Supporting apprentices effectively isn’t just good practice — it’s essential for building a skilled, motivated, and future-ready workforce.
For line managers, the role you play in an apprenticeship programme can directly influence whether an apprentice thrives, progresses, or struggles to complete their programme.
According to the Big Apprentice Survey Report 2026, line manager support is one of the strongest predictors of apprenticeship success. When done well, it leads to better performance, higher retention, and stronger long-term outcomes.
So, what does effective apprentice support look like in practice?
Why line manager support is critical to apprenticeship success
As a line manager, you’re not just overseeing day-to-day work—you’re central to the success of the apprenticeship itself.
The data is clear:
- 36% of apprentices with strong manager support receive a pay rise (vs 11% with low support)
- 30% achieve a promotion (vs 16%)
- 67% feel well supported — but that leaves nearly one in three who don’t.
For employers, this translates directly into ROI. Strong support leads to progression, retention, and a more capable workforce.
How to support an apprentice in the workplace
1. Start with a strong onboarding experience
A well-structured onboarding process helps apprentices feel confident, clear, and ready to contribute.
It’s also key to well-being. With only 17% of apprentices reporting no stress during their programme, early clarity can significantly reduce anxiety.
Make sure you:
- Put yourself in their shoes: remember what it was genuinely like starting work in an office for the first time. And have that in mind, when explaining how things actually work and what any often-used acronyms mean.
- Set clear expectations, for example on mobile phone usage
- Explain that you and the training provider work closely together to support the apprentice so they know it’s a joined-up programme
- Make sure they know that support systems and key contacts are there to be used and who to ask what sort of questions (young apprentices might not speak up as they’re worried about bothering you).
2. Schedule regular check-ins and reviews
Consistent communication is one of the simplest and most effective ways to support an apprentice.
Regular check-ins help you:
- Track progress
- Identify challenges early
- Provide reassurance and direction.
This is especially important when you consider that:
- 41% of apprentices cite end-point assessment (EPA) as a major stressor.
Simple, regular conversations can build confidence and reduce uncertainty.
3. Protect time for off-the-job training
A common challenge for apprentices is balancing work responsibilities with study requirements.
As a manager, you play a key role in making this manageable.
Support your apprentice by:
- Ringfencing study time
- Avoiding scheduling conflicts
- Connecting learning to real tasks.
This is particularly important given that work–life balance is the number one stress factor for 45% of apprentices.
4. Set clear expectations and goals
Unclear expectations are a major contributor to apprentice stress.
Be explicit about:
- What success looks like in their role
- How performance will be measured
- What progress should look like over time.
Clarity reduces confusion and helps apprentices stay focused and motivated.
5. Encourage mentoring and peer support
While line manager support is essential, it shouldn’t be the only form of support.
The report highlights a clear opportunity:
- 60% of apprentices have a mentor
- 62% of those without one say it would have helped.
Introducing mentoring can improve confidence, performance, and progression.
You can also facilitate a ‘buddy system’, making sure they have someone perhaps one or two years above them, to whom they can ask day to day questions.
6. Support well-being and reduce apprentice stress
Apprenticeships can be demanding, especially for those balancing work, study, and personal commitments.
Key stress factors include:
- Work–life balance (45%)
- EPA pressure (41%)
- Unclear expectations (29%)
To support well-being:
- Create an open, supportive environment where it’s okay to say what’s creating challenges, and in turn, you saying that being out of your comfort zone is a good way to develop. It’s usual to feel some anxiety some of the time
- Encourage honest conversations if they’re starting to feel overwhelmed
- Share how you do things to support your own well-being.
Even small actions can have a meaningful impact.
7. Build an inclusive apprenticeship experience
Inclusive workplaces drive better outcomes — not just for individuals, but for organisations.
Apprenticeships are also a key driver of social mobility:
- 27% of apprentices say they wouldn’t be in their industry without one
Creating an inclusive environment helps ensure every apprentice has the opportunity to succeed.
Apprenticeships as a talent development strategy
Apprenticeships are increasingly being used as a tool for career progression — not just entry-level hiring.
In fact:
- Career progression is now the top reason people choose apprenticeships
- 80% of apprentices would undertake another apprenticeship
For employers, this positions apprenticeships as:
- A leadership pipeline
- A succession planning tool
- A way to build future-ready skills.
With the right line manager support, apprenticeships become a powerful driver of long-term business success.
Empower your team to succeed
Supporting apprentices isn’t just about helping individuals complete a programme — it’s about unlocking potential across your organisation.
With strong line manager support, you can:
- Improve retention and progression
- Reduce risk around completion
- Build a more capable, confident workforce.
Kaplan works with employers to provide the tools, guidance, and expertise needed to support apprentices effectively. We’re advisory partners of the Association of Apprentices who conducted this research, and encourage other employers to join.
Empower your team. Strengthen your future workforce. Get in touch with us today.
Frequently asked questions about supporting apprentices
What is the role of a line manager in an apprenticeship?
A line manager plays a central role in supporting an apprentice’s success. This includes setting clear expectations, providing regular feedback, protecting time for off-the-job training, and helping the apprentice apply their learning in the workplace.
Research shows that strong line manager support is directly linked to higher rates of promotion, pay increases, and long-term employment.
How can managers support apprentices in the workplace?
Managers can support apprentices by:
- Scheduling regular one-to-one check-ins
- Setting clear goals and expectations
- Allowing dedicated time for study and training
- Providing constructive feedback
- Encouraging mentoring and peer support.
Consistent communication and a supportive environment are key to helping apprentices stay on track and build confidence.
Why is line manager support important for apprenticeships?
Line manager support is one of the biggest factors influencing whether an apprentice completes their programme successfully.
According to recent research, apprentices with strong manager support are significantly more likely to:
- Receive pay rises
- Achieve promotions
- Stay in long-term employment
Without this support, apprentices are more likely to experience stress, uncertainty, and disengagement.
How often should you check in with an apprentice?
Regular check-ins are essential. In most cases, a weekly or fortnightly one-to-one works well, alongside more informal catch-ups.
The key is consistency — giving apprentices a safe space to raise challenges, ask questions, and review progress.
What challenges do apprentices face during their programme?
Common challenges include:
- Managing work–life balance
- Preparing for end-point assessments (EPA)
- Understanding expectations
- Balancing job responsibilities with study time.
Managers can help by providing clarity, flexibility, and ongoing support throughout the programme.
How can managers support apprentice well-being?
To support well-being, managers should:
- Encourage open conversations about workload and stress
- Help prioritise tasks and manage time effectively
- Offer flexibility where possible
- Recognise achievements and progress.
Creating a supportive environment can reduce stress and improve overall performance.
Do apprentices need a mentor as well as a manager?
While not always required, mentoring can significantly enhance the apprenticeship experience.
Many apprentices say having a mentor would have helped them succeed. Mentors provide additional guidance, share experience, and offer a different perspective from the line manager.
How do apprenticeships benefit employers?
Apprenticeships help employers:
- Develop internal talent and future leaders
- Improve retention and employee engagement
- Build role-specific skills
- Support inclusion, and social mobility goals.
With the right support in place, apprenticeships can be a powerful long-term investment in your workforce.
Statistics source: https://associationofapprentices.org.uk/big-apprentice-survey-report-2026/