In 2024, 51% of employers reported that graduates and apprentices were leaving their companies for better pay; an increase from the 40% reported in both 2023 and 2022, and a far cry from the just over a quarter of departures seen in 2021 and 2020.
This trend highlights the growing importance of employee retention strategies, particularly within apprenticeship programmes. Investing in apprenticeships is a significant commitment for both employers and employees. Losing valuable talent due to competitive salaries can impact business growth and productivity.
This blog will explore key strategies to improve apprentice retention rates, ensuring that your company retains its top talent and maximises its return on investment in apprenticeship programmes.
The importance of retaining top talent
Investing in apprenticeships is a significant commitment. You're not just hiring someone; you're nurturing talent from the ground up, providing valuable skills, and shaping the future of your workforce.
Losing an apprentice is a setback for your business as you've invested time, money, and valuable resources into their training and development, all of which go to waste when they leave.
This disrupts your team's workflow, impacting productivity and potentially jeopardising deadlines. High apprentice turnover also damages your company's reputation as a desirable employer, making it harder to attract and retain future talent.
When an apprentice leaves prematurely, you miss out on the potential long-term benefits of top apprentices - their fresh perspectives, innovative ideas, and strong work ethic.
Common reasons why apprentices leave programmes early
Apprentices often leave programmes early due to a combination of factors. Insufficient support, such as limited guidance from mentors and unclear expectations, can create a frustrating and demotivating environment for someone who is new to the role.
Poor training quality, including inadequate on-the-job training can also lead to disengagement and a lack of confidence. This is why it’s important to choose the right apprenticeship training provider.
Also, apprentices might feel discouraged if they see limited opportunities for career progression within the company, such as limited access to higher-level roles and a lack of recognition for their hard work.
Personal challenges, such as family emergencies or financial difficulties, can also be a reason why apprentices withdraw from their programmes.
Finally, a lack of engagement, whether due to boredom, a lack of interest in the chosen field, or feeling undervalued, can contribute significantly to early departures.
Don’t worry however, we provide solutions to all these problems below!
9 top tips for improving apprenticeship retention rates
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Effective onboarding
A smooth and welcoming onboarding experience is crucial for apprentice retention. This includes clear communication of expectations, practical hands-on training, and regular check-ins to address any concerns. This helps the apprentice understand what’s expected of them, so there isn’t any confusion later on.
Learn more about the key steps for a successful recruitment process in our blog.
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Dedicated support through the apprenticeship programme
This involves regular performance reviews to track progress and provide feedback, ensuring access to necessary resources, and demonstrating flexibility and understanding of individual needs.
This ensures that employers keep up with any changes or challenges in the apprenticeship programme and can make accommodations to help support the apprentice. This is also the perfect opportunity to get to know your apprentice and understand if anything in their personal life can hinder their performance.
Make sure you do your research to find a good apprenticeship provider, especially one that specialises in your sector. A good apprenticeship training provider can assist you with regular support throughout the programme.
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Mentorship programmes
Pairing apprentices with experienced mentors fosters strong relationships and provides them with strong guidance throughout the programme.
Regular meetings between mentors and apprentices allow for open communication and address challenges effectively and can be a source of inspiration for the apprentice.
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Clear progression pathways
Defining clear career paths and setting realistic goals provide apprentices with a sense of direction and purpose. Opportunities for growth and advancement within the company motivate apprentices to stay engaged and strive for success, rather than leave for a different company.
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Regular feedback
Regular, constructive feedback is vital for apprentice development - and this includes both positive and negative feedback, focusing on areas for improvement. Open communication and formal/informal feedback such as employee surveys and one-on-one meetings, ensure that apprentices receive valuable insights into their performance.
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Company culture
A positive and inclusive company culture is essential for apprentice retention, in fact, research shows 58% of employees would take a job with a competitor if the new company had a better culture.
Company culture involves fostering a welcoming environment where apprentices feel valued and respected, encouraging employee engagement through team-building activities, and promoting a healthy work-life balance. This is important for retaining top talent.
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Ongoing training and support
Providing ongoing training and upskilling opportunities, such as workshops and seminars, helps apprentices stay updated with the latest industry trends and technologies. Encouraging the pursuit of relevant industry certifications further enhances their skills and career prospects. Training should encompass both soft skills and hard skills to make a well-rounded employee.
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Recognise and reward good performance
Recognising and rewarding good performance is essential to motivate and retain top talent. This can include public recognition, performance-based incentives, and competitive employee benefit packages.
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Competitive compensation
Offering competitive wages and salaries, along with comprehensive benefits packages, demonstrates the company's commitment to investing in its apprentices' future. This attracts top talent and motivates apprentices to stay and contribute to the long-term success of the company.
Benefits of choosing Total People as your apprenticeship provider
At Total People, we provide unrivalled support and guidance throughout the entire apprenticeship journey. We offer high-quality training delivered by experienced and knowledgeable instructors, ensuring your apprentices gain the skills and qualifications they need to succeed.
We also provide ongoing support to apprentice employers, guiding them through every step of the apprenticeship process and ensuring compliance with all relevant regulations. Contact us now to learn more about how we can help you build a skilled and successful workforce.
