Retail surgery: How do I get managers to support apprenticeship programmes?

Many large retailers are now offering apprenticeship programmes across the workforce. But introducing a new training programme, especially by an external provider, can lead to reluctance from line managers concerned about their increasing workloads.

Elmfield Training operations director Trish Frettsome says it is important to educate line managers on the requirements and benefits that these qualifications can offer.

“It is natural that managers will be concerned about the impact that work-based training will have on their existing duties,” she says.

“So one of the first things to make clear is exactly how the training will work. For example, apprenticeships are designed to record and assess skills demonstrated in the learner’s day-to-day job role.”

It is also important to communicate the benefits of the training – not just the monetary benefit to the retailer. “The personal impact of achieving a qualification includes stronger communication, a positive work attitude and self-confidence,” says Frettsome.

But not all managers will be reticent about a new learning opportunity. “Qualifications like apprenticeships tend to be delivered from the shopfloor up, yet managers may also like the chance to achieve a qualification,” says Frettsome. “Through first-hand experience, managers will recognise the value of these qualifications and be better able to support learners, developing their own careers as a result.”