How can motivation help an apprenticeship
MotivateThis is how you promote the motivation of your trainees
From the very first day, the training supervisor should regularly discuss the tasks of the trainee with them and plan them for the next few days or weeks. This planning should include daily operational requirements as well as long-term, non-time-critical tasks. It should be communicated to all colleagues who work closely with the trainee in order to maintain a clear course together.
The tasks should be realistically manageable with the current state of knowledge, in the available time and with the available resources. In addition, they should enable learning progress or the development of routine in a training-relevant area. Both criteria can be used again and again in the course of the training in order to critically question: Are the direction and balance still correct? Do expectations or requirements have to be readjusted?
In this way, for example, situations of excessive or insufficient demands, which trigger stress and thus demotivation, can be avoided. Whether the expectations and requirements have to be readjusted is a matter of individual design. However, it is helpful to achieve a good mix between learning new content, familiar routine tasks and classic "fill in gaps". Under no circumstances should the impression arise that tasks are found and assigned out of embarrassment.
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