Supporting the Next Generation of Workshop Technicians

Fleet workshops across Australia face the same challenge: how to attract, train and retain the next generation of mechanics and technicians. Skills shortages are intensifying, and the automotive industry competes with other trades for young talent. For Fleet Managers, the question is not only how to bring apprentices through the door, but how to ensure they stay and succeed.

In a recent Fleet News Group podcast, industry ambassador and trainer Louise Azzopardi shared advice that every fleet workshop can put into practice.

1. Make Work Experience Count

One of the most effective ways to inspire young people is to let them try the job.

“Work experience works for both sides,” Louise explained. “Students can prove that they can rock up on time, that they’re polite, that they can learn. And for the employer, it’s better than a résumé and an interview.”

Workshops that open their doors to school students—even for a Saturday washing trucks or shadowing technicians—can identify potential apprentices early while showing them the variety of work on offer.

2. Build a Shame-Free Learning Culture

Apprenticeships are about learning through mistakes. Creating an environment where young people can admit errors without being belittled is crucial.

“An apprenticeship is pretty much four years of making mistakes, and that’s how you learn,” Louise said. “Being able to create a shame-free environment where people can talk about what went wrong helps them reflect and improve.”

Replacing “bully teaching” with constructive coaching builds confidence and develops resilience in young staff.

3. Pair New Starters With Buddies

Many large organisations employ dedicated apprentice mentors, but even smaller fleets can implement a buddy system.

“It’s important that new people have someone to go to consistently,” Louise advised. “That buddy doesn’t need to be in the same role—it might just be someone who knows how the business runs.”

This simple step reduces overwhelm for new starters and helps them adapt faster to workshop culture and expectations.

4. Train Leaders to Teach

Not every great tradesperson is a great teacher. Many workshop supervisors have never been taught how to mentor apprentices effectively.

“Being a tradie doesn’t mean you’ve learned how to teach,” Louise pointed out. “Give your leaders some training in communication and teaching. Otherwise they just copy the way they were taught, which may not be the best way.”

Short leadership and coaching courses can help supervisors turn from technicians into role models.

5. Define Milestones and Career Pathways

Apprentices need to know what success looks like. Setting out a clear plan makes expectations fair and progress measurable.

“If you want people to grow, make those milestones,” Louise said. “For example, three months in, service a vehicle on your own; six months in, rewire a piece of equipment. If you don’t know what you’re improving to, it’s hard to know if you’re on the right track.”

Providing structured pathways also gives young people confidence that they’re building toward a long-term career, not just a job.

6. Share the Tough Jobs Fairly

Every workshop has tasks like cleaning or wash bays. But dumping them all on apprentices undermines their learning and motivation.

“At Cummins we had five apprentices, so we rostered wash bay duties,” Louise recalled. “Everyone had a turn, but we also had time to actually learn technically.”

Spreading routine jobs across the team shows respect for apprentices and reinforces that everyone contributes.

7. Embrace Diversity as an Advantage

Diversity is not just about ticking a box. It’s about building stronger teams with different perspectives.

“The idea of diversity is to have different ideas and different experiences,” Louise said. “Even as an apprentice, the bigger guys would ask smaller people like me for help—we could fit in the spaces they couldn’t. Everyone has something to offer.”

For fleet workshops struggling to fill roles, embracing a wider pool of candidates—including women and people from under-represented backgrounds—opens the door to talent and fresh thinking.

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