How to ace Apprentice engagement – Best practices

How to ace Apprentice engagement - Best practices

Every firm needs apprentices to expand and remain viable. If you hire an apprentice, it could become problematic if they decide to walk away. The time, cost, and effort invested in their training are all lost when they go. The costs of locating and retraining a successor, as well as the loss of productivity during the interim, are additional. To ensure that the agreement is profitable for all parties, businesses must make a concerted effort to fortify relationships with new hires. 

Engagement at work is influenced by a variety of inherent and external factors. The first encompasses mental and emotional problems, whilst the second usually refers to workplace situations. However, you can use a few simple tactics to boost your chances of keeping apprentices happy and engaged.

Sorting out the reasons from the root

Individuals’ backgrounds are impacted by a variety of elements over the entire apprentice training term, including both personal and professional issues. One of the common characteristics is that apprentices feel a sense of significance or purpose within the business. Engagement levels are impacted by multiple factors like how they are treated, how they advance in the institution and more. Extrinsic variables include onboarding and induction procedures, with effective first training being a key step in ensuring that employees are motivated right away. Other concerns include access to cutting-edge technology, flexibility in the workplace, and whether or not the company has efficient operational management and appraisal procedures.

Also Read: Degree Apprenticeship or Traditional Degree/Training?

Another important factor is the poor working relationship between the apprentice and the employer. The absence of a decent personal commitment by the apprentice to the work placement and a lack of a strong social support system, including family, a partner, and friends, were other factors found to affect an apprentice’s ability to accomplish their training. 

Tackling the real challenges

It may take a lot of steps to ensure that your company and your learners benefit the most from apprenticeships. Apprentices need to experience real labour and real responsibility because they are not students but employees. Set specific goals for your apprentice, integrate them into the team, and explain how their efforts will affect the company. Going above and beyond deadlines and goals is what keeps trainees interested. Many trainees, especially school dropouts, may be seeing the working world for the first time, so they could require some assistance adjusting.

Assign a buddy

Younger apprentices, particularly in large organisations, may feel entirely overrun by the workplace and intimidated. They can believe that they are not needed and that they are unnoticeable if they are left to their own devices for an extended length of time. You may keep them motivated all along the apprentice training and on track with assignments and projects by designating them as a buddy or mentor. They can also turn to that person with any queries or problems before they get out of hand. The engagement of trainees can be maintained with a little assistance.


Give them a chance to lead the activity

It’s important to find a balance between supervising and mentoring new hires while also allowing them to exercise some discretionary power. Young recruits can be kept interested by fostering leadership development as long as they are aware that they are still valued at work. Allow them to make mistakes and provide constructive criticism so that they can improve in the future. This is especially true for young employees, who may just need a little extra attention or direction to help them adjust to work life and take on their new responsibilities. Giving them a significant duty will increase their alertness and activity, which will boost engagement significantly.

Flexible working hours

It is preferable to set up a flexible work schedule for apprentices because their training serves as a precursor to a full-time job pattern in the future. Employers frequently forbid flexible scheduling for apprentices because they believe that if they can’t keep a close eye on their workers, they won’t work. But flexible scheduling can boost worker output. Providing schedule flexibility can assist you in acquiring more top performers given that many job searchers are more eager for a flexible schedule than other advantages and that flexible work benefits both employers and employees. You can retain valuable personnel by allowing your current team to work flexible hours.

Offer additional training

Both trainees and apprentices, who receive training in a specialised occupation, can be a useful component of your entire hiring strategy. Offering more training might encourage engagement. Apprentices and trainees are typically eager learners who have been properly trained to meet your company’s criteria. A bonus will therefore help to increase their motivation, which will ultimately help the organisation develop. Set distinct objectives, begin small, and give yourself rewards as you accomplish each one.

Assign a mentor

Many apprentices like mentoring connections since they are frequently just starting in a new field or industry and can gain from the sharing of knowledge and receipt of useful advice from a more seasoned colleague. Without a rigid set of guidelines to follow, mentoring is a support process. By offering comprehensive support, you’ll lessen the danger that your apprentice will become burdened or leave their programme and be able to put policies in place that will give them the greatest chance of winning. Although every mentoring situation is different, you will normally work toward a set of fundamental goals. You’ll give your mentee the confidence boost, the opportunity to pick up new skills, and the crucial support they need to take charge of their individual growth.

Teamwork and team success concept

Give recognition and acknowledgement

This factor holds a peak significance in any apprenticeship training and development programme. They will feel much more at ease at work if you have strong bonds with them and are aware of both their strengths and weaknesses. Be encouraging from the beginning. The straightforward act of recognising success has a significant positive impact on apprentice performance and morale. When apprentices receive recognition for their accomplishments, they feel pride and ownership and are motivated to work even harder on their subsequent projects. They feel more like a part of the organisation, perform better, and are more likely to stick around if they receive recognition. Making sure your apprentices are motivated and engaged will give them a greater chance to succeed in their careers.

Exercise at the workplace

Organizations can benefit greatly from encouraging physical activity at work, and group exercise is one of the best ways to involve the entire apprenticeship training session. It is widely acknowledged that regular exercise is good for our physical and mental health. Exercise can be astonishingly beneficial, particularly when done in groups. A fitness campaign can improve the work environment, increase employee engagement, decrease absenteeism, increase overall productivity, and increase apprentice engagement rates. Regular exercise is essential for your apprentices to remain healthy and happy. Your company may benefit greatly if you encourage your staff to be more active as well as to take a greater interest in their physical and mental health. Thus, apprenticeship training and development rely on physical wellness to an extent.

Always Keep them happy and engaged

We may wrap up by highlighting all of the crucial elements that affect apprentices’ capacity to complete their training while achieving their full potential. Ensuring your apprentices are involved with your company can help them feel safer, more focused, and ultimately more productive. They will feel much more at ease at work if you have strong bonds with them and are aware of both their strengths and weaknesses. As opposed to only telling them what to do, be prepared to coach, mentor, teach, and guide them. Request their perspective on a situation, pay attention to what they have to say, and provide feedback. You may inspire your apprentices and aid them in seeing the larger picture by letting them know about important milestones and accomplishments. 

Crafting an ideal work ecosystem will create proper engagement and better results.