Freshly baked trainees need something to find their way into working life. CompanyThose who respect this manage to motivate young people to take a long-term career.

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How do you motivate apprentices? 7 Reviews

Only a few more days and around half a million young people will start again across Germany People into professional life. The beginning of Vocational Training is a drastic experience for many and often associated with many conversion problems.

However, bosses and high achievers can ensure that the new beginning fast and runs smoothly - and therefore quickly Team valuable help is available.

1. Newcomers are new

Too much Background in a short time trainees do not improve, but overwhelmed. The first few weeks should be taught bit by bit.

In many companies, the big mistake is made and new trainees are immediately thrown in at the deep end without paying any further attention to their concerns. And that immediately confirms all the fears that prospective trainees express in various Internet forums. This or that company peculiarity may be normal for the workforce, but for a trainee everything is new, everything is foreign and most of them really have before this first day Anxiety.

Of course it would be wrong to give the newcomers the wrong impression with extreme gifts. But only about the most important ones Ask to clarify, it would be, for example usefulto send a letter to her about a week before the start of the training. In this:

For decision-makers, this is a document that can be put together within a few minutes. For trainees, however, it is an invaluable help, because they join the 1. August is not a completely unknown company, but at least have a rough idea of ​​what to expect and what they can avoid to leave a bad impression.

2. Exposure is poison

Of course there is a training regulation in Germany that applies to everyone Job regulates exactly what trainees have to be taught. At the same time, however, there are also certain necessities that are imposed on many trainees. And this is exactly where there are various motivational stumbling blocks for the brand newcomers.

So is clearthat there is practically nothing a newcomer can do of value to the company. But it must also be just as clear that it is for the Motivation pure poison is when a trainee, just because of his freshman-Status extremely boring and repetitive tasks (“Please sort these files”).

Of course such work has to be done. Clever decision-makers, however, ensure that no more than half of an apprentice's work is spent on it, and the other half to show really exciting things in which they get to know the profession at their best - the routine comes early enough.

3. Morning hour 'has performance in the mouth

Where there is no professional knowledge, mistakes quickly happen. Rough Criticism and complaining, however, only unsettle and demotivate and do nothing.

Anyone who has worked for several months in a normal 8-hour rhythm, is generally efficient over the full working hours. In the case of fresh trainees, however, it should be borne in mind that these have often just passed a school system, in which the compulsory part of the working day after the sixth school hour, ie 13 clock, was completed.

Because of this, things that matter should be big awareness and learning important professional elements, should be placed in the morning hours at least in the first few weeks. Then the morning tiredness is gone and the alertness is at its peak while it falls again after noon and only rises again between 16 and 17 p.m.

4. The teenage rhythm

Anyone who begins a training has been given the same rhythm of the school day for a decade. Compared to the requirements of an education, he differs considerably:

In order to take this to the extreme at work, you then have a trainee who is under constant observation by external colleagues, who has to be attentive for at least four hours at a time, hardly any influence on the temperature Workplace and has none on his clothes.

Of course, trainees have to learn these aspects because they are part of the job. It would be wrong, however, not to make their situation a little more bearable for them. So the new colleagues should be encouraged within the allowed dress code to get “march relief”.

And if the Executive Providing a few little things that make the heat bearable, it pays off twice: The trainee can get himself cooling by means of an LED fan, aquaspray or mobile phone propeller and at the same time sees that his needs are being looked after here as well of the job. In this way, the new, which scares everyone, is at least partially weakened, and the first days of work are made easier for young professionals.

5. Nice colleagues, please

A company's workforce is always one Spiegel of Society. But that also means that there are enough people here who simply belong to the “permanently grumpy” category and who perhaps have neither experience with young people nor are particularly eager for them.

No matter how the operational needs are, at least in the first few weeks, care should be taken that trainees do not have to spend the whole day with these characters. Because bad mood colors very quickly on others. In the worst case, the elan that the young people have in the first few weeks will never be demolished.

6. Against the Hackordnung

Where large companies and offices are mostly modern and progressive towards the trainees, a real bad habit has often been preserved, especially in the craft sector: the pecking order among the trainees. As before, “boss” or “bully” because those who are in the higher years of their apprenticeship - and those who have just arrived have to suffer from it.

Young people understand young people. For the first weeks and the professional basics, trainees should therefore get a similarly old “teacher”.

The bad news first: Even small businesses can Executives do not fully control this pecking order. To do this, all trainees would have to be constantly under Control stand. However, it can definitely help if the new trainees don't have to do the same work side by side with the older ones ("Please take out the garbage"), but rather alone. In this way, the contact points remain small where superiors have no insight, and the uncontrollable pecking order remains more controllable in its effects.

7. On the top instead of from above

Apprentices come from a Welt, in which she was given a child by her parents for years Education on eye level experienced and sat in front of teachers at school who had been trained for a long time to convey knowledge perfectly according to the needs of young people.

And then the same teenagers meet when they start their education:

However, they rarely meet people who can really deal with young people on an equal footing and impart the necessary professional knowledge with joy and in a “youth-friendly” manner.

Convey the basics

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Here, the Solution simple: You just have to make sure that someone in the company, who might still be there himself jung is, is chosen, the Basics to convey.

This does not have to be for the entire first year of apprenticeship, not even for several months. It's enough for a young person who has completed their training and still not forgotten what it feels like to be "the new guy" to support the trainees in their first few weeks Everyday life accompanied. A contact person who can impart knowledge, but without being strict, aloof or "condescending". act.

Conclusion: The first weeks in the operation decide

The first few weeks in a company can be a matter of weal and woe for trainees decide. If you want to do it right, at least at first, you don't try to show young people how serious work life is Eyes respectively.

Clever decision-makers go a little gentler, because for trainees everything is new in the first days and weeks. Anyone who turns the right levers here not only motivates for everything else, but also attracts new colleagues, who are loyal to the company regardless of the situation.

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