How do you motivate apprentices? 7 Reviews
Only a few days, then around half a million young people will start working in Germany again. The beginning of the training is for many a decisive experience and often with many conversion problems.
However, managers and service providers can ensure that the new start is fast and smooth, thus providing the team with valuable assistance.
1. Newcomers are new
Too much knowledge in a short time makes apprentices not better but overstrained. In the first few weeks we should learn how to teach the pupils.
In many companies, the big mistake is made, pushing new trainees into the cold water without worrying about their concerns. And this is immediately confirmed all fears, which showcasing trainees in various internet forums. For the workforce, this or that company's characteristics may be normal, but for an apprentice, everything is new, everything is alien and most of them have a real fear before that first day.
Of course it would be wrong to give the new with extreme benefits a false impression. But to clarify the most important questions, for example, it would be useful, for example, to send a letter to them about a week before the start of training. therein:
- An exact plan, when they have to be where on the first day.
- Names and photos of the most important colleagues and superiors
- Details of the dress code
- A brief overview of what the apprentices expected during the first days
- A list of do's and don'ts in the Company
For decision-makers, this is a document that can be put together within a few minutes. For trainees, however, it is an invaluable help, because they join the 1. August is not a completely unknown company, but at least have a rough idea of what to expect and what they can avoid to leave a bad impression.
2. Exposure is poison
Of course, there is a training regulation in Germany, which regulates exactly for each occupation, which apprentices must be taught. At the same time, there are certain necessities that are imposed on many apprentices. And this is exactly where the various new motivational stumbling blocks lie for the very new.
So it is clear that a novice has practically nothing really can do for the company valuable. But equally clear must be that it for the motivation is the pure poisonif a trainee is assigned extremely boring and repetitive tasks just because of his freshman status ("Please sort these files").
Of course such work has to be done. Clever decision-makers, however, ensure that no more than half of an apprentice's work is spent on it, and the other half to show really exciting things in which they get to know the profession at their best - the routine comes early enough.
3. Morning hour 'has performance in the mouth
Where there is no professional knowledge, mistakes happen quickly. However, coarse criticism and annoyance are both unsettling and demotivating.
Anyone who has worked for several months in a normal 8-hour rhythm, is generally efficient over the full working hours. In the case of fresh trainees, however, it should be borne in mind that these have often just passed a school system, in which the compulsory part of the working day after the sixth school hour, ie 13 clock, was completed.
For this reason, things that require great attention and the learning of important professional elements should be placed in the morning hours at least in the first weeks. Then the morning fatigue is gone and the Attention at their peak while it falls again after noon and rises again between 16 and 17.
4. The teenage rhythm
Anyone who begins a training has been given the same rhythm of the school day for a decade. Compared to the requirements of an education, he differs considerably:
- At least every 1 ½ hours a quarter-hour break
- Less controlling attention on the individual by the class size
- Long known environment
- Uncomplicated reaction to the weather (clothes, windows, etc.)
In order to change this to work-extremes, one has an apprentice, who is under permanent observation by other colleagues, at least four hours in a row must be attentive, has little influence on the temperature in the workplace and none at all on his clothes.
Of course, apprentices have to learn these aspects because they are part of their job. It would be wrong, however, not to make their situation more bearable. Thus, the new colleagues should certainly be encouraged within the allowed dress code to get "Marscherleichterung".
And if the boss a few Little things that make the heat bearable, this pays off twice: The apprentice can provide himself with LED fan, aquaspray or mobile phone propeller cooling and at the same time sees that one is concerned here also for his needs also off the work performance. In this way, the new, which frightens every human being, is at least partially attenuated, the first working days for the career starter easier.
5. Nice colleagues, please
The workforce of a company is always a reflection of society. But that also means that there are enough people here who simply belong to the category "permanent grumbling" and who may not have much experience with young people or are particularly eager for them.
No matter how the operational needs are, at least in the first few weeks, care should be taken that trainees do not have to spend the whole day with these characters. Because bad mood colors very quickly on others. In the worst case, the elan that the young people have in the first few weeks will never be demolished.
6. Against the Hackordnung
Where large companies and offices are mostly modern and progressive, they are also able to keep up with the trainees, especially in the craft sector Hacking among apprentices, As formerly "bows" or "bullying" there are those who are in the higher years of apprenticeship - and the freshly tucked have to suffer.
Young people understand young people. For the first few weeks and the professional basics trainees should therefore get a similarly old "teacher".
The bad news in advance: Even in small businesses, executives can not fully control this pecking order. All trainees would have to be constantly under control. However, it can certainly help if the new trainees do not have to do the same work side by side with the older ones ("Please take the garbage out"), but alone. Thus, the contact points remain where superiors have no insight, low and the uncontrollable pecking order remains controllable in their effects.
7. On the top instead of from above
2017 trainees come from a world where they have been educated by their parents for many years and have been sitting in front of teachers who have long been trained to convey knowledge perfectly according to their youthful needs.
And then the same teenagers meet when they start their education:
- to a company owner who gives the unapproachable patriarch, before all his colleagues have a pagan look.
- to managers who had been working for many years in the company, who apparently learned their style of leadership at the barracks court
- to colleagues who, beyond all reason, only provide performance, performance, performance, and are a prime example of how to get into the burnout as quickly as possible
However, they seldom meet people who are able to deal with young people on an equal footing and who convey the necessary professional knowledge with joy and "youthfulness".
The solution is simple: it is only necessary to ensure that someone in the company, which is perhaps even young, is chosen to teach the basics.
It does not have to be for the entire first year, not even for several months. It is enough if a young person who has completed the training and still has not forgotten what it feels like to be "the new", accompanies the apprentices in their everyday life in the first weeks. A contact person who can impart knowledge, but without being strict, aloof or "from above".
The first weeks in a company can decide for apprentices about welfare and woe. Whoever wants to do it right at first does not at first try to show the young people the seriousness of the working life.
Clever decision-makers go a little gentler, because for trainees everything is new in the first days and weeks. Anyone who turns the right levers here not only motivates for everything else, but also attracts new colleagues, who are loyal to the company regardless of the situation.
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