Helping you support your apprentice
Apprenticeships work best when everyone involved works together.
As an employer, you play an important role in helping your apprentice develop the knowledge, skills and behaviours they need to succeed — both in their apprenticeship and in their career.
You don't need to be an apprenticeship expert to make a difference.
With the right support, encouragement and opportunities, you can help your apprentice build confidence, apply their learning and get the most from their apprenticeship.
This guide is here to help you do exactly that.
Your role as an employer
An apprenticeship is more than a job with a qualification attached.
Your apprentice is learning, developing and gaining valuable workplace experience at the same time. The workplace is therefore a key part of their development.
As an employer, you can support your apprentice by:
- Providing a safe, inclusive and supportive working environment.
- Giving them opportunities to develop and practise new skills.
- Allowing appropriate time for learning and off-the-job training.
- Helping them understand how their learning applies to their role.
- Providing regular feedback and encouragement.
- Giving them opportunities to take on new responsibilities.
- Working closely with their training provider.
- Supporting them to prepare for important milestones throughout their apprenticeship.
- Encouraging them to take ownership of their development.
The most effective employers don't simply ask, "Is my apprentice doing their job?"
They also ask:
"What opportunities can I give them to learn, develop and progress?"
Understanding off-the-job training
Off-the-job training is an important part of an apprenticeship.
It gives apprentices dedicated time to develop the knowledge, skills and behaviours required by their apprenticeship standard.
It doesn't necessarily mean sitting in a classroom.
Learning can take many different forms, depending on the apprentice, their role and their apprenticeship.
It could include:
- Completing training or workshops.
- Attending online learning sessions.
- Shadowing an experienced colleague.
- Learning a new system or process.
- Taking part in a workplace project.
- Researching a topic relevant to their apprenticeship.
- Attending an industry event.
- Observing another department or role.
- Completing structured learning activities.
- Reflecting on workplace experiences.
- Developing a new skill and applying it in the workplace.
The important thing is that the activity contributes to the apprentice's development and is relevant to their apprenticeship.
How can I support off-the-job training?
One of the most valuable things you can give your apprentice is time.
Make sure they have the opportunity to complete their required learning and don't allow day-to-day work to consistently take priority over their apprenticeship development.
You can also help by creating opportunities for learning within your organisation.
For example, you could:
Give them exposure
Introduce your apprentice to different teams, departments, processes or areas of the organisation.
Encourage shadowing
Allow them to spend time with experienced colleagues and observe how different tasks are completed.
Give them responsibility
Where appropriate, allow your apprentice to take ownership of a project, task or piece of work.
Connect learning to work
Ask your apprentice what they're currently learning and consider how they can apply it within their role.
Encourage reflection
After a new experience, ask:
- What did you learn?
- What surprised you?
- What would you do differently next time?
- How could you use this in your role?
Small conversations like these can turn everyday experiences into meaningful learning opportunities.
Create opportunities to learn
You don't always need to create a new training programme for your apprentice.
Your organisation is already full of learning opportunities.
Consider whether your apprentice could:
- Attend a team meeting.
- Shadow a colleague.
- Visit another department.
- Learn a new piece of software.
- Help with a customer or client project.
- Support a process improvement activity.
- Take part in an internal presentation.
- Research a business issue.
- Help organise an event.
- Complete a workplace project.
- Observe a more experienced colleague.
- Present their findings to the team.
- Take responsibility for a small task.
- Participate in a problem-solving exercise.
The key question is:
"What could my apprentice experience or get involved in that would help them develop?"
Talk to your apprentice
Regular conversations can make a huge difference.
You don't need to wait for a formal review to ask how things are going.
Take time to check in with your apprentice and ask questions such as:
- How are you finding your apprenticeship?
- What have you learned recently?
- What are you enjoying?
- Is there anything you're finding difficult?
- Do you feel you're getting enough opportunities to develop?
- Is there anything you'd like more experience in?
- What are you currently working towards?
- Is there anything I can do to support you?
- What would you like to achieve over the next few months?
These conversations help you understand how your apprentice is progressing and give them an opportunity to raise concerns early.
Help them build confidence
Starting an apprenticeship can be a big step.
For some apprentices, it may be their first experience of the workplace. For others, it may be a change of career or an opportunity to develop within an existing role.
Either way, confidence takes time.
You can help by creating an environment where your apprentice feels comfortable asking questions, trying new things and learning from mistakes.
Encourage questions
Let your apprentice know that asking questions is part of learning.
Give constructive feedback
Explain what they've done well and where they can improve.
Recognise progress
Don't only focus on what still needs to be done. Celebrate what your apprentice has already achieved.
Give them opportunities to contribute
Ask for their opinions and ideas. Apprentices can bring new perspectives to your organisation.
Encourage independence
Support your apprentice as they become more confident in solving problems and taking ownership of their work.
Give meaningful feedback
Feedback shouldn't only happen when something goes wrong.
Regular, constructive feedback helps apprentices understand what they're doing well and where they can improve.
Try to make feedback:
- Specific — explain exactly what they did well or could improve.
- Constructive — focus on development rather than criticism.
- Timely — provide feedback while the experience is still fresh.
- Balanced — recognise strengths as well as areas for improvement.
Instead of:
"You need to communicate better."
Try:
"Your explanation was clear, but next time try slowing down and checking that the customer understands before moving on."
Good feedback gives an apprentice something they can actually work with.
Encourage professional development
An apprenticeship isn't just about completing tasks.
It's an opportunity for your apprentice to develop into a confident professional.
Think about the wider skills they may need throughout their career, including:
- Communication
- Teamwork
- Leadership
- Problem solving
- Organisation
- Time management
- Decision making
- Initiative
- Professionalism
- Confidence
- Adaptability
Look for opportunities for your apprentice to practise these skills as part of their everyday work.
Work with your training provider
Your training provider is an important part of your apprentice's journey.
Maintaining good communication between the employer, apprentice and training provider helps everyone understand how the apprenticeship is progressing.
Keep your training provider informed about:
- Progress and achievements.
- Any concerns about performance or engagement.
- Changes to the apprentice's role.
- Development opportunities.
- Areas where additional support may be needed.
- Upcoming milestones or assessments.
Don't wait until there is a problem before starting a conversation.
Early communication can make problems much easier to resolve.
Make progress reviews count
Progress reviews are an opportunity to step back and look at the bigger picture.
Before a review, take some time to consider:
- What has my apprentice achieved?
- What have they learned?
- How are they performing in the workplace?
- What are they finding challenging?
- What opportunities could we give them next?
- Are there any areas where they need more experience?
Come prepared to contribute to the conversation.
Your insight into the apprentice's day-to-day work can provide valuable context for their training and development.
Remember: your apprentice is also an employee
It's important to remember that apprentices have two connected experiences.
They are employees who contribute to your organisation.
They are also learners who need time, support and opportunities to develop.
A successful apprenticeship balances both.
Your apprentice shouldn't be expected to know everything from day one.
Give them the opportunity to learn.
Give them room to ask questions.
Give them meaningful responsibilities.
And give them the support they need to grow.
A great apprenticeship is a shared responsibility
The strongest apprenticeships happen when everyone plays their part.
The apprentice
Takes ownership of their learning, asks questions, engages with their training and applies what they learn.
The employer
Provides a supportive workplace, meaningful opportunities and time to learn and develop.
The training provider
Provides structured training, guidance, assessment and support throughout the apprenticeship.
When these three work together, apprentices are given the best possible environment to succeed.
How Beyond the Job can help
Beyond the Job has been created to make off-the-job training simpler, more meaningful and more impactful.
The platform gives apprentices access to practical off-the-job training ideas, resources and guidance, helping them identify opportunities to learn and develop throughout their apprenticeship.
Activities are designed around the knowledge, skills and behaviours of their apprenticeship standard, helping apprentices connect their learning with their role and everyday experiences.
For employers, this means your apprentice has another tool to help them take ownership of their development.
You provide the workplace.
You provide the opportunities.
Beyond the Job helps your apprentice make the most of them.
Supporting your apprentice doesn't have to be complicated
You don't need to have all the answers.
Sometimes, the most valuable support is simply:
- Give them time.
- Give them opportunities.
- Ask questions.
- Listen.
- Give feedback.
- Encourage them.
- Help them see how their work connects to their development.
Small actions can have a big impact on an apprentice's experience.