Apprentice supervisors and employers are critical to the successful outcome of an apprenticeship, effective training and ongoing support in the workplace will ensure that an apprentice becomes a well trained tradesperson who will be able to contribute to the pool of skilled workers in Australia. It is also much more satisfying for the supervisor when things go well.
Research shows that when an apprentice decides to leave an apprenticeship, it is usually because:
- the tasks and jobs assigned to the apprentice have little to do with the trade area of the apprenticeship;
- apprentices feel they are used as cheap labour and are not learning anything;
- the workplace is not a good place to work; or
- the apprentice is unable to get on with the boss or feels bullied at work.
By addressing these issues with apprentice supervisors and focusing more attention on the effectiveness of training and supervision, we will be in a better position to improve the quality of apprentice training and workforce participation in the future. Effective supervision of apprentices will also lead to:
- happier and more productive employees;
- better working relationships;
- a more supportive and harmonious workplace;
- higher quality outputs;
- improved apprentice retention rates;
- better quality tradespeople; and
- an increase in the number of qualified tradespeople.
What makes an effective workplace supervisor?
At some point you may find yourself in the position of apprentice supervisor without knowing how you got there, and feeling even less prepared for the responsibility. Learning how to coach your apprentice through their training will make your job easier and improve the likelihood that your apprentice will succeed.
Coaching includes all the efforts you make to motivate others, teach them about the work, develop their skills, provide them with feedback and recognise their achievements.
The following are a few tips in coaching effectively:
- Keep your apprentice actively involved in their learning – people learn more by doing than listening, and even more so when they know why they are doing something, why it is important and how and when they will be assessed on it.
- Make certain that your communications are clear – give clear and simple instructions, breaking down the task into steps if necessary, and reinforce safe work practices at all times. Ask the apprentice to repeat your instructions, and keep disruptions to the task to a minimum.
- Lead by example and show your apprentice how to perform a task the right way and in the safest way, explaining why it is done this way as you work through the task. But don’t dampen initiative and innovation if your apprentice suggests a better way of doing the job!
- Expect mistakes because only practice makes perfect. Be patient, ask questions that will prompt the apprentice through the task, and offer suggestions for improvement. And always give praise when it’s deserved.
- Stay interested in your apprentice and how they’re progressing. Make it safe for them to speak up, and really listen to what they’re saying. Respect your apprentices, and show that you care about them individually.
Understanding how to be an effective coach and mentor is particularly useful when working with Gen Y apprentices. Because we work with this age group, our trainers at Pindan Industry Connect can provide customised and relevant training support for employers and supervisors. Pindan Industry Connect – PIC – offers a two-day workshop designed specifically for the needs of employers and supervisors of apprentices and trainees. The training provides an introduction and overview of the critical aspects and success factors of apprentice supervision, including demystifying the system and its reporting requirements, unpacking training packages, and understanding how apprenticeships are supported with financial incentives by federal and state governments. For more information about this and other training support, contact PIC on 08 9172 1966.
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