In the first of our series on developing line management skills we looked at Inclusive Leadership, and how leaders can set the culture of team to include a diverse range of opinions and ideas, in turn improving decision making in our teams and organisations. In part two, Workwhile's head of programmes and impact Kevin O’Neill looks at engagement, and how we can engage and motivate apprentices.

I addressed in the previous blog briefly that many new line managers have concerns about what a young apprentice is going to be like when they enter the workplace. A crucial first step for us is going to be how we engage with those apprentices when they join. If we get the engagement right we will be able to motivate them too, which is going to be good for everyone in your workplace. Engaged and motivated staff are of course going to have better outputs.

The 2025 State of the Global Workplace Report, Gallup highlight the importance of engagement in the workplace - and how we have a lot to do. Engaged employees are defined in this report as ‘...highly involved in and enthusiastic about their work and workplace. They are psychological “owners,” drive performance and innovation, and move the organization forward.’ The research goes on to state that just 10% of the UK workforce falls into this definition, so we clearly need to do better.

To begin to think about engaging our young people, a clear starting place for me comes through the advice of Simon Sinek's ‘Start with Why’. Before thinking about our apprentices it is a good idea to first revisit our own why. As an organisation is your ‘why’ clear? Beyond the measure of profit and other performance indicators, why do you do the work you do. What is the real difference your organisation is trying to make, for society, for your clients, for your local community? The highlighted link has more on this and what Simon describes as the Golden Circle, starting with the 'why' and through the 'how', and then finally the 'what' you do. He notes that so often it’s the third part where most of us actually start when describing our work.

Having reflected on the why for your organisation think about yourself, consider why it is that you get up each day to go into work – what is it that brings you here. Being clear for yourself allows you to have that conversation with your apprentice. It is certainly a good idea to have an understanding of what your apprentice's 'why' is: what is it that motivates them? Knowing this will allow you to connect with them and be able to consider the development opportunities you are affording them.

It would be hoped that you see that there is a thread of alignment between the apprentice, yourself and your organisation in terms of motivation. And you are already taking the first steps to engage your apprentice in their work. Still wondering how? By asking what it is that motivates your apprentice you have made a first step in engagement as by asking you will have made them feel valued. Referring back to the Gallup report, the research questions they asked to measure engagement are listed below.

They are all are useful to see but to pick out two that we as line managers of apprentices might want to focus on:

'My supervisor, or someone at work, seems to care about me as a person' and 'There is someone at work who encourages my development.

The first one we can be doing immediately and regularly, by taking time to get to know about your apprentice's life outside of work which we mentioned as part of the Inclusive Leadership blog previously. Now take it further: what are their stresses and concerns outside of the workplace, what adjustments can you make to relieve these? On the second question I picked out, ask yourself what other development opportunities are you offering beyond the standard off the job training? With your new understanding of their 'why', maybe now you’re in a better position to offer these development opportunities.

If you have found this useful and would like to dive deeper into this and many other ways to develop leadership skills that enable apprentices to thrive, perhaps you’d be interested in our DevelopMentor training. Fully funded places are available to SMEs based in London with start dates throughout the year.

Questions from the gallup report mentioned above:

1. I know what is expected of me at work.
2. I have the materials and equipment I neeto do my work right.
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition or praise for doing good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
7. At work, my opinions seem to count.
8. The mission or purpose of my company makes me feel my job is important.
9. My associates or fellow employees are committed to doing quality work.
10. I have a best friend at work.
11. In the last six months, someone at work has talked to me about my progress.
12. This last year, I have had opportunities at work to learn and grow.