Thinking about using apprenticeship training for new or existing members of your team? Apprentices can have a significant impact on organisations, but there are a number of crucial steps you need to take to ensure it’s a successful and beneficial experience for your apprentice and your organisation.
Here at Damar Training, we’re a leading provider of business and professional apprenticeships across England. We’ve created this guide to give you everything you need to know in terms of how to train an apprentice.
How to train an apprentice: Strategic steps
There are three main stages which you will need to consider: Getting set up, developing your apprentice and, finally, monitoring and celebrating progress. Let’s have a look at each stage in a bit more detail.
Set your apprentice up for success
Getting the most out of your apprentice starts long before day one. You will need to identify the appropriate apprenticeship standard and which training provider you’d like to work with. Whether the apprentice is a new recruit or an existing employee, you will need to make sure that you have a supportive and structured learning environment in place. Some things to consider include:
- Establishing a clear plan: Consider when the apprentice will be able to complete their apprenticeship work and how this will be facilitated. For example, are there quieter times during the week when the apprentice can do their studies uninterrupted by emails and phone calls? You should also plan in any additional training opportunities that you can provide as the employer, such as shadowing, projects or secondments.
- Creating a supportive environment: If your apprentice is a new recruit, make sure they feel welcome and a part of the team from day one. For existing employees undertaking apprenticeships, you should ensure that wider colleagues understand the commitment and can support the apprentice with their workload and additional opportunities.
- Defining roles and expectations: Your apprentice should understand their role and expectations, including what apprenticeship activities will need to be completed throughout the programme. Apprenticeships work most effectively when they are fully integrated into the apprentice’s working life, and not seen as something extra they have to do. Aligning their apprenticeship studies with their work activity and incorporating the apprenticeship into any regular performance reviews can help with this process.
Develop your apprentice’s knowledge, skills and behaviours
As an employer, your role is crucial when it comes to a successful apprenticeship. Here are some steps you should follow:
- Work closely with your training provider: Your training provider will have provided a plan of the knowledge, skills and behaviours that the apprentice needs to develop in their role and how they are going to support that development. The apprentice’s supervisor/line manager should attend regular review visits with the provider so that they understand the apprenticeship and where the apprentice is up to.
- Provide effective instruction and feedback: Both new apprentices or existing employees developing their skills will need their line manager’s and wider team’s support. Make sure that any new tasks they’re being given are explained effectively and that expectations are clear. Provide feedback on how they are doing so they can identify areas for further improvement.
- Build technical competence: Your training provider will deliver a great deal of the knowledge aspects of the apprenticeship training, but consider what you can add as an employer in terms of knowledge of the industry and organisation, as well as processes and systems. This could involve structured training sessions, signposting to relevant resources or informal discussions.
- Develop skills and behaviours: Alongside knowledge, your apprentice will need to develop skills and behaviours and, once again, this will form part of the training delivered by the provider, but you shouldn’t underestimate the role of the employer. Time management, decision making, problem solving and conflict resolution are all important skills that apprentices should develop, and line managers should look for opportunities for these skills to be developed and practised during their work activity.
- Provide a mentor relationship: The line manager/supervisor relationship with the apprentice is critical to the success of the programme, but we also encourage our employers to nominate a mentor for their apprentice. Typically, a mentor would be outside of the apprentice’s immediate team and can offer guidance, support and opportunities for questioning and reflection.
Look beyond the apprenticeship
As the apprenticeship progresses, it’s important to make sure the apprentice stays on track, achieves their qualifications and has the opportunity to develop further in their role.
- Track progress: Make sure to stay closely connected to your training provider to make sure your apprentice is meeting milestones and is on track to complete their qualification within the specified time frame.
- Celebrate success: Once your apprentice gets their results, make sure you celebrate! You could include a case study in internal newsletters, submit the apprentice for an award (such as the National Apprenticeship Awards) or organise a small team get-together to recognise their achievements.
- Plan for the future: What could be next for your apprentice? Could they take on additional responsibilities, apply for a promotion or be offered further training? Think about how you can support their continued development through a progression plan.
Trust Damar to be your supportive apprenticeship training partner
We hope this information on how to train an apprentice has been beneficial. By investing your time, knowledge and patience into your apprentice, you’re helping to transform them into a confident, skilled and dedicated employee.
Here at Damar Training, we’re truly passionate about the impact of apprenticeships. With 45 years of experience in the industry, you can count on us to confidently guide you through the process of training an apprentice.