Apprenticeships are a cornerstone of skills development and talent pipelines across the UK. Many organisations report that apprentices bring energy, fresh thinking, and a strong commitment to learning the job. In fact, 69% of employers say that employing apprentices improved staff retention and 65% of apprentices stay with the company that trained them after completing their programme. (Association of Apprentices)  

Yet despite these headline strengths, retention isn’t guaranteed. According to government data, only around half of apprentices on average complete their training, with dropout rates still substantial in certain sectors.  (FE WEEK) This gap between starting and completing (and then staying beyond) is where many organisations struggle. 

Supporting Apprentices Through Their Journey 

Research shows that apprentices leave for a variety of reasons, including seeking better opportunities, progression, or pay. But beneath these reasons are lived experiences: questions about belonging, confidence, purpose, and support. 

While onboarding and technical training often get attention, one of the most overlooked factors in apprentice retention is the strength of mentorship. Many mentors and line managers are subject-matter experts, but few feel equipped to support apprentices with the relational and developmental skills needed to go through setbacks, learning curves, and the emotional reality of their first experiences in the workplace. 

Why Mentorship Matters — And What’s Missing 

Effective mentorship does more than show someone what to do. It nurtures their ability to think, reflect, adjust, and self-correct, which are exactly the capabilities apprentices need to grow into confident, resilient professionals. 

And there’s good evidence that mentoring adds real value: 
• Research from workplace development studies shows that mentoring and coaching programmes help 66% of organisations improve staff retention and attract talent.  (Workplace Journal) 
• Broader business research suggests that mentoring correlates with higher retention rates and greater engagement, morale, and career progression, compared with employees without access to this support.  (The ABP) 

When apprentices feel genuinely supported, they are more likely to stay, contribute meaningfully, and grow within the organisation. 

So what can Apprenticeship providers do?  

One of the most effective ways to strengthen mentor capability is through coaching skills training. 

Coaching isn’t about being a therapist or fixing everything for someone. It’s about: 
• Listening deeply to understand, not just respond. 
• Asking thoughtful questions that uncover possibilities. 
• Supporting apprentices to set meaningful goals and reflect on their progress. 
• Providing feedback that builds confidence and accelerates learning. 

These skills help mentors move from directive to developmental support, which research shows leads to better engagement and retention. 

This National Apprenticeship Week, it’s worth celebrating not only the pathways apprenticeships create but also the relationships that sustain them. Strong retention isn’t a byproduct of good recruitment – it’s a product of intentional development. 

By investing in mentor development and coaching skills, organisations can: 
• Increase apprentice completion and long-term engagement 
• Reduce turnover and its associated costs 
• Build a culture where learning and belonging go hand in hand 

If you’re thinking about how to strengthen your apprenticeship ecosystem, investing in coaching skills for mentors and managers is a powerful place to start.  

“It’s about supporting workplace mentors with the skills they need to support apprentices in an inclusive, person-centred way.”

says Jess Woodsford, Director and Co-Founder of Inclusive Futures CIC.

Who are we? 

At Inclusive Futures CIC, we provide support in the form of inclusive coaching and training that helps leaders create transformational, inclusive changes within their organisations. Whether you’re looking to enhance your coaching for yourself or your team, develop your leadership skills, support your team’s growth, or embed inclusive coaching practices into your organisation by building your own coaching skills, we can help. 

Interested in supporting your mentors with coaching skills training? 
Get in touch to explore how a coaching skills programme could help your teams retain talent more effectively and create a stronger workplace culture. 

Email Jess – jess@inclusivefutures.co.uk  
  

Jess Woodsford is Co-founder and Director at Inclusive Futures CIC, specialising in our work for education. Learn more about Jess and connect with her on LinkedIn  here.