How to be an Outstanding Mentor to Your Apprentice

Every apprentice needs a workplace mentor to guide and support them through their apprenticeship.

As a mentor, you will be an apprentice’s first port of call; you will need to delegate tasks, share your industry knowledge, give guidance on the practical side of the job and monitor their performance to make sure their goals are achieved.

Now that may sound like a lot of responsibility, but fear not – in this blog, we will go over how you can improve your mentoring skills and support your apprentice to build their confidence and become a valuable member of your team.

Onboarding Plan

Having an effective onboarding plan in place from day one can help your new apprentice comfortably settle into their new job role. From day one, make sure you communicate with your new apprentice and help them visualise where their contributions fit into your wider business goals and objectives.

To get started, we recommend office tours, a meet the team and an induction to the business. A key thing to remember is that an effective onboarding plan can lead to higher employee retention, increased productivity and better job satisfaction for your new apprentice.

Off-the-job Training

At Pavilion Training, we will schedule the majority of off-the-job training through our technical training modules and Learning Mentor support.

However, the remainder of off-the-job training should be provided by an employer through shadowing, workplace mentoring and any relevant training that is specific to your apprentice’s job role.

We encourage our employers to allow apprentices to book out time each week and add these activities to their time log, as this will count towards their off-the-job hours.

Performance Management

Set objectives and reviews whilst also giving appraisals for good performance; this allows your apprentice to develop professionally and build their confidence.

Personal Development

Personal development keeps employees motivated and productive. Engage with your apprentice by asking them what their long-term goals are and how you can help them get there.

Track their progress and ensure to recognise milestones by having regular one-to-one discussions or appraisals, offering help where needed.