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?

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?

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.

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.

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.

1. Make up an induction pack for their first day; include their contract, company information, safety procedures, forms to be completed, their job description and where they can turn for any help or assistance (e.g. Assigned mentor within the company, ABL Apprenticeships Centre).

2. Have all their equipment/materials ready: Make sure you have the tools for them to do their job when they arrive

3. Assign a mentor/buddy: Line someone up who can support them and they can talk to if you’re unavailable. It’s important they feel supported.

4. Get their communication tools ready: Are phones, email addresses or other communication devices set up ready to go?

5. Time to meet: Are meetings arranged with the relevant people to discuss hygiene factors like sick leave, holiday, dress code, time sheets.

6. Is there a structured induction program ready to go? What tasks will they need to complete over time and is their opportunity for them to learn this?

7. Build your relationship with them. How will you get to know your new apprentice and get them to the level of competence you will require? Set time aside to help them feel supported and communicate what you expect.

You can’t make it to a friend’s BBQ. Do you a) call them b) text them or c) Facebook them.

Chances are that if you answered C, you’re probably Generation Y. If don’t even know how to use C, you’re probably a baby boomer.

Wherever we turn these days, there seem to be tips and advice about the stereotypes associated with different generations. While it’s important to remember these are just stereotypes, they can still be useful in managing our expectations when working with others.

To avoid the frustration of your new apprentices ‘Facebooking’ in sick, it’s important to get a few things out of the way early.

1. Manage expectations: if you have a strong preference about how your apprentice should contact you, don’t assume they will know this. Take time to explain your expectations of them.
2. Communicate: If it’s important clients and others are dealt with in a certain way, model that behaviour and highlight its importance.
3. Be flexible: Just because your apprentice is technically Generation Y, it doesn’t mean they’ll meet the stereotype. Take the time to develop what works for you as a unit as this will foster the best working relationship.
4. Older isn’t always wiser: Even though most of the time it is. Give your new apprentice a chance to show you other ways of doing things. You never know what you’ll find out.
5. Be patient: Research tells us that most baby boomers don’t believe the younger generations have the same work ethic that they do. Give your apprentices time to be themselves and show that they can earn their strips. Remember, we’ve all had first days.