Recruit and retain your Apprentice
Managing and retaining your apprentice / trainee is easier when you understand how they operate. Your apprentice / trainee is likely to be what is called Generation Y (born 1980-1994) and have different priorities to you. They often:
- Need what is required of them explained and justified
- Need reward for their effort, praise in private and public
- Need to share their ideas and feel they are listened to
- Need you to earn their respect. Don’t assume they understand the concept ‘respect your elder’
- Need to be stimulated through a variety of tasks; and
- Value a balance between work and hanging out with friends
The 5 top retention strategies
- Work / Life Balance: For Generation Y their work matters to them, however it is not their life – but rather it provides funds that fuel their life. Therefore a career that allows them the opportunity to continue the other aspects of their life stage is highly attractive. Generation Y have strong relationship ethic. Typically they enjoy and thrive when working in a relaxed, consensus driven team environment.
- Workplace Culture: This has to do with the relationships with others at work. Generation Y place relationships with peers as one of the top 3 reasons for getting and keeping their job. Not all of them have support from home so Generation Y’s are looking for a place to belong, in the company, with their workmates and with their leaders.
- Varied Job Role: Many young people leave jobs not because there is a compelling reason to leave, but because there is no compelling reason to stay. Offer variety and flexibility in their job and combine it with responsibility.
- Management Style: “If you’re leading and no one’s following – then you’re just out for a walk” – John Maxwell, Leadership Expert. Generation Y’s ideal employer / supervisor is one who values communication, creates an environment of transparency and respect for staff and gives public affirmations, actual pats on the back, remembers their name, knows the interests of their workers and creates an emotionally safe, friendly, collegial environment where people feel free to contribute ideas.
- Training: Training is more than a tool for productivity – it is a tool for retention. Almost 90% of Generation Y who receive regular training from their employer are motivated to stay with their employer.
Developing a training culture
An organisational training culture starts with the owner or manager- you. A management team that is knowledgeable about training issues will send the message that your company cares about the professional development of workers and that training is part of ‘the way we do things around here’.
Start by answering these 10 questions:
- What support for the apprentice or trainee is available in your company?
- Who is your workplace mentor?
- Do your apprentices/ trainees know that there is support available should they need it?
- Do you have a copy of the Training Plan?
- Do you understand your training responsibilities?
- Who is in charge of the “on-the-job” training?
- Who is the Training Organisation delivering “off-the-job” training and who is your contact person?
- What does the apprentice/ trainee have to achieve according to the training plan and when does it have to be achieved?
- When did you last inspect and sign the Training Record Books?
- Do you conduct and discuss an evaluation on the progression of the apprentice/ trainee on a regular basis?
Apprentice Recruiting Kit
The Construction Skills Queensland (CSQ) Recruiting Kit was developed and modified from the Air Conditioning & Mechanical Contractors Association (AMCA) kit to reflect the requirements of small to medium Building and Construction Companies. The CSQ Recruiting Kit provides information, questions and forms that can be a useful tool for employers of apprentices and trainees.
Please click here to download the CSQ Recruiting Kit.
