Apprentices: Why Do They Leave, and How Do We Keep Them?

‘The right apprentices, with the right trades, with the right employers, help our industry with a steady supply of qualified and licensed tradespeople. It is essential.’
Source: CSQ, CSQ Training Plan 2021-22

It’s no secret that Australia needs apprentices. 

But why do they leave early? And what can we, as employers, do to support and keep them?

Since the harsh blows of the pandemic on the trade and construction industry in 2020, the government has been investing heavily into boosting apprenticeship enrollment rates. They offered generous wage incentives to both employers and commencing trainees, and, as a result, there are now more QLD construction apprentices in training than ever before.

‘Driven by generous government incentives, more than 30,000 people signed up for an apprenticeship in Queensland over a six-month period. This was a greater-than-80% increase from the same period 12 months earlier.’

Source: CSQ, A Year in Review 2021

However, this surge in apprenticeship commencements doesn’t necessarily reflect in qualified apprentices. While we’ll have to wait four years to see the outcome of these new enrollments, recent data from the National Centre for Vocational Educational Research (NCEVR) states that 2021 held the fewest combined completions since 1999. 

But why? And why have the completion/cancellation rates remained so close for so long?

By asking enough employers and apprentices, there seems to be a lack of commitment on both sides:

Refrigeration Mechanic 900x600 1

1. Apprentices who don’t commit.

It’s a common story. A kid finishes year 10 or year 12, doesn’t know what they want to do, and randomly picks a trade. Maybe there’s a good wage; maybe their mates are doing it; maybe the government’s offering benefits, but it’s not long before they wish they had known what they were getting into before they began. This, combined with the shifting priorities, values, and needs of younger generations, has led to a hesitation to commit.

CSQ responded to this within their 2021-2022 Training Plan. They’ve invested $1M into an apprenticeship support program dedicated to encouraging the completion of apprenticeships and traineeships, and another $2.7M into career pathways courses for young people. The aim of this is to provide those interested with a solid taste of their ‘dream job’ BEFORE they begin, therefore more accurately targeting those who are willing to stick it out. 

2. Employers who don’t commit.

Kayle Dean, 25, Refrigeration Technician

Kayle’s just graduated from his apprenticeship as a fully qualified fridge. It’s safe to say he’s glad he chose Coolphase for his apprenticeship.

Apprentices cost time, money, and personnel, and, for many employers, the benefits don’t outweigh these. They would rather pay more for experienced tradespeople or string along unqualified assistants for cheap labour.

“They’d never put on apprentices before, they’d just had tradesmen and labourers. I would’ve been one of their first, and they didn’t want to jump in. Easier (and cheaper) to have someone working that’s not an apprentice and not qualified.”

Kayle Dean was 21 when he secured a refrigeration trades assistant job at a competing employer. Initially, he was promised he could begin his apprenticeship immediately, a story that quickly dissolved into ‘in a few months’ and then ‘the beginning of next year’.

After months of getting the run-around, he was desperate for an apprenticeship. That’s when a friend recommended he might find himself a better fit at Coolphase.

 

 

“I spoke to Ricky about my experiences, and he told me on the spot that that wouldn’t be the case here. He said I’d have an apprenticeship as soon as possible.”

Luckily, we followed through. Four years later, Kayle’s just graduated from his apprenticeship as a fully qualified fridgie. It’s safe to say he’s glad he made the switch.

“Looking back, I had hesitated to jump to a rival company after being at my current one for such a short time, but coming to Coolphase was the best decision I could’ve made for myself.”

When he successfully finished his time, he had a few other job options at different companies, but he didn’t care. He couldn’t wait to sign a new employment contract with us.

“They put me through the apprenticeship and spent four years on me. I feel like I owe them at least a bit of time as a tradesman. I want to give back.“

“The environment of Coolphase is a good one. I get along with everyone, the environment is chill and not uptight or angry. It’s a pretty cool place to work.”

It’s Worth It

At Coolphase, we’re big believers in a fair go. Apprentices make up 35% of our workforce, and they play a huge part in the culture of our business. Coolphase doesn’t just exist for the customers who buy our products or enlist our services, but also our employees. By investing in apprentices, we’re doing our small part to contribute to the next generation of workers and, ultimately, our future. 

‘Our commitment to training apprentices is at the core of who we are. It’s not just a means to supplement our workforce; it’s our way of giving back. We all started somewhere, so giving others the same opportunity we’ve had is extremely rewarding. We don’t get to keep all the kids (or adults) we start. But we’re proud of the ones that stay.’

Ricky Gatti, General Manager at Coolphase

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Written by Trinity Kitching 4/08/22 6:49pm

Sources:

Construction Skills Queensland

National Centre for Vocational Education Research

The Australian Government Treasury

Teach Don’t Criticise

“It is easy to dismiss and neglect training when finances are rocky and time is limited, but growth and development are crucial. Learning needs to be driven at all costs. By being creative, training doesn’t need to be expensive and can use up only as little time as needed. Creating our learning culture at Coolphase began with the simple statement; “teach, don’t criticise”, learning is now at the core our business, and we are rewarded by the benefits every day.

“Don’t mark my paper, just help me get an A” – Garry Ridge

Right now, we are working on the first annual Coolphase 101 training day. And because we don’t always take ourselves too seriously, our training will be fun and our people will have all the answers, we’ll help them get an “A” joyfully. Our training will encompass all we do as an organisation and every employee will get to experience a different discipline or field of expertise. Yes, we will lose physical resources for the day and the loss in revenue will be significant, however, the benefits from aligning skills, values and culture will be awesome”.

 

Teach, don’t criticise

 

The above is part of an article written 12 months ago which was never published. We had been trough a rough time, our morale dipped and so did our resolve. We never completed our Coolphase 101 Training Day.

The statement “Teach, don’t criticise”; however, still rings true. Mistakes are always a teaching or learning opportunity for us. If someone makes a mistake, instead of getting mad or angry, we ask the question “have we trained and communicated correctly, what could we have done differently?” We help our people get an A.

Back in the current cycle of a subdued revenue forecast due to world epidemics and government restrictions, we know that training is more crucial than ever. We’ve picked up our resolve and morale; the employment of apprentices has been maintained; our technicians continue down the path of improvement and our administration staff are finding new and exciting ways of doing things.

We still take on programs when we can, we attend free seminars where we can. Last year our service team completed an intense “Legendary Service” program with Blanchard Australia, we also undertook and worked through Patrick Lencioni’s principles from “Five Dysfunctions of a Team”. And today I am attending a virtual session with Jim Collins, organised by The Growth Faculty. I can honestly say that learning benefits us all.

 

Change

 

Sadly, we recently lost 60 years of experience (2 employees) to a competitor. But, thankfully due to our continual commitment to training, our young staff members were able to fill that void. And in hindsight, the situation gifted us the question. Would you rather have 60 years of experience or a group of people who are about to gain 60 years of experience? I know what I would rather. And I’m excited to see what these great young people can achieve.

Challenging people with new ideas is what keeps us at our best. We constantly want to help our people improve and grow. Training is important for all of us, we love to learn and teach. Knowledge isn’t ours to keep, we must share and pass it on.

Teach, don’t criticise! – RG

Our Natural Challenge – Ego is Not a Welcome Word

Every strategic discussion in our office more often than not, includes a reference to the use of natural refrigerants. We all know that we have an obligation to guide and direct our customers towards what is right. And ensure we can direct them on right thing by our planet and the sustainable future of resources. We are aware that we can’t let our “ego” or the “fear” of something new affect our judgement. Transcritical is not a dirty word. 

 

The Process

To look at embracing natural, we first understood that we needed to change mindsets before we could change behaviors. And now in the midst of that process we have turned our focus to coaching and training. 

The Challenge

We definitely see that some of the biggest “natural” challenges in our industry are a lack of training and the willingness of some people to accept something different. At Coolphase, it is our continued focus to train and to prepare our people for what’s to come. Our sector of the industry “Supermarket Refrigeration” has seen a decline in the employment of apprentices; so, the next generation of support will not there when the current ageing collective of fridgies retires. Not an ideal situation when we are about to enter our biggest period of change since the phase out of CFC’s.

And wow, when it comes to difference, there is a huge level of inherent misery and negativity in the Australian refrigeration industry, and the miserable hate change! We need to change minds and perceptions, then we can change behaviors and acceptance, we then need to coach.

The Future

As a contractor completing work for major retailers in Queensland we have been limited by the lack of “transcritical” and “full natural system” acceptance. However, with updates to technology and the continued promotion of all things non-synthetic, that should (hopefully) change soon.  

 

If you’re interested in the changing future of natural refrigerants, join us for ATMOsphere Australia in May. For more information visit their event page.

Choosing Refrigeration and Air Conditioning as a Career

What We Do:

As an integral part of the community Heating, Ventilation, Air Conditioning & Refrigeration (HVAC&R) technicians service, maintain and install all types of refrigeration and air conditioning equipment. A refrigeration technician’s biggest contribution is to food preservation; ensuring the integrity of what we all eat; and the main focus for an air conditioning specialist, is to keep air in controlled environments cool, warm and clean.

HVAC&R technicians also make a great commitment to the environment, through using energy efficient technology, great “codes of practice”, natural refrigerants, and by saving the world “one gas leak at a time!”

Skills Involved:

The refrigeration and air conditioning trade combines various disciplines into one specialised field. A four-year apprenticeship sees you completing similar tasks to an electrician or a plumber, but, will add in a touch of mathematics, science and physics to spark your interest.

Work Anywhere in the World:

As a qualified refrigeration and air conditioning technician, you will be in demand where ever you go. Australian technicians are some of the best-trained in the world, we are diverse, versatile and resilient, throw in our great sense of humour and “Banff, Alberta” here we come!

Future Prospects:

Great technicians looking for more can complete additional studies and move into the areas of drafting, engineering, consultancy or project management. Young entrepreneurs can even start their own business and in time create the same opportunities given to them by offering new apprenticeships to the next batch of future fridgies.

The refrigeration and air conditioning industry is full of great people and can be fantastically rewarding, once you start, you’ll never look back. Take pride in your work, make steps every day to complete your trade, enjoy your journey and endeavour to become an “awesome craftsman”.

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