We know that when apprentices are engaged and challenged their supervisors use a communication style which is about asking them how they would approach something rather than telling them why they should do it a certain way.  Where do you sit?  Below are some questions to help get you thinking about how your communication styles could be more ask/how than the easy way out, tell.

10 questions for better communication and keeping your apprentice engaged:

1. What are you working on today?
2. How have you been finding the task?
3. What other ways have you learnt to do this?
4. How confident are you at doing this?
5. How easy do you find this task?
6. How did you learn how to do that?
7. Can you talk me through what you’re doing?
8. What’s made you do it that way?
9. What challenges have you faced when doing this?
10. If you were on your own and there was no one you could ask what would you do?

Engaging your apprentice and building an effective working relationship starts with simply getting to know them.

Ask yourself, what don’t you know that if you did know could lead to more engagement?

10 questions every employer should know about their apprentice:

1. How does your apprentice get to and from work?
2. Who does your apprentice live with?
3. Where do their parents work?
4. Why did they take up this apprenticeship?
5. What motivates them to come to work each day?
6. What are they interested in outside of work?
7. What do they want to do once they finish their trade?
8. What are they good at?
9. How supportive are their friends and family of their new role?
10. What do they like most about their job?

Each generation whether it be millennials (or Gen Y), Gen X or Baby Boomers have a set of stereotypes that characterise their generation.  To have an efficient and effective workplace it’s important to be aware of these stereotype traits and make any explicit rules that you believe are essential, implicit.

Generational traits worth talking about….

 Millennials

• Have grown up in affluent times so often have a sense of entitlement that stems back to their upbringing.
• They embrace technology and often prefer to communicate via phone, instant message or text.
• They like to multi-task, computer, iPod, Facebook and watch television all at the same time.
• They want meaningful and engaging work.  They value being part of a team.
• They like to contribute ideas and make an impact early in their role.
• They have come from a generation of instant gratification, so if they want something they have generally had access to getting it quickly.
• They are concerned about work/life balance and will actively seek other employment if their needs aren’t met.
• Optimistic and outspoken.
• There is often an inability to take harsh criticism.
• Someone is cook when they have the right look.

Generation X

• Like to be individualistic.
• Feedback driven, so may constantly seek out feedback on whether they are doing a good job.
• Driven by promotion, titles are important.
• May chop and change jobs looking for better pay and promotion.
• Driven by money, they have grown up knowing you have to work hard to make it and money is a direct reflection of how hard someone works.
• Someone is cool when they have the right attitude.
• Went to school before computers were in the classroom or at home.

Baby Boomers

• Heavy reliance on friends for information.
• Less reliant on technology, many may only have bought a computer in recent years and only use it for work purposes.
• Social standing and ones involvement in the community is important.
• Value loyalty and appreciate personal contact if plans change or people are unable to attend events.
• Usually have worked with the same company for many years.  Most haven’t chopped and changed jobs.

You have a number of apprentices working for you and while some are doing well, others are challenging. In addition to managing your apprentices, you’ve got your own work to do, a business to run and family to feed, all which leaves little time for yourself. When we feel like the demands we have on us, are greater than the resources we have to cope with them, we feel stressed. These days, with our increasing job demands, combined with the reality of life it’s easy to feel stressed if we don’t look after ourselves.

5 tips to manage our stress levels

1. Focus on things within your controlOne of the biggest reasons people stress is because they worry about things outside of their control. They worry about ‘what ifs’ or ‘uncertainties’. Whether we spend hours worrying out something that could happen or no time at all worrying about it, the end result remains the same. One way to reduce your worry is ask yourself “what can I actually do about this?” If you can’t do anything about it, there’s no point worrying.
2. Avoid catastrophisingFor some reason people easily fall into the trap of catastrophising things. To reduce your stress, ask yourself “realistically, what’s the worst that could happen”. Usually, this isn’t even that bad.
3. Reframe it:When we are stressed and angry we view things in a way that narrows our coping mechanisms. Next time you feel stressed, try reframing it. Ask yourself, ‘how else could I view this situation’ or ‘how might someone else see it’. Often when we reframe things from a different lense, we immediately put it in perspective and reduce our stress levels.
4. Take a breakIt’s impossible to work productively without taking time out to recharge. When we’re tired, run down or over worked we become stressed more easily. Make an effort to take time out to recharge, it will benefit you and everyone around you.
5. ExerciseA little bit of exercise goes a long way. There are now years of scientific research concluding that even a small amount of gentle exercise can reduce stress. So whether it’s walking or wind surfing, make time to be active. You’ll not only feel great physically, but mentally you’ll achieve more and stress less.

You know you need an apprentice. You know what they have to do. But how will they learn what they need to know?

Employing an apprentice requires structure, planning and organisation, especially if you expect them to hit the ground running once they start.  For new apprentices, put yourself in their shoes, they may have never worked before, never seen how a business runs and the only people who have told them what to do are their parents. So, what do they need to know?

To give your apprentice the kick start they need, here’s some simple rules of induction any new employer needs to have covered.
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