Introduction
In many companies, it has become very difficult to find suitable apprentices. This makes it all the more gratifying when a company finds the right person. But what should you do if an apprentice who has been put through their paces wants to throw in the towel after a short time? Or even if the young person's suitability for an apprenticeship is called into question?
That's no reason to look around for a new apprentice!
In our 4 tips, we tell you what support you can offer the apprentice and what options you have as a training company.
1. seek a personal conversation
As young people are under enormous pressure when they enter the world of work, you should use the personal interview primarily to reduce some of this pressure. Try not to get lost in hypotheses about what you think could be the reason for the apprentice's uncertainty. Instead, speak openly and honestly about your concerns. It is important to convey to the apprentice that they will receive the support they need in your company to complete their apprenticeship successfully.
2. buy time
The probationary period for young people is three months after signing the apprenticeship contract. Within this period, both the training company and the apprentice can terminate the apprenticeship contract at any time without giving reasons. Has the young person not previously completed an internship? Then they may not be sure whether they really want to learn the trade. Advise the young person to take the opportunity to get to know the occupational field better. This will make it easier for them to make a decision afterwards.
3. get support
The young person has successfully completed the application process, but it turns out in day-to-day business that they need more support than previously assumed. Is he at risk of dropping out due to excessive demands? What can you do now?
Free and voluntary services for apprentices can prevent them from dropping out of an apprenticeship. As a first point of contact, we recommend youth coaching or vocational training assistance. These services are part of the Netzwerk Berufliche Assistenz, NEBA for short, and are a service provided by the Ministry of Social Affairs. These services provide support by clarifying the situation and recommending the necessary assistance or funding and are available to the company and the apprentice for further decisions.
4. have your apprenticeship trainers coached
Apprentice trainers are usually specialists who have taken the first step towards becoming a manager. This is a significant difference to the work they did before. The focus is no longer on their own work, but on passing on knowledge and guiding future specialists. This requires new skills, which usually have to be learned anew at the start of a career as an apprentice trainer. It is not always important to reinvent the wheel. So give your apprenticeship trainers the support they need to get the best out of your apprentices and the best out of themselves as new managers.