hear.

Your manager might explain that a task needs improvement, a colleague might suggest a different approach or someone might point out a mistake.

It can be tempting to become defensive, particularly if you have worked hard on something.

Instead, try to understand what the feedback is telling you.

Ask questions such as:

Which part of my work needs improvement?
Could you show me an example?
What would you recommend doing differently?
Is there anything I should practise or learn?

Constructive feedback can help you identify areas for development and improve your performance.

If you disagree with the feedback, you can explain your perspective respectfully. You are allowed to ask for clarification rather than simply accepting something you do not understand.

Remember that feedback about a particular task does not define your value as a person or employee.

7. Find a Solution Instead of Focusing on Blame

Once everyone understands the problem, the next step is to consider what can be done to improve the situation.

Spending the entire conversation discussing who made a mistake might not help resolve the issue.

Try to focus on practical actions that both people can understand and agree upon.

For example, if a team regularly misses deadlines because responsibilities are unclear, you could suggest:

Agreeing who is responsible for each task.
Setting clear deadlines.
Sharing important updates earlier.
Checking progress before the final deadline.
Asking for help when a problem first appears.

A solution does not always have to be complicated. Sometimes, a simple change in communication or organisation can prevent the same problem from happening again.

The important thing is to leave the conversation with a clearer understanding of what happens next.

8. Know When to Ask for Support

Not every workplace problem can be resolved through an informal conversation.

If you have tried to address an issue but it continues, or if the situation involves bullying, harassment, discrimination, threats or other serious behaviour, you should not feel that you have to manage it alone.

Depending on your workplace, you may be able to speak to:

Your line manager.
Another trusted manager.
The human resources team.
A workplace mentor.
A trade union representative, if you are a member.

Check your employer’s policies to understand the appropriate way to raise a concern.

In the UK, Acas provides guidance on raising problems at work, including when informal discussions may be appropriate and when a more formal process may be needed.

Keeping a factual record of relevant incidents, dates and communications may also help if you need to explain what has happened.

Seeking support is a responsible step when a situation is difficult or cannot be resolved safely through direct communication.

9. Follow Up After the Conversation

A difficult conversation should ideally lead to a clear understanding of what happens next.

Before ending the discussion, summarise any actions that have been agreed.

For example:

“Just to confirm, I will send the updated information by Wednesday, and we will check the project progress together on Friday.”

This helps reduce the possibility of another misunderstanding.

If the issue involved a change in responsibilities, deadlines or expectations, make sure you understand what has been agreed and whether anything needs to be confirmed in writing.

You can also check whether the situation has improved after some time.

Following up demonstrates that you are taking the discussion seriously and are interested in finding a lasting solution.

10. Build Your Confidence Through Practice

Handling difficult conversations is a skill that develops with experience.

You might feel nervous the first time you raise a concern with your manager or explain a disagreement to a colleague. That is normal, particularly when you are starting your career.

However, every experience can help you understand how to communicate more effectively.

You can practise by:

Preparing what you want to say before a meeting.
Practising difficult situations with someone you trust.
Learning to ask clear and respectful questions.
Listening carefully during everyday conversations.
Reflecting on what went well after a discussion.

You will not handle every conversation perfectly, and that is okay. The aim is to keep improving your ability to communicate professionally and confidently.

These skills can support you throughout your career, whether you work in an office, retail, hospitality, education, construction or another sector.

A Simple Checklist Before a Difficult Workplace Conversation

If you need to raise an issue at work, use this checklist to prepare:

Understand the issue: Identify exactly what needs to be discussed.
Check the facts: Separate what you know from what you assume.
Choose the right setting: Find an appropriate time and private place.
Plan your message: Think about what you want the other person to understand.
Listen carefully: Give the other person an opportunity to explain.
Discuss solutions: Focus on practical improvements rather than blame.
Agree on next steps: Make sure everyone understands what happens next.
Seek support if needed: Use the appropriate workplace channels for serious or unresolved concerns.

You do not need to memorise every point. Use the checklist as a reminder that preparation and respectful communication can make difficult discussions more manageable.

Final Thoughts: Good Communication Builds Stronger Working Relationships

Difficult conversations are part of working with other people. You may not always agree with your colleagues, understand every decision or feel comfortable raising a concern.

However, learning to communicate openly and respectfully can help you handle these situations more confidently.

Remember to prepare before speaking, listen to different perspectives, focus on solutions and ask for support when necessary.

If you are starting your first job or developing your career, these skills are just as important as technical knowledge. They can help you become a stronger team member, build professional relationships and deal with challenges more effectively.

At I’M MORE, we believe that developing confidence and communication skills can open doors to new opportunities.

Speak with respect. Listen with understanding. Find a way forward.

How to Manage Self-Doubt When Starting Something New

Starting something new can be exciting, but it can also bring feelings of uncertainty. Whether you are applying for your first job, starting a course, learning a new skill or meeting new people, stepping outside your comfort zone can make you question yourself.

You might wonder whether you are good enough, whether you will make mistakes or whether other people will judge you. Sometimes, these thoughts become so overwhelming that you begin to delay taking action.

This is known as self-doubt. It is something many people experience, particularly when facing unfamiliar situations or important changes.

The good news is that learning how to manage self-doubt does not mean you have to become confident overnight. It means understanding your thoughts, recognising your abilities and finding practical ways to move forward, even when you feel uncertain.

At I’M MORE, we believe that personal development starts with recognising your potential and giving yourself the opportunity to grow. You do not need to know everything before taking your first step.

How to Manage Self-Doubt and Understand Why It Happens

Self-doubt is when you question your abilities, decisions or potential to succeed. It can make you feel that you are not capable of doing something, even when you have the skills or opportunity to try.

For example, imagine you have found a job opportunity that interests you. You meet most of the requirements, but you start thinking:

What if I am not experienced enough?
What if I make a mistake during the interview?
What if they choose someone better than me?
What if I cannot handle the responsibilities?

These thoughts can affect your confidence and stop you from applying.

Self-doubt can develop for several reasons. Previous negative experiences, criticism, fear of failure, comparing yourself with others and worrying about other people’s opinions can all influence how you see yourself.

Sometimes, it happens simply because you are doing something unfamiliar.

Understanding where your self-doubt comes from is an important first step. It helps you recognise that questioning yourself does not automatically mean you are incapable.

1. How to Manage Self-Doubt by Recognising Negative Thoughts

One of the first ways to manage self-doubt is to become aware of the thoughts that are affecting your confidence.

You might automatically assume that you will fail before you have even tried. You may focus on what you cannot do rather than recognising what you could learn.

For example, instead of thinking, “I have never done this before, so I will probably get it wrong”, try asking yourself, “What can I learn from giving this a try?”

The situation has not changed, but your approach to it has.

When negative thoughts appear, pause and consider whether they are based on facts or assumptions.

Ask yourself:

Do I have evidence that I cannot do this?
Am I expecting myself to be perfect?
Would I speak to a friend in the same way?
What is another way of looking at this situation?

You do not need to ignore every concern. Some worries can help you prepare, but they should not automatically decide what you are capable of achieving.

2. How to Manage Self-Doubt When Comparing Yourself with Others

It is easy to compare your progress with friends, classmates or people you see online.

You might see someone starting a successful career, completing a qualification or achieving something you have been working towards. This can make you feel that you are falling behind.

However, comparison rarely gives you the full picture.

You do not always know what challenges another person has faced, how long they have been working towards their achievements or what support they have received.

Everyone has different experiences, opportunities and responsibilities. Your progress does not have to look like someone else’s.

Instead of asking why you are not at the same stage as another person, focus on what you can do to improve your own situation.

You might be taking your first steps towards employment while someone else is already established in their career. Both journeys are valid.

Concentrating on your own development can help you build confidence without creating unnecessary pressure.

3. How to Manage Self-Doubt When Starting Something Unfamiliar

A common reason people experience self-doubt is the belief that they must be fully prepared before trying something new.

You might feel that you need more experience before applying for a job, more knowledge before joining a course or more confidence before speaking in front of a group.

Preparation is useful, but waiting until you feel completely ready can prevent you from gaining valuable experience.

Nobody knows everything when they begin something unfamiliar. Learning is a process that involves asking questions, making mistakes and gradually developing new skills.

For example, your first job application might not be perfect. Your first presentation might make you nervous. Your first attempt at learning a digital skill might take longer than expected.

These experiences are part of developing your abilities.

Give yourself permission to be a beginner. You are allowed to learn as you go.

4. Break New Challenges into Smaller Steps

When you look at a big challenge, it can feel much more difficult than it actually is.

Imagine that you want to return to education after spending time away from learning. You might worry about completing assignments, meeting new people, understanding the lessons and managing your time.

Thinking about everything at once can increase self-doubt.

Instead, break the challenge into smaller actions.

For example:

Main goal: Start a new learning course.

Research courses that match your interests.
Find out what the entry requirements are.
Contact the training provider with any questions.
Complete the registration process.
Attend the first session.
Set aside time to practise what you learn.

Each action gives you something manageable to focus on.

Completing smaller tasks can also help you recognise your progress. As you become more familiar with the process, the larger challenge may start to feel less intimidating.

You do not have to complete everything in one day. Focus on the next practical step.

5. Focus on Your Strengths and Previous Achievements

Self-doubt can make you forget the things you have already achieved.

You might concentrate so much on what you cannot do that you overlook your existing skills, experiences and personal qualities.

Take some time to think about situations where you have overcome a challenge, learned something new or helped someone else.

Perhaps you have:

Supported a family member or friend.
Managed an important responsibility.
Completed a difficult assignment.
Learned how to use new technology.
Worked as part of a team.
Solved a problem independently.

These experiences can demonstrate valuable abilities, even if they did not happen in a formal workplace.

For example, helping to organise an event could involve communication, planning and teamwork. Supporting someone with a task could demonstrate patience and problem-solving.

Write down your strengths and achievements. When self-doubt appears, use this list as a reminder that you already have abilities you can build upon.

Your experience has value, even if you are still discovering what you want to do next.

6. Stop Expecting Perfection

Trying something new often means making mistakes. However, the fear of getting things wrong can make you reluctant to begin.

You might spend too much time planning, checking every detail or waiting for the perfect moment.

This can create unnecessary pressure.

Instead of aiming for perfection, aim for progress.

If you are learning a new skill, focus on improving gradually rather than expecting yourself to master it immediately.

If you are preparing a CV, create a first version and improve it as you receive feedback.

If you are practising for an interview, remember that you do not need to memorise every answer. Understanding how to communicate your experiences is more useful than trying to deliver a perfect performance.

Mistakes can show you what needs to improve. They do not define your ability or your future.

Allow yourself to make progress without expecting every attempt to be successful.

7. Build Confidence Through Action

Many people believe they need confidence before they can take action. In reality, taking action can be one of the ways confidence develops.

Think about learning to ride a bicycle, use new software or speak to unfamiliar people. You might feel uncertain at first, but repeated practice can make the experience more comfortable.

The same principle applies to personal and professional development.

If you want to become more confident in interviews, practise answering questions.

If you want to improve your communication skills, look for opportunities to contribute to conversations.

If you want to develop your digital skills, spend time using unfamiliar tools and learning how they work.

Start with situations that feel manageable and gradually introduce more challenging experiences.

Each time you take action despite feeling uncertain, you give yourself an opportunity to learn something about your abilities.

Confidence does not always arrive before the first step. Sometimes, it develops because you were willing to take that step.

8. Surround Yourself with Supportive People

The people around you can influence how you feel about yourself and your decisions.

Supportive friends, family members, teachers, tutors and mentors can help you recognise your strengths and consider opportunities you might not have noticed.

If you are struggling with self-doubt, talk to someone you trust.

You do not need to have all the answers before asking for advice. Sometimes, explaining your worries to another person can help you understand them more clearly.

You could ask someone to:

Review your CV.
Help you prepare for an interview.
Practise a presentation with you.
Explain a new learning opportunity.
Give constructive feedback on your work.

It is also important to remember that asking for support is not a sign of weakness. It is a practical way of developing your knowledge and confidence.

If self-doubt becomes persistent and significantly affects your everyday life, speaking to a qualified professional may also be helpful.

9. Celebrate Progress, Not Just Results

When working towards something important, it is natural to focus on the final outcome.

You might measure success by whether you get the job, pass the course or achieve a particular result.

However, focusing only on the outcome can make you overlook the progress you make along the way.

For example, submitting a job application is an achievement, even if you do not receive an interview. Attending a new course is progress, even if some lessons feel challenging.

Recognising these smaller achievements can help you stay motivated.

Try keeping a simple record of your progress. At the end of each week, write down three things you have done that moved you forward.

They do not need to be major achievements. Completing a task you had been avoiding, asking a question or trying something unfamiliar can all count.

The aim is to recognise that personal development happens through a series of small experiences.

10. Give Yourself Time to Grow

Managing self-doubt is not a one-time achievement. There may be situations where you feel confident and others where uncertainty returns.

That does not mean you are going backwards.

Personal development takes time, and everyone learns at a different pace. Some challenges may feel easier after a few attempts, while others may require more practice and support.

Be patient with yourself and avoid expecting immediate changes.

You can also review your progress regularly. Think about what has become easier, which skills you have developed and what you would like to work on next.

If your original approach is not working, consider changing it. You might need more preparation, a smaller starting point or additional support.

The important thing is to keep giving yourself opportunities to learn and improve.

A Simple Exercise to Help You Manage Self-Doubt

If you are about to start something new, try this short exercise before taking action.

Step 1: Identify the challenge.

Write down what you want to try. For example, applying for your first job or joining a training course.

Step 2: Identify your concerns.

List the thoughts that are making you hesitate. Be honest about what you are worried might happen.

Step 3: Challenge those thoughts.

Ask yourself whether your concerns are facts or assumptions. Think about what you could do to prepare.

Step 4: Identify your strengths.

Write down three skills, experiences or personal qualities that could help you.

Step 5: Choose one small action.

Decide what you can do today. It could be researching an opportunity, updating your CV or asking someone for advice.

Step 6: Recognise your effort.

Once you have completed the action, acknowledge that you have made progress.

You do not need to feel completely confident before beginning. You only need a manageable first step.

Final Thoughts: You Can Grow Beyond Self-Doubt

Starting something new can bring uncertainty, questions and uncomfortable feelings. However, these experiences do not mean you should stop yourself from exploring new opportunities.

Learning how to manage self-doubt is about recognising negative thinking, understanding your strengths, accepting that mistakes are part of learning and taking practical action despite uncertainty.

You do not have to compare your progress with anyone else. You do not have to know everything before you begin, and you certainly do not have to be perfect.

At I’M MORE, we believe that everyone deserves the opportunity to discover their abilities, develop confidence and take positive steps towards their future.

Whether you are looking for employment, returning to education or learning something completely different, remember that every new experience gives you an opportunity to grow.

Believe in your ability to learn. Give yourself permission to try. Your next opportunity could begin with one small step.

How to Set Realistic Goals and Actually Achieve Them

Everyone has something they would like to achieve. You might want to find a job, return to education, learn a new skill, improve your confidence or make a positive change in your everyday life. Having ambitions is important, but knowing how to turn those ambitions into action can sometimes feel difficult.

You might start with plenty of motivation, make a long list of things you want to do and imagine how different life could look. However, after a few days, the excitement can disappear. Other responsibilities get in the way, progress feels slow and the goal that once seemed achievable starts to feel overwhelming.

The problem is not necessarily a lack of ability or determination. Sometimes, the goals we set are too broad, too ambitious or difficult to fit into our current circumstances.

Learning how to set realistic goals can make a real difference. Instead of expecting everything to change overnight, you can create a practical plan, recognise your progress and build towards something meaningful one step at a time.

Why Is It Important to Set Realistic Goals?

Goals give you something to work towards. They can help you decide what matters, organise your time and recognise the steps needed to make progress.

Without a clear goal, it can be difficult to know where to begin. For example, saying “I want to improve my future” is a positive intention, but it does not explain what you need to do next.

A more practical goal might be:

“I want to improve my employment opportunities by updating my CV and applying for three suitable jobs over the next two weeks.”

This gives you a clearer direction and actions you can complete.

Realistic goals are particularly useful when you are experiencing a period of uncertainty. You might not know exactly which career you want, what you would like to study or where your next opportunity will come from. You do not need to have your entire future planned. You can begin with one achievable objective and learn as you go.

1. How to Set Realistic Goals Based on What You Want

Before creating a plan, take some time to think about what you want to change or improve.

It is easy to set goals based on what other people are doing. Friends might be starting university, getting jobs, travelling or developing successful careers. Seeing their progress can make you feel that you should be doing the same.

However, your circumstances, interests and priorities may be different. A goal should reflect what is important to you, rather than simply copying someone else’s journey.

Start by asking yourself a few questions:

What would I like to improve in my life?
Which skills or experiences would help me move forward?
What am I interested in learning?
What would make me feel more confident?
What is one change I could realistically begin this month?

You do not need to answer everything immediately. Writing down your thoughts can help you identify which areas matter most.

For example, if finding employment is important to you, your first goal might be to understand what types of jobs interest you. If returning to education is your priority, you could begin by researching courses or training opportunities.

The more connected your goal is to your own interests, the easier it can be to stay committed to it.

2. How to Set Realistic Goals Using the SMART Method

One practical way to organise your ambitions is to use the SMART goal-setting method.

SMART goals help turn general ideas into clear objectives that you can work towards and review.

SMART stands for:

Specific: Be clear about what you want to achieve. Avoid goals that are too broad. Instead of saying “I want to get better at communication”, identify the particular skill you want to develop.

Measurable: Decide how you will recognise progress. This could involve completing a task, attending a course, practising a skill or submitting applications.

Achievable: Consider whether the goal is possible with your current skills, experience, time and resources. You can challenge yourself without expecting too much too quickly.

Relevant: Make sure the goal connects with something that matters to you and supports your wider plans.

Time-bound: Give yourself a realistic timeframe. A deadline can help you organise your actions and avoid continually postponing them.

For example, compare these two goals:

“I want to find a job.”

“I will update my CV this week, research suitable entry-level roles and submit three job applications within the next two weeks.”

The second goal is more specific and measurable. It also gives you a timeframe and a series of actions.

Remember that SMART is a planning tool, not a rule that every ambition must follow perfectly. You can adjust your goals as your circumstances and understanding change.

3. How to Break Goals into Smaller Achievable Steps

A large goal can feel intimidating when you look at everything that needs to happen before you reach it.

Imagine that you want to start a new career but have little work experience. Thinking about the entire process might feel overwhelming. You may be considering training, qualifications, applications, interviews and developing new skills all at once.

Instead of trying to complete everything immediately, divide the goal into smaller tasks.

For example:

Main goal: Improve my chances of getting a job.

Week 1: Identify three types of jobs that interest me.
Week 2: Create or update my CV.
Week 3: Research employers and suitable vacancies.
Week 4: Submit applications and prepare for interviews.

Each task gives you something specific to focus on.

You can use the same approach for education, personal development and everyday responsibilities. If you want to complete an online course, begin by choosing the course, planning study time and completing one lesson at a time.

Small steps make progress easier to recognise. They also help you build confidence because you can see what you have already achieved.

4. Set Realistic Goals Around Your Time and Circumstances

A goal might sound achievable in theory but become difficult when you consider your everyday responsibilities.

You may have family commitments, financial pressures, limited access to transport, study responsibilities or other challenges that affect how much time you can dedicate to your plans.

These factors do not mean you should abandon your ambitions. They mean your plan needs to reflect your current situation.

For example, planning to study for three hours every day might not be realistic if you have other responsibilities. Starting with 20 minutes of focused learning on several days each week could be a more manageable approach.

Before committing to a goal, consider:

How much time can I realistically give to this?
What resources or support will I need?
Are there any costs involved?
What could make the goal difficult?
Is there a smaller first step I can take?

Being realistic is not about limiting what you can achieve. It is about creating a plan that gives you a practical opportunity to succeed.

5. Create a Routine to Achieve Your Realistic Goals

Motivation can help you get started, but it does not always stay consistent. Some days you will feel focused and ready to work towards your goals. On other days, you might feel tired, distracted or uncertain.

This is why building a simple routine can be useful.

A routine helps you make time for important tasks without having to decide from scratch every day.

For example, if your goal is to improve your digital skills, you could set aside 20 minutes on Monday, Wednesday and Friday to practise. If you are looking for employment, you could dedicate two mornings each week to researching vacancies and preparing applications.

Choose a routine that fits your lifestyle. It should support your progress rather than create unnecessary pressure.

You can also connect a new activity to something you already do. For example, spend 15 minutes reviewing your goals after breakfast or update your progress every Sunday evening.

Consistency does not mean doing everything perfectly. It means returning to your plan and continuing whenever you can.

6. Track Your Progress and Recognise Small Achievements

When you are working towards a long-term goal, it can sometimes feel as though nothing is changing. This is especially true when the final result takes time.

Tracking your progress helps you recognise the work you are putting in.

You do not need an expensive planner or complicated system. A notebook, calendar or simple digital checklist can be enough.

Record the actions you complete, the skills you develop and the challenges you overcome.

For example, if your goal is to find employment, you might track:

CV completed.
Three suitable job roles researched.
Two applications submitted.
Interview questions practised.
Feedback received and reviewed.

These actions are meaningful progress, even if you have not received a job offer yet.

Remember to recognise your smaller achievements. Completing a CV, attending a training session or asking someone for advice can all be important steps forward.

Celebrating progress can help you maintain a positive attitude and remind you that your efforts matter.

7. Learn from Setbacks Instead of Giving Up

Not every plan will work exactly as expected. You might miss a deadline, receive a rejection, struggle with a new skill or discover that your original goal is no longer right for you.

Setbacks are a normal part of learning and development.

When something does not go to plan, try to understand why before deciding what to do next.

Ask yourself:

What made this task difficult?
Was my deadline realistic?
Do I need more information or support?
Should I change my approach?
What can I learn from this experience?

For example, if you apply for several jobs but do not receive a response, you could review your CV, check whether the roles match your experience or ask someone to provide feedback.

Changing your approach does not mean you have failed. It means you are learning how to move forward more effectively.

It is also important to avoid judging your progress against other people’s timelines. Everyone faces different circumstances, and personal development does not happen at the same speed for everyone.

8. Ask for Support When You Need It

Working towards a goal does not mean you have to do everything alone.

Support from friends, family members, teachers, tutors, mentors or employment advisers can help you think through challenges and identify useful opportunities.

Sometimes, another person can offer a perspective you had not considered. They might help you improve your CV, practise interview questions, understand a course or identify the next step in your development.

You could also share your goal with someone you trust and arrange to check in with each other regularly.

If you are unsure where to begin, asking for guidance is a positive action. It shows that you are taking responsibility for your development and are willing to learn.

9. Review Your Goals and Adjust Your Plan

Your interests, responsibilities and opportunities can change over time. A goal that felt right a few months ago might no longer reflect what you want.

Reviewing your goals regularly gives you an opportunity to consider what is working and what needs to change.

At the end of each week or month, look at your progress and ask:

What have I achieved?
Which tasks are still outstanding?
What has helped me make progress?
What obstacles have I experienced?
Do I need to change my timeframe or priorities?

You might discover that you are progressing well and can take on a new challenge. Alternatively, you may need to reduce the number of tasks or give yourself more time.

Adjusting a goal is not the same as giving up. It is part of creating a plan that remains useful and achievable.

A Simple Goal-Setting Exercise to Get Started

If you are unsure how to put these ideas into practice, try this simple exercise.

Choose one area of your life that you would like to improve. It could be employment, education, confidence, communication or learning a new skill.

Then complete the following steps:

Choose one goal: Write down exactly what you want to achieve.
Explain why it matters: Identify how achieving it could help you.
Break it down: List three to five smaller actions you can take.
Set a timeframe: Decide when you will complete each action.
Identify support: Think about who or what could help you.
Review your progress: Choose a day each week to check what you have achieved.

For example:

Goal: Improve my confidence when applying for jobs.

First action: Research three suitable job opportunities.

Second action: Update my CV to highlight my skills and experience.

Third action: Practise answering common interview questions.

Timeframe: Complete these actions over the next three weeks.

Progress check: Review what I have completed every Sunday.

This simple structure gives you a starting point without requiring you to plan every detail of your future.

Final Thoughts: Progress Starts with One Realistic Step

Setting goals is not about creating a perfect plan or achieving everything as quickly as possible. It is about understanding what matters to you, identifying what you can do and taking consistent steps towards a better future.

You might not know exactly where you want to be in five years. That is okay. You can still make a positive start today by choosing one realistic goal and deciding what your first action will be.

Be patient with yourself, recognise your progress and do not let a setback convince you that change is impossible.

At I’M MORE, we believe that personal development begins with understanding your potential and taking practical steps towards new opportunities. You do not have to have everything figured out before you begin.

Start small. Stay focused. Keep moving forward. Your next step matters.

When Applications and Interviews Become Barriers to Employment

Applying for a job can feel like an opportunity to move forward. But when applications go unanswered or interviews do not lead to an offer, the process can become discouraging. For someone who is already feeling unsure about their future, each setback can make it harder to believe that an employer will give them a chance.

Understanding Job Application and Interview Barriers

There are many factors that can affect how someone gets through an application or interview. Experience, qualifications, preparation and confidence can all play a part. However, access to technology, travel costs, health needs and the way employers recruit can create difficulties too. Understanding these challenges can help us avoid assuming that someone is unemployed because they are not trying.

Recognising Your Strengths When Applying for Jobs

One of the first barriers can be knowing how to write an application. Describing your strengths is not always easy, especially when you have little paid work experience. You might look at a blank application form and feel that you have nothing worth including. Yet helping at home, completing college projects, volunteering or taking part in a team can provide useful examples of responsibility, communication and problem-solving. You can also use the National Careers Service skills assessment to explore your strengths and identify abilities that may support your job search.

Job descriptions can also feel overwhelming. A long list of requirements may make someone rule themselves out before applying. It helps to read the description carefully and separate essential requirements from those described as desirable. You may have relevant experience from a different setting, even if you have never held the same job title.

A CV that is difficult to follow or an application that does not explain how someone meets the role’s requirements can make it harder for an employer to understand their suitability. This is why checking spelling, using a clear layout and giving relevant examples can be useful. These are skills people can learn with guidance; struggling with an application does not mean they would struggle to do the job. For further advice, the National Careers Service CV guidance explains how to organise your CV and present relevant skills and experience.

How Online Applications Can Create Employment Barriers

Online applications bring their own challenges. Not everyone has a reliable internet connection, a suitable device or a quiet place to complete forms. Some recruitment processes involve several websites, assessments and document uploads. For someone who is less confident using technology, the process can become a barrier before they have spoken to anyone. You can explore I’M MORE’s employment and training resources for additional guidance on developing skills and preparing for employment.

Building Confidence Before a Job Interview

Being invited to an interview can bring excitement and worry at the same time. You may know you could do the work but find it difficult to explain your abilities under pressure. Worrying about giving the wrong answer, forgetting your examples or being judged can make it harder to speak clearly. An interview shows how someone responds in that particular situation, but it cannot reveal every quality they would bring to a workplace.

Preparation can make the experience feel more manageable. Reading about the employer, reviewing the job description and preparing a few examples can give you something to draw on. Think about a time you helped someone, solved a problem, learned something or handled a responsibility. Practising your answers aloud can help you explain those experiences in your own words. The National Careers Service interview advice provides practical tips on preparing for interviews and answering common questions.

During an interview, it is reasonable to take a moment to think before answering. You can also ask the interviewer to repeat or explain a question. You do not have to give a perfect speech. The aim is to help the employer understand your experience, your interest in the role and how you approach situations.

Practical Challenges and Workplace Accessibility

Practical circumstances matter too. Travel expenses, caring responsibilities and a lack of suitable interview clothing can add pressure. Health conditions or disabilities may also affect how someone takes part. Employers can help by explaining the interview process clearly, discussing access needs and giving candidates a fair opportunity to demonstrate their abilities.

Dealing With Job Rejection and Building Resilience

One of the most difficult parts is waiting afterwards. When there is no reply or useful feedback, someone may be left wondering what went wrong. It can be tempting to blame yourself, even when you do not know how the decision was made. Another candidate may have had more relevant experience, or the employer’s needs may have changed.

If you are unsuccessful, you can ask politely for feedback and consider whether there is something useful to practise. You do not need to treat every rejection as proof that you must change everything about yourself. Sometimes there is a lesson to take forward; sometimes you simply do not have enough information to know why you were not chosen. For more guidance on developing confidence and recognising your potential, explore The Voice from I’M MORE.

Your Employment Journey Does Not Define Your Worth

Applications and interviews are important stages in finding employment, but they can be challenging for many reasons. People need clear information, practical support and opportunities to show what they can do. If you are finding the process difficult, that does not mean you have nothing to offer. Your confidence can grow with practice and encouragement, and an unsuccessful application does not decide your worth or your future. You can also explore I’M MORE’s on-demand training and learn more about the support available through I’M M ORE.

How Long-Term Health Issues Can Affect Employment and Confidence

Wanting to work but struggling with your health can be frustrating. You may have ambitions, skills and ideas about your future, yet finding a job that suits your needs can feel difficult. When your health affects what you can do each day, searching for work can bring extra challenges that other people may not see or understand.

Long-Term Health Issues and Employment Challenges

Long-term health issues and employment challenges can make finding suitable work difficult. Wanting to work but struggling with your health can be frustrating. You may have ambitions, skills and ideas about your future, yet finding a job that suits your needs can feel difficult. When your health affects what you can do each day, searching for work can bring extra challenges that other people may not see or understand. Understanding the relationship between long-term health issues and employment can help people recognise the challenges they face when searching for suitable work.

Searching for a job already takes energy. Writing applications, preparing for interviews and travelling to meet employers can feel demanding when you are also managing your health. Someone might need regular breaks, flexible hours or time for medical appointments. Finding a role that accommodates these needs can take time, even when the person is qualified and motivated.

There can also be worry about how an employer will respond. Someone may feel unsure about explaining their condition or asking for support. They might fear being judged before having the chance to show their abilities. Conditions that are not immediately visible can bring another difficulty: feeling that you have to explain or prove why something is challenging. Open conversations about long-term health issues and employment can help employers better understand individual needs and provide appropriate support.

Over time, these experiences can affect confidence. When applications lead nowhere, someone may begin to question their value. They might wonder whether an employer will ever see beyond their health condition and recognise what they could contribute. Repeated disappointment can make the next application feel harder to start.

Watching friends or family progress in their careers can bring mixed emotions too. You can feel happy for someone else while feeling sad about your own circumstances. Seeing others earn money, build independence or talk about their working lives may leave you feeling left behind. However, comparing yourself with someone whose circumstances are different can put unfair pressure on you.

Being unable to work, or needing to work fewer hours, can also affect someone’s sense of identity. People often ask what you do for a living, as though employment explains who you are. When you do not have a job, answering that question can feel uncomfortable. Yet a job title cannot describe your kindness, creativity, knowledge or the relationships you build.

Recognising your abilities can be a starting point for rebuilding confidence. Your strengths might include listening, organising, solving problems or supporting others. These qualities still matter, even if your health currently limits how you use them. You do not need to turn every difficult experience into an achievement to deserve respect.

For people who can work, suitable support can make a difference. Depending on the person and the role, this might include flexible hours, changes to tasks, accessible equipment or opportunities to work from home. Understanding what helps you manage your condition can make it easier to identify roles that may suit you. A suitable job should take account of both your abilities and your health needs.

It is equally important to recognise that employment may not currently be possible for everyone. Some people need to focus on treatment, recovery or managing everyday life. That does not make them lazy or mean they have given up. Looking after your health can take considerable effort, even when that effort is invisible to others.

If you are facing these difficulties, you deserve to be heard and supported. Talking to someone you trust or seeking employment advice that takes your health into account may help you explore your options at your own pace. You do not have to have every answer straight away.

Living with a long-term health condition can change your route into employment, but it does not remove your potential or your worth. Whether you are looking for suitable work, working fewer hours or currently unable to work, you deserve understanding. Your contribution to the world is bigger than your employment status.

Living with a long-term health condition can make finding work more challenging, and those difficulties can affect your confidence. Your health needs deserve understanding, and your skills and ambitions deserve recognition. For some people, the right support can make employment possible; for others, looking after their health must come first. Wherever you are in your journey, you deserve respect and encouragement. Your worth is not measured by whether you have a job, how many hours you work or how quickly you move forward.

Additional Resources

Where You Live Shouldn’t Decide Your Chances of Finding Work

Where a young person grows up can have a significant relationship with their chances of moving successfully from education into employment, with new analysis highlighting major differences in NEET rates across different parts of England.

Recent data has drawn attention to areas where particularly high proportions of young people are not in education, employment or training. The government’s independent Young People and Work review found that eight of the ten English local authorities with the highest likelihood of young people being NEET are located in the North of England and the Midlands.

Blackpool stands out particularly strongly. The review reports that almost a quarter of young people in the area are NEET, compared with fewer than one in ten in Bath. Separate research from the Social Mobility Commission also shows that Blackpool continues to experience several overlapping factors associated with becoming NEET, including lower educational attainment, high levels of free school meal eligibility and comparatively high levels of special educational needs.

Other major cities face their own challenges. In Birmingham and Bradford, more than 8% of 16-to-24-year-olds are receiving Universal Credit and looking for work, according to the Young People and Work review. That is more than double the national average of 4.1%.

But these figures should not be interpreted as meaning that young people in certain towns or cities have less ambition. Instead, they demonstrate how local labour markets, education, transport, qualifications, deprivation and access to employers can combine to create very different experiences depending on where somebody lives.

Research from youth employment charity Impetus has consistently shown that even areas located close together can experience very different outcomes. Its analysis of the West Midlands, for example, recorded a 17% NEET rate among young people in Birmingham in the dataset examined, alongside significant differences connected with disadvantage and qualification levels.

London demonstrates the same complexity. Looking only at the capital’s overall employment picture can hide considerable differences between individual boroughs. Impetus research has found substantial variation in NEET outcomes across London, reinforcing the importance of examining communities at a more local level rather than assuming that an entire city experiences the same challenges.

This matters because opportunity is often local.

A young person may be willing to work but still struggle if suitable entry-level employers are difficult to reach. Someone may want an apprenticeship but find limited opportunities within their chosen industry nearby. Others may have qualifications but lack workplace experience, professional connections or access to the careers support that could help them take their next step.

Local employer partnerships can help close some of those gaps. Businesses working alongside schools, colleges, training providers and employability organisations can introduce young people to industries that exist within their own communities and create clearer pathways from education into employment.

Apprenticeships and genuine entry-level positions are particularly important because they give somebody somewhere to begin. Young people cannot build years of experience before somebody gives them their first opportunity.

Qualifications also remain an important part of the picture. Impetus’ wider Youth Jobs Gap research has found that young people from disadvantaged backgrounds are twice as likely as their better-off peers to become NEET, while stronger qualifications are associated with a substantially lower risk of becoming disconnected from education or employment.

However, education alone cannot solve every barrier. Previous Impetus research concluded that improving educational outcomes is necessary but not sufficient to eliminate differences in employment outcomes, highlighting the additional importance of local employability services and careers advice.

That is why understanding local data can be so valuable. If one community has particularly high NEET rates, organisations can look more closely at what young people there actually need — whether that means more employer engagement, apprenticeships, transport options, confidence building, careers guidance, practical training or earlier intervention.

At I’M MORE, we believe every young person deserves the opportunity to build a future defined by potential rather than circumstance.

Where somebody lives will always shape the opportunities immediately around them, but it should not determine what they are capable of achieving. Strong local networks between employers, education providers, apprenticeships and community organisations can help make opportunity more visible and accessible.

Our mission is to help young people Discover, Believe and Become.

NEET hotspots tell us where challenges are concentrated, but they should also help identify where action can make the greatest difference. The goal should be to ensure that whether a young person grows up in Blackpool, Birmingham, London or anywhere else, they have a realistic route towards skills, confidence, employment and a future they can build on.

NEET Numbers Fall Below One Million – But Too Many Young People Still Need Opportunity

The number of young people outside education, employment or training has fallen back below one million, but the latest figures show that the scale of the challenge remains significant.

According to the Office for National Statistics, an estimated 981,000 people aged 16 to 24 were NEET between April and June 2026, equivalent to 13% of young people in this age group. The total fell by around 30,000 compared with the previous quarter, although it remained approximately 30,000 higher than during the same period in 2025.

The quarterly reduction is a welcome movement after the total exceeded one million during the first three months of 2026. However, the ONS advises caution when interpreting short-term changes in NEET estimates because smaller population groups can experience greater statistical volatility. Looking at the longer-term picture remains important.

Behind the headline figure are hundreds of thousands of young people experiencing very different circumstances. Some are actively searching for their first job. Others may need additional education or training, while some have become more disconnected from the labour market and require personalised support before employment becomes a realistic next step.

This distinction matters because reducing NEET levels cannot simply be about moving a national number down. It needs to be about understanding why individual young people are outside employment or education and creating routes that help them progress.

Why the Wider NEET Picture Matters

The independent Young People and Work review has highlighted the scale of this wider challenge. It found that almost 60% of young people who are NEET are economically inactive rather than unemployed, meaning they are not currently looking for work.

It also reported that six in ten NEET young people have never had a job, compared with four in ten in 2005.

These figures demonstrate why the challenge cannot be solved through vacancies alone. For some young people, the journey towards employment needs to begin with rebuilding confidence, identifying strengths, developing practical skills and understanding what opportunities are available.

Early Intervention Can Make a Difference

The longer somebody remains disconnected from education, employment or training, the harder returning can become.

Analysis within the review found that 65% of those who had been NEET for less than a year returned to employment, education or training the following year. Among those who had been NEET for more than a year, that proportion fell to 25%.

That makes early intervention particularly important.

Helping somebody develop confidence, workplace experience and employability skills before a short period outside work turns into long-term disengagement can potentially change the direction of their future.

Early support can also help young people understand their strengths, explore possible career paths and gain practical experience before they become increasingly disconnected from the labour market.

Young People Still Have Ambition

Being NEET does not mean lacking ambition.

A DWP-commissioned survey of 417 NEET 16 to 24-year-olds explored their aspirations, barriers and the support they believed could help them move towards employment, education or training.

Young people may want to work while still facing significant obstacles. Limited experience, low confidence, uncertainty about career options, skills gaps and a lack of access to appropriate opportunities can all make entering the workplace more difficult.

Creating opportunities therefore means ensuring there are realistic places for young people to move towards.

Apprenticeships, practical training, work experience and genuine entry-level jobs can provide the first step into a career while allowing employers to develop the skills they need within their future workforce.

Employers Have an Important Role

Employer partnerships are especially important.

A young person can complete training, improve their CV and practise interviews, but ultimately somebody needs to provide the opportunity to put those skills into practice.

Employers willing to recruit for potential as well as previous experience can help break the familiar cycle of needing experience to get a job but needing a job to gain experience.

Providing meaningful entry-level opportunities can benefit employers too. Businesses can develop emerging talent, introduce young people to their industries and build a stronger pipeline of future employees with the skills their organisations need.

Work experience, apprenticeships, mentoring and entry-level employment can all create important bridges between preparation and long-term employment.

Reaching Young People Outside Traditional Employment Support

There is also a substantial group of young people who may not be reached through traditional employment services.

The Young People and Work review estimates that around 314,000 NEET 18 to 24-year-olds in England were not claiming benefits, meaning they can sit outside the main routes through which employment support is delivered.

This reinforces the importance of community organisations, education providers, employers and local partnerships working alongside national programmes.

Support needs to be visible and accessible to young people whether or not they are already connected to the benefits system.

For some young people, a local organisation, training provider, employer or community programme may provide the first meaningful connection back towards education, skills development or employment.

The People Behind the Statistics

At I’M MORE, we believe every young person deserves the opportunity to build a future defined by potential rather than circumstance.

Falling below one million is progress, but 981,000 is still more than a statistic.

It represents individual young people with different skills, interests, ambitions and barriers.

The aim should not simply be to reduce the NEET total. It should be to make sure that the people behind that number can see and access a realistic route forward.

This means creating environments where young people can discover their strengths, develop confidence and gain the practical skills and experiences that can help them progress.

Our mission is to help young people Discover, Believe and Become.

Turning Progress Into Long-Term Change

Sustained progress will require education providers, employers, apprenticeships, employability support organisations, communities and national programmes to work together.

Training is most effective when there are genuine opportunities waiting at the next stage. Employers benefit when young people are better prepared for the workplace, while young people benefit when businesses are prepared to recognise potential rather than focusing exclusively on previous experience.

The challenge is therefore not simply getting NEET numbers below one million.

It is creating a system in which fewer young people become disconnected in the first place and those who do can quickly find a realistic pathway back into education, training or employment.

If more young people can access their first opportunity before temporary disengagement becomes long-term, falling NEET numbers can become more than a quarterly change.

They can represent futures beginning to move forward.

How to Build Confidence Before Your First Job Interview

Your first job interview can feel like a big moment. You may be excited that an employer wants to meet you, but at the same time, you might be worried about what they will ask, what you should say or whether you have enough experience.

If you feel nervous, that does not mean you are unprepared or unsuitable for the job. Interviews are unfamiliar situations for many young people, especially when you are applying for your first role.

The good news is that job interview confidence can be built.

You do not need to walk into an interview feeling completely fearless. You need to understand the opportunity, prepare useful examples and give yourself the best chance to communicate who you are and what you could bring to the role.

At I’M MORE, we believe progress starts by recognising your strengths, believing that you can move forward and taking practical action.

Here are some practical ways to build confidence before your first job interview.

1. Remember Why You Have Been Invited

One of the easiest ways to lose confidence before an interview is to assume everyone else applying for the job is more qualified than you.

But remember something important:

The employer chose to interview you.

They have already seen something in your CV, application or conversation that made them interested enough to learn more about you.

An interview is not simply a test designed to catch you out. It is a conversation that helps an employer understand whether you could be a good fit for the role.

The UK government’s National Careers Service explains that employers may not expect candidates to have done the exact job before. They can instead look for relevant strengths, experience, education and interests.

So instead of thinking:

“I need to prove that I know everything.”

Try thinking:

“I have earned the opportunity to have this conversation. Now I need to show them what I can offer.”

That small change in perspective can make the interview feel much more manageable.

2. Research the Company Before Your Interview

Preparation is one of the best ways to increase confidence.

Before your interview, spend some time learning about the employer.

Look at:

what the company does
the products or services it provides
who its customers are
its values and culture
the job description
the skills mentioned in the vacancy
recent company news, if relevant

You do not need to memorise the entire company website.

Instead, aim to understand enough to explain why you want to work there.

For example, an interviewer might ask:

“Why do you want to work for us?”

A stronger answer connects your interests to something specific about the company.

Instead of:

“I just need a job.”

You might explain that you are interested in the industry, like the company’s approach to customer service or believe the position would give you an opportunity to develop particular skills.

The National Careers Service interview guidance also recommends researching the company, carefully reading the job description and reviewing your CV or application before an interview.

The more you know about the opportunity, the less unknown the interview feels.

3. Read the Job Description Again

Do not forget about the job description once you have submitted your application.

Read it again before your interview.

Look for words such as:

communication
teamwork
organisation
reliability
customer service
problem-solving
initiative
flexibility
attention to detail
willingness to learn

These are clues about what the interviewer may want to discuss.

Then ask yourself:

“When have I demonstrated this?”

You might not have previous employment experience, but that does not mean you have no relevant experience.

Examples can come from:

school or college
volunteering
sports
caring responsibilities
hobbies
community activities
personal projects
training
work experience
helping family members
clubs or groups

If you are still looking for your first opportunity, explore I’M MORE’s guide to jobs, apprenticeships and employment support for 18–24-year-olds in Essex.

Your experiences may be more relevant than you initially realise.

4. Prepare Answers to Common Interview Questions

You cannot predict every question, but you can prepare for common ones.

You may be asked:

Tell me about yourself.

Why do you want this job?

Why do you want to work here?

What are your strengths?

What is one area you would like to improve?

Tell me about a time you worked as part of a team.

Tell me about a problem you solved.

Why should we hire you?

Do not try to memorise a perfect script word for word.

That can actually make you more nervous if you forget one sentence.

Instead, prepare the main points you want to communicate.

The National Careers Service provides additional guidance on common interview questions and how to approach them.

5. Use the STAR Method

When an interviewer asks you to describe something you have done, you can use the STAR method to organise your answer.

STAR means:

Situation – What was happening?

Task – What did you need to achieve?

Action – What did you personally do?

Result – What happened as a result?

Imagine an employer asks:

“Tell me about a time you worked well in a team.”

You could use an example from a college project.

Explain what the project was, what the team needed to achieve, what responsibility you took and what the final result was.

The official National Careers Service STAR method guide explains how this framework can be used to demonstrate your skills and experience during interviews.

Preparing three or four STAR examples before your interview can give you useful material for several different questions.

6. Practise Out Loud

Thinking about an answer and actually saying it are very different things.

Practise speaking your answers aloud.

You could ask:

a friend
parent
sibling
teacher
mentor
careers adviser

to conduct a short mock interview with you.

If nobody is available, record yourself answering questions on your phone.

Listen back.

Are you speaking too quickly?

Are your answers clear?

Are you giving examples?

Are you getting to the point?

Practising does not mean creating robotic answers. It helps you become comfortable talking about yourself.

The first attempt may feel awkward.

The fifth will probably feel much easier.

That is confidence developing through repetition.

7. Stop Telling Yourself You Have “No Experience”

Young people often enter their first interview believing they have nothing to talk about because they have never had a formal job.

But employers can look at much more than previous employment.

Perhaps you helped organise a school event.

Maybe you regularly help care for a family member.

Perhaps you play football and understand teamwork.

Maybe you taught yourself video editing, coding, design or another skill.

Perhaps you completed a college project with a deadline.

All of these experiences can demonstrate qualities employers value.

If lack of experience is making your job search difficult, read I’M MORE’s guide on how to get a job with no experience.

Your first employer is not expecting you to have ten years of professional experience.

They are looking for potential as well as experience.

8. Prepare Questions to Ask the Employer

An interview works both ways.

You are also deciding whether the opportunity is right for you.

Prepare two or three questions.

For example:

“What would a typical day in this role look like?”

“What training would I receive when I start?”

“What qualities make someone successful in this role?”

“What opportunities are there to learn and develop?”

Asking thoughtful questions can demonstrate genuine interest and can also help you feel more involved in the conversation.

9. Prepare Everything the Night Before

Avoid creating unnecessary stress on the morning of your interview.

Prepare:

your clothes
your CV
relevant documents
interview address
travel route
employer’s contact details
notebook and pen
questions you want to ask

If it is a video interview, test:

your internet connection
microphone
camera
meeting software
lighting
background

For online interviews, the National Careers Service video interview guidance recommends testing your equipment, finding a quiet location and preparing your interview environment beforehand.

Removing small uncertainties allows you to focus on the conversation itself.

10. Give Yourself Plenty of Time

Rushing creates stress.

If the interview is in person, plan your journey and aim to arrive in the area early.

If it is online, log in early enough to check your technology.

Give yourself time to settle.

Before the interview starts, slow down your breathing and remind yourself of the examples you prepared.

You do not need to become a different person when the interview begins.

You simply need to communicate clearly.

11. Do Not Panic If You Need Time to Answer

You do not have to answer every question immediately.

It is perfectly reasonable to take a moment to think.

You can also ask the interviewer to repeat or clarify a question if you are unsure what they mean.

A short pause can help you organise your thoughts and give a better answer.

Confidence is not about answering as quickly as possible.

It is about staying composed enough to think.

12. Remember That One Interview Does Not Define You

You may not get your first job after your first interview.

That can be disappointing, but it does not mean you are incapable of succeeding.

Every interview gives you experience.

Afterwards, ask yourself:

What went well?

Which question was difficult?

What would I answer differently next time?

What can I practise before my next interview?

If appropriate, you can also ask the employer for feedback.

Each interview makes the next one less unfamiliar.

Confidence often comes from doing something repeatedly rather than waiting until you magically feel ready.

Need Extra Support With Your Next Step?

Finding work can sometimes feel overwhelming, particularly if you are unsure which direction to take or have been outside employment, education or training.

You do not have to figure out every step at once.

I’M MORE exists to help young people recognise their strengths, build confidence and take practical steps towards employment and opportunity.

Through Discover. Believe. Become., the focus is not only on getting a job. It is about understanding where you are now, recognising what you can offer and developing the confidence to move forward.

Explore I’M MORE employment and training resources or discover employment opportunities and support for 18–24-year-olds in Essex to start planning your next step.

Final Thoughts

Your first job interview does not require you to be perfect.

You do not need to know every answer.

And you do not need years of experience to have something valuable to offer.

Preparation creates familiarity. Familiarity builds confidence. Confidence helps you communicate your potential.

Research the employer. Understand the role. Prepare examples. Practise your answers. Ask questions. And remember why you are there in the first place:

Someone saw potential in your application and wants to know more about you.

Your job is to give them that opportunity.

Discover your strengths. Believe in what you can become. Then take the next step.

Hidden NEETs Highlight Why Employment Support Must Reach Beyond the Benefits System

Thousands of young people across the UK are outside education, employment or training without claiming benefits, raising an important question about how employment support reaches those who may not be connected to the traditional systems designed to help people into work.

New research from the Institute for Fiscal Studies (IFS) examines this group, often described as hidden NEETs. At the end of 2025, around 870,000 people aged 18 to 24 in Great Britain were not in education, employment or training, with almost 300,000 estimated to be claiming no benefits at all. This means they are outside the main benefit-based routes through which young people can access employment support.

However, being outside the benefits system does not necessarily mean somebody is disconnected from the labour market. The IFS found that among hidden NEETs aged 22 to 23, 74% were actively looking for work, while others were volunteering or temporarily between education and employment. More than half had been NEET for less than six months.

This is an important distinction. Many young people outside employment are not necessarily lacking motivation or ambition. They may be applying for jobs, waiting for an opportunity or trying to make the transition from education into the workplace without receiving formal employment support.

The research also found that hidden NEETs generally have stronger employment prospects than young people who are NEET and receiving benefits. Among the 22 to 23-year-olds studied, 54% of hidden NEETs had a degree, compared with 12% of those receiving benefits. The IFS therefore cautions against assuming that every young person outside the benefits system requires intensive government intervention.

At the same time, there is a group for whom being outside the system could become a much longer-term problem. Around 43% of hidden NEETs aged 22 to 23 had been outside work or education for more than six months, while 19% had been in that position for more than 18 months.

This is where access to opportunity becomes particularly important.

Some employment initiatives are connected to how long somebody has been claiming Universal Credit rather than simply how long they have been outside work. The IFS argues there is a case for considering wider access to employment programmes for young adults who are not claiming benefits, while also acknowledging the additional costs and practical challenges this could create.

The wider independent review into young people and work has also highlighted the difficulty of identifying young people who are outside both employment and the welfare system. Government analysis estimated around 314,000 18 to 24-year-olds in England were NEET without claiming benefits, although the estimate has a wide uncertainty range. Looking for work or a suitable course was the most commonly identified reason for being NEET among this group.

Employment support therefore cannot depend entirely on young people finding their way into one particular system.

Community organisations, colleges, training providers, local employers and youth services can all provide additional routes through which somebody can discover opportunities. Stronger connections between these organisations could help ensure that a young person does not have to be claiming a particular benefit before they can receive careers advice, develop workplace skills or meet employers.

Employers can play an especially important role. Apprenticeships, work placements and genuine entry-level positions give young people somewhere to begin building experience. Recruiting for potential alongside previous employment history can also prevent capable candidates from being overlooked simply because they have not yet had their first substantial opportunity.

There also needs to be recognition that the term “hidden NEET” covers people in very different circumstances. Someone who has recently finished university and is spending several months looking for their first graduate job may require very different support from somebody who has spent two years disconnected from both employment and education.

That is why personalised support matters. Rather than treating every young person outside employment as having the same needs, support can focus on the individual barriers preventing progress — whether that is experience, confidence, qualifications, transport, career direction or simply access to suitable vacancies.

At I’M MORE, we believe every young person deserves the opportunity to build a future defined by potential rather than circumstance.

Young people should not have to become visible to the benefits system before they become visible to opportunity. Employment support can be strongest when employers, education, apprenticeships, employability programmes and community organisations create multiple ways for people to engage and move forward.

Our mission is to help young people Discover, Believe and Become.

The challenge is not simply finding every young person who is currently NEET. It is making sure that when somebody needs support, there is an accessible route towards skills, confidence, employers and meaningful work — regardless of whether they are already connected to the welfare system.

Falling NEET Numbers Are Encouraging – But More Young People Still Need a Route Into Work

The latest figures showing a fall in the number of young people not in education, employment or training offer some encouragement, but the wider picture shows there is still significant work to do to connect more young people with opportunity.

The latest data released in August 2026 shows an estimated 981,000 young people aged 16 to 24 were NEET between April and June, equivalent to around 13% of the age group. The total has fallen compared with the previous quarter, taking the number back below one million, but remains higher than a year earlier.

Learning and Work Institute Deputy Director Elizabeth Gerard described the fall as welcome but warned that the number remains too high. The organisation also highlighted a particularly important change within the figures: more young people classified as NEET are unemployed and actively looking for work, rather than economically inactive.

That distinction matters because it shows that many young people are not disconnected from the idea of employment. They want to work. The challenge is ensuring that enough suitable opportunities exist and that young people can successfully connect with them.

For somebody beginning their career, finding that first opportunity can be one of the hardest stages. Employers understandably value experience, but young people cannot build workplace experience until somebody gives them the opportunity to start.

Apprenticeships, work placements, practical training and genuine entry-level positions can help bridge that gap.

The wider jobs market can make that transition even more difficult. Learning and Work Institute’s August labour-market analysis found that vacancies have continued to fall, while retail and hospitality, two sectors that have traditionally provided many young people with their first experience of employment, have experienced notable reductions in employment.

This makes employer partnerships increasingly important. Education providers, employment programmes and community organisations can help young people develop skills and confidence, but employers ultimately provide the workplaces where those abilities can turn into experience and careers.

Businesses willing to recruit for potential as well as previous experience can provide opportunities to candidates who might otherwise be overlooked. With training, mentoring and a supportive introduction to the workplace, a young person without an extensive employment history can develop into a valuable member of the workforce.

Apprenticeships can provide another important route by combining learning with practical employment. For young people who may not want to follow a purely academic pathway, vocational education and employer-led training can offer the chance to develop skills while gaining real experience.

Confidence also deserves attention. Spending months outside education or employment can make moving forward feel increasingly difficult, particularly when applications repeatedly end in rejection or receive no response.

Employability support should therefore help young people with communication, interviews, workplace expectations and recognising the transferable skills they already possess.

There is also no single reason why somebody becomes NEET. Previous Learning and Work Institute research found that 58% of NEET young people had never had a paid job, while almost half remained outside education, employment or training a year after first becoming NEET.

These figures reinforce why early support and access to first employment opportunities can be so important.

The latest fall in the headline number is therefore something to build upon. Sustainable progress will require young people to have clear routes between education, skills development, apprenticeships, employability support and employers rather than leaving them to navigate the transition alone.

At I’M MORE, we believe every young person deserves the opportunity to build a future defined by potential rather than circumstance.

Supporting someone into work is not simply about changing their employment status. A first opportunity can build confidence, create independence, develop skills and introduce somebody to career possibilities they may never previously have considered.

The goal should be to ensure that fewer young people spend long periods waiting on the outside of employment and education. That requires employers, training providers, education organisations and communities to work together to create opportunities that young people can genuinely access.

Our mission is to help young people Discover, Believe and Become.

Falling NEET numbers are encouraging, but progress should ultimately be measured by how many young people are able to move towards a future with greater confidence, skills and opportunity.

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