The role of your mentor/ manager for an apprentice is vital for retraining. Whether your apprentice has just completed high school or has previous job experience, they will require assistance to grow in their new career.
Every apprentice should be guided and supported by a workplace mentor during their apprenticeship. This is someone who can supervise the apprentice, distribute work, share their knowledge, and provide practical advice during their apprenticeship.
This blog discusses how you may change your approach to management and mentoring to assist your apprentice build confidence and developing into a valuable part of your team.
Having an efficient onboarding strategy in place from the start may facilitate your new apprentice in settling into their new work role. Make sure you communicate with your new apprentice from the start, assisting them in seeing how their contributions fit into the larger aims and objectives of your business.
To get started, it is good to propose office visits, team meetings, and an introduction to your company. It’s imperative to remember that this may be an apprentice’s first work, so make them feel as at ease as possible. Overall, a good onboarding process may lead to enhanced employee retention, productivity, and work satisfaction for your new apprentice. Meaning they are more likely to stay on and work for you after their apprenticeship has finished or if they are a current employee, they could be more open to further training and open to more roles within the business.
Learners are obliged to participate in off-the-job training that is relevant to their apprenticeship programme during their apprenticeship. Our professional and dedicated staff at Capital 4 Training are available for support and guidance. Providing abilities that will shape your future, whether learned remotely or in the workplace. An employer should give the remaining off-the-job training through shadowing, workplace mentorship, and other applicable training that is particular to your apprentice’s employment function.
We urge our employers to allow apprentices to schedule time for apprenticeship work each week, participate in shadowing opportunities with other team members or do additional self-study courses related to their apprenticeship programme.
Examples of Off the Job Training:
- Technical Training
- Workplace Projects
- Review Calls
- Shadowing and Mentoring
- Self-study courses relevant to the apprenticeship
It is critical to keep track of your apprentice’s progress. Set goals and conduct evaluations, as well as provide positive feedback for successful performance. This will help your trainee to grow professionally, acquiring confidence and greater responsibilities. Having weekly or monthly reviews are a good thing to have to ensure they are meeting their Knowledge, Skills, and Behaviours.
Each training provider will have its own method of measuring progress and keeping trainee employers informed throughout the apprenticeship process. For Capital4Training we monitor the progress and performance of our apprentices through review calls and support sessions where they will track, they’re off the job hours.
Ensuring that when you re-train your apprentices that they stay motivated and interested. Making sure they have long-term goals as well are how you get them there. Started on a Level 3 apprenticeship, make them aware of the Level 4 programmes that are available as a development option early on in their introduction. Track their development and recognise milestones by holding one-on-one meetings or assessments on a regular basis and giving assistance as needed.
If you want to know more about the apprenticeships offered at Capital 4 Training go over to our website as we have a variety of different options and offer all levels.