Apprenticeships are a fantastic opportunity for a wide variety of employees—from young new hires to seasoned professionals looking to develop new skills. But employers face a significant challenge around apprenticeship success rates, with some industries reporting high drop-out rates.
In the majority of cases, these drop-out rates are the direct result of a perceived or actual lack of support. In the same way as your other employees, apprentices need care and attention to do their best work and grow with confidence. Often, apprentices need an even higher level of support.
With this in mind, the Education and Skills Funding Agency provide a comprehensive list of ways to support your apprentices—everything from a successful induction to regular performance reviews. But what are the most effective tools in your toolkit? What should you prioritise to get the most out of your apprentices? And how can you ensure every apprentice feels supported, every step of the way?
- Prioritise mental health for apprentices
The past few years have seen every business reinforce best practice around mental health and employee wellbeing. However, it’s important to remember the distinct pressure that many apprentices face.
Beyond the day-to-day pressure of a given role, apprentices need to make time for off-the-job learning. At the same time, apprentices are learning and using new skills, which can often lead to self-doubt and uncertainty. These compounding pressures all affect mental health—data from Mates In Mind said that 73% of apprentices had felt stressed at least once in the previous week.
Be watchful for common signs of poor wellbeing and encourage open dialogue about how your apprentices are coping. The Department for Work and Pensions also offers a mental health service for apprentices, free to use online.
- Encourage peer support
There’s an old saying: ‘it takes a village to raise a child’ and, while apprentices can be any age, it takes an entire team to help an apprentice feel supported.
As a foundation, everyone that works around your apprentice needs to understand how the apprenticeship works, the importance of both on-the-job and off-the-job training, and what your apprentice might need help with.
Mentoring is obviously key to this process, but a mentor will be someone outside the apprentice’s reporting hierarchy. This can make communicating within the hierarchy difficult—mentors will need to work proactively to keep teams informed and empathetic to the apprentice’s needs.
With a focus on regular communication, your mentors can become real champions for the needs of your apprentices. In this way, an effective mentor can help your entire business play a role in nurturing your apprentices.
- Celebrate every success along the way
Finally, apprentices need encouragement and recognition for their achievements—but that doesn’t just mean celebrating the major milestones like assessments.
While many organisations go the extra mile with graduation-style ceremonies, more day-to-day recognition and praise can be a powerful tool. This could include:
- Gifts and rewards
- Verbal praise (especially if it’s in an open setting)
- Allowing flexibility or remote days as a reward for a job well done
By providing regular rewards and praise throughout the apprenticeship, you can make sure every apprentice feels appreciated, supported, and empowered to move forward.
