How to Get Line Manager Buy-In for Apprenticeship Training

Apprenticeships are a powerful way to upskill teams, close skills gaps, and retain talent. Yet one of the most common barriers to successful implementation is a lack of engagement from line managers.

Without their buy-in, even the most well-planned apprenticeship programme can struggle. Line managers play a vital role in supporting learners, shaping their on-the-job training, and helping them apply new skills. So how can HR and L&D professionals bring managers on board?

---

Here are five practical strategies to secure line manager buy-in, and keep it.

1. Show How Apprenticeships Solve Their Problems

Line managers are often juggling team performance, workloads, and KPIs. If training feels like “another thing to manage,” they may push back.

The key is to link apprenticeships to outcomes they care about, whether that’s improving team productivity, addressing specific skill gaps, or developing future leaders from within.

💡 Tip: Frame the apprenticeship as a solution, not a favour. Ask: “What skills would help your team deliver more effectively?” Then show how an apprenticeship can deliver that.

2. Involve Them Early in the Process

Managers are far more likely to support what they’ve helped to shape. Involve them from the start - when choosing a provider, identifying the right standards, and selecting candidates.

This also gives them a chance to raise concerns early and helps you address any logistical or operational issues before rollout.

💡 Tip: Share the apprenticeship curriculum and ask for feedback on how it aligns with day-to-day responsibilities.

3. Clarify the Commitment

One common worry is time: managers may fear they’ll lose employees to off-the-job training or face extra admin. Help them understand what’s actually required, and what isn’t.

Apprenticeships are designed to be work-integrated, not disruptive. And many providers (including GLP Training) offer flexible delivery models to suit different working environments.

It’s also worth highlighting that upskilling team members makes it easier to delegate effectively. As employees become more capable and confident, managers can hand off more complex tasks with trust, freeing up their own time for strategic work.

💡 Tip: Use a one-page guide to clearly outline roles and responsibilities, including expectations for the manager, apprentice, and provider.

4. Give Them the Tools to Support Learners

Many managers are willing, but unsure how to support an apprentice. They may not know how to structure development discussions or link training back to work tasks.

Offer simple tools and training to help them become effective mentors:

• A checklist of “how to support your apprentice”

• Guidance on reviewing progress reviews

• Support from your apprenticeship provider

  
  

💡 Tip: Ask your provider if they offer ongoing support - GLP Training does!

5. Celebrate Wins and Share Success Stories

Recognition goes a long way. When a line manager sees how an apprentice has grown in confidence, taken on more responsibility, or improved a process, they’re more likely to invest in future learners.

Make it easy to spot and share these wins. Highlight success stories in internal newsletters, hold “apprentice showcase” events, or invite managers to contribute to progress reviews.

💡 Tip: Use quotes or short videos from managers who’ve had great experiences to help influence others.

Final Thought - Ensuring Line Manager Buy-In for Apprenticeship Training

Line manager engagement isn’t a nice-to-have, it’s a make-or-break factor in apprenticeship success. By positioning training as a business enabler, involving managers early, and supporting them throughout the journey, you can ensure line manager buy-in for apprenticeship training.

At GLP Training, we work closely with both learners and managers to ensure our apprenticeships deliver real value to the workplace.

Want support getting started?

Get in Touch