How to Manage Your Team Effectively with Apprenticeships
- GLP Training
- Jun 6
- 2 min read
Apprenticeships aren’t just a training route, they’re a strategic way to grow your team, improve performance, and build future leaders.
When managed well, apprentices can bring fresh energy, loyalty, and long-term value to your organisation.
But how do you make sure you’re setting them (and your wider team) up for success?
Here’s how to manage your team effectively by integrating apprenticeships into your business operations:
1. Set Clear Expectations from Day One
From the start, everyone including the apprentice, their line manager, and team, should understand the goals of the apprenticeship. What will the apprentice be responsible for? How does their learning align with your business objectives?
Create a clear plan that outlines:
The apprentice’s role and responsibilities
The training timeline and key milestones
How their off-the-job learning fits into their working week
Having this structure builds clarity and avoids confusion, especially when balancing work tasks with study time.
2. Choose the Right Mentor or Line Manager
Apprentices thrive with guidance — and having the right mentor can make all the difference. Select someone who is patient, communicative, and committed to helping others grow.
Mentors should:
Offer regular check-ins and feedback
Support with both technical skills and workplace behaviours
Celebrate progress and help navigate challenges
This builds confidence and ensures apprentices are not just trained but truly supported.
3. Embed Learning into Real Work
The most effective apprenticeships blend learning with practical experience. Look for ways to tie projects and tasks directly to the apprentice’s qualification.
For example:
A professional services apprentice could lead a team meeting and report back on performance
A construction apprentice might shadow a supervisor on-site and then take ownership of a task under guidance
Giving real responsibility keeps them engaged and reinforces what they’re learning.
4. Communicate with Your Training Provider
Good communication with your apprenticeship training provider helps keep things on track. They’ll offer insights on your apprentice’s progress and support with any challenges.
Work closely with them to:
Stay informed about learning modules and assessments
Plan workload around deadlines and study days
Raise any concerns early for proactive support
You don’t have to do it alone, your provider is there to help.
5. Make the Whole Team Part of the Journey
An apprentice might be new to the industry or workplace, so fostering a team culture of support is crucial.
Encourage your wider team to:
Share knowledge and skills
Be open to answering questions
Include the apprentice in team meetings and socials
This boosts morale and helps apprentices feel like valued team members, not just learners.
6. Measure Success and Reflect
Managing apprenticeships should be seen as a long-term investment. Reflect on what’s working and where there’s room to improve:
Is the apprentice growing in confidence and competence?
Is their work contributing to the team’s goals?
Are managers and mentors getting the support they need?
Gather feedback from all parties and use it to shape future apprenticeship hires.
Final Thoughts
Managing a team with apprenticeships is about building a culture of growth, development, and opportunity. When you invest in apprenticeships strategically, you’re not just training individuals, you’re strengthening your team for the future.
Whether you’re taking on your first apprentice or scaling an existing programme, smart management is the key to success!
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