Current work instruction
The agreed goal and agreed example are selected.
Make the work reference available beside the session task.
Shop-floor mentoring
Show what an apprentice can do after each mentoring session.
We bring the agreed work, mentor observation and next practice step together, so you can see what an apprentice attempted and where the next session should help.
Agree the attempt Observe and reflect Choose next practice
Roles, playbooks and a practical launch plan for your team.
A practical learning goal gives the mentor a starting point.
Pay only when you see results
Agree the outcome for your first workflow with our team.
Trusted by leading organizations
“SkillSmith has always been very professional and responsive throughout the entire process and an absolute pleasure to work with.”
Paul HildebrandDirector of HSE/DOT, Jones Power
Your development priorities
Make each session useful for the next attempt
Your experienced colleagues have practical judgment to share. We help you put a clear goal, current instruction and protected practice opportunity around that help.
MENTORING SESSION EXAMPLE
What should the next session build on?
| Review point | First-pack example | Next contribution |
|---|---|---|
| Observed work | Jordan identified the work reference. | Sam records what he observed. |
| Remaining help | Jordan needs more discussion of how the reference fits the pack. | The pair plans a slower comparison. |
| Next practice | Try the comparison on the next suitable supervised job. | Sarah arranges cover; Jordan tells Sam if the job does not occur. |
Connected work across your team
Turn one session into a useful next attempt
Start with an agreed goal and suitable supervised work. Your mentor records observed progress, the apprentice reflects on the help and the manager supports the next opportunity.
Manager, mentor and apprentice
Choose work the apprentice can practise
Jordan wants to check the first pack after a changeover. Sarah starts session work for the agreed pair and goal, arranges workload cover and confirms the current instruction and suitable supervised job.
- A named pair and practical goal
- Current instruction and agreed supervised work
- Protected time and a suitable opportunity
SkillSmith
Mentor and apprentice
Find the point where help is needed
Sam asks where Jordan hesitates, explains how he compares the reference with the actual job and observes the agreed practice. They choose a next attempt, a help route and a question to bring back.
- The work actually attempted
- The mentor’s observation
- The agreed next attempt and help route
SkillSmith
Mentor and apprentice
Keep observation and reflection distinct
After the session is recorded as held, Sam records observed progress and Jordan reflects independently. Sam notes that Jordan found the reference but needs help judging its fit. Jordan asks for a slower explanation; a support concern reaches Sarah.
- Observed work and remaining difficulty
- Learner feedback in the people allowed to see it
- A specific support action when needed
Apprentice → mentor → manager
Give the next attempt a real opportunity
The pair plans another comparison of the instruction and actual pack. If no suitable job occurs on Jordan’s next shift, Jordan tells Sam and Sarah arranges cover for the next suitable supervised job. The next conversation returns to the unresolved question.
- The part of the goal still untested
- A named owner for the work opportunity
- A return to the previous difficulty
Connected information and agent support
Bring the goal, materials and support into the session
We prepare the session around the current instruction and agreed goal. Your manager can follow the session and support tasks while each person receives the material for their contribution.
Your work context
Your learning materials
Bring the current instruction and agreed goal into the task.
Your pair and support owner
Keep the mentor, apprentice and manager clear about their contribution.
Your session follow-up
Keep the question and next action with the responsible person.
We bring the relevant
context into your work
ResourcesPlaybooks
My Tasks
Your next task,
ready to act on
- The job context
- Your approved instructions
- A clear response
Available to the right team member
Mentor availability
The pair and manager agree a suitable opportunity.
Bring availability and the session record into the prepared work.
Session and support records
A held session or support concern is recorded.
Give each contributor the related context and its own response task.
Evidence Collector
“Which tasks are overdue?”
Your program owner can inspect accessible overdue tasks, owners and deadlines, then decide which session or support follow-up needs attention.
Keep the conversation moving
Download our apprentice-mentoring product sheet
Keep the session method, role responsibilities and next-practice example together for your team.
- Observed work, remaining help and next practice
- Session records, reflection and support responsibilities
- A practical launch and your demo agenda
PDF · 6 pages
Our delivery approach
Start with one goal your team can practise
We help your team prepare a useful session and a follow-up that fits the work available. Each stage gives you something concrete to review.
- 01
Choose one practical goal
Select the apprentice group, willing mentors and the work people want to learn. Agree what a mentor will observe.
What we prepare togetherA goal, named pair and suitable supervised practice example.
- 02
Prepare the session and materials
Bring the current instruction, availability and support owner together. Confirm the recipients and reflection audience.
What we prepare togetherA prepared session, accessible materials and protected time.
- 03
Review the next attempt
Discuss what was observed, what still needs help and whether the next opportunity occurred. Adjust the support from that evidence.
What we prepare togetherAn owned next practice step and a clear review point.
Talk with our team
We are here to help
Bring us the work your team wants to improve. We’ll walk through your instructions, responsibilities and review criteria, then show how our platform can support that work.
Build on the experience already in your team
We start with your mentors, work instructions and learning goals. Together, we prepare the session record, reflection audience and support route, then agree how the next work opportunity will be arranged.
Your practical knowledgeGive experienced colleagues a focused goal and a way to record useful observations.
Your current instructionsBring the work reference and agreed example into the session.
Your support responsibilitiesName who protects time, arranges practice and responds when help is needed.
Rohit Singh
VP of Strategic Partnerships
Connecting your workflows with the systems and partners you rely on.
Brent Jackson
Director of Customer Success
Helping your team turn procedures into practical learning and task completion.
Your questions
Practical questions about apprentice progress
What counts as progress after a session?
Record the work the apprentice attempted, what the mentor observed and where help is still needed. Use those details to choose the next practice step. A session being held records participation; the observation explains the progress.
What if the planned job does not occur?
Keep the untested part of the goal visible. The apprentice tells the mentor, and the manager arranges cover for the next suitable opportunity or helps the pair choose another goal.
Who sees the learner’s reflection?
The learner’s reflection has its restricted audience and remains separate from the mentor record. General mentoring reports use session and review information while keeping reflection text within that audience.
When does the apprentice need a qualification assessment?
When the role requires qualification, arrange a separate observed assessment with the business’s criteria and an authorized decision-maker. Use the mentoring record to explain the practice and help that led to that assessment.