Mentoring

Mentoring is the cornerstone to a successful apprenticeship program:

  • It is the time-tested feature which sets apprenticeships apart from other training models.

  • Unlike traditional supervisory management arrangements, mentoring creates a climate of support, guidance and teaching which boosts apprentice engagement, productivity and retention rates.

  • Mentoring has been shown to have a formative impact on the thinking, attitude, abilities, and work ethic of apprentices, as they make the important transition from school to work.

  • A well-planned mentoring program will not only help your organization attract, develop and retain apprentices (and staff members), but enable you to unlock a range of cultural and innovation benefits in the process.

How workplace mentors can improve organizational outcomes

Workplace mentors play a pivotal role in preparing each apprentice to succeed. Through meeting regularly with apprentices and their supervisors during in the early stages of their employment, workplace mentors ensure the apprentice remains motived, supported and valued in the workplace, and develop the ability to proactively detect and address potential sources of workplace stress or disengagement.

The workplace mentor’s ability to be the ‘honest broker’ and act early to resolve challenges before they become issues, reducing the risk of attrition or sudden disengagement, is a key factor driving the superior workforce retention outcomes registered apprenticeship programs enjoy.

The essential elements of successful mentoring

Personal commitment

The mentor must commit to the mentoring process, and to be regularly available to the apprentice on a formal basis, and as the need arises.

Clear expectations and boundary setting

Having the mentor and apprentice collaborate on a mentoring plan defining the commitment and initial scope of the mentorship is also great way to establish trust. Provide regular, constructive feedback, mentoring methodologies and strategies

Facilitating a positive and constructive relationship

Apprentices are going to make mistakes as they develop their skills. When they do, an engaged mentor who can discuss, empathize and re-frame the event as a challenge to learn and improve is going to compel the apprentice to persevere and succeed. Monitor the mentoring relationship to provide regular, constructive feedback. Identify early warning indicators for at-risk apprentices.

Confidentiality

As they adjust to world or work, apprentices will also experience and range of workplace issues and personal challenges. Access to a mentor with them they can speak openly to about workplace experiences without fear of judgement will improve understanding and engagement

Accountability

Both mentor and apprentice need to believe the other will say what they will do and do what they say. Being accountable to each other is central to successful mentorship, as it enables each member to challenge the other to grow and improve. Manage, measure and report on the effectiveness of the mentoring process.