3 Tips for Launching an Auto Technician Mentoring or Apprenticeship Program

We reached out to our friends at Mentor Mentee for their insights on best practices to help auto shops successfully launch and manage mentorship and apprenticeship programs. Mentor Mentee specializes in technical mentoring for the automotive, heavy-duty/diesel, and collision industries.

The technician shortage remains one of the most pressing challenges in the automotive industry today. Industry leaders like Scott Brown, owner of Connie and Dick’s Auto Service and founder of The Diagnostic Network, are advocating for shop owners to take proactive steps by implementing technician mentoring or apprenticeship programs to train and mentor the next generation of technicians. 

While the long-term benefits — such as improved retention and increased revenue — are undeniable, many shop owners hesitate due to concerns over short-term constraints such as training costs, time commitments, or uncertainty about where to begin.

Creating a training program doesn’t have to be overwhelming, but it does need to be thoughtfully structured. Creating a training program may seem challenging, but with a well-organized approach, it becomes manageable. At Scott’s shop, they’ve simplified the process by implementing a structured system that includes clear task lists, skill development pathways, and learning frameworks for entry-level technicians. This setup, which they have created through Mentor Mentee, keeps both the mentor and the trainee on the same page — helping them steadily work toward important milestones and long-term goals.

By investing the time to create an intentional and well-prepared program, you offer tremendous value to your technicians and strengthen your business as a whole. The benefits are clear: fostering growth, building loyalty, and bolstering resilience in the face of the ongoing technician shortage. 

Whether you call it a “technician apprenticeship” or “technician mentorship” program, here are three essential tips to help you successfully launch a program that will leave a lasting impact on both your technicians and your shop:

1. Start with “why” – Be proactive, not reactive

Before diving in, it’s crucial to establish a robust and long-term purpose for your technician training program. A common pitfall is starting out of necessity rather than vision. For example, saying, “We lost our lead tech and need to fill the gap, so we thought we’d try out having an entry-level technician,” lacks a meaningful foundation.

In contrast, Scott Brown’s “why” behind his apprentice program is rooted in a compelling purpose: “To support technicians so well that they prefer to work for my shop over any others.” Successful mentoring and apprenticeship programs often share this type of vision — focusing on mentoring to help team members reach their full potential. As author and speaker Simon Sinek says, “Average companies give their people something to work on. The most innovative organizations give their people something to work toward.”

There is a shortage of skilled technicians, so it’s crucial to be proactive rather than reactive. By creating an environment where technicians can thrive and grow, you give them something to strive for. Many service centers with successful training programs focus on empowering team members to reach their full potential. In turn, key outcomes like retention, training efficiency, and profitability are sustained.   

2. Go slow to go fast

While the excitement of launching a mentoring or apprenticeship program may cause you to want to power full steam ahead, it’s essential to pause and assess your shop’s current state first. Committing to a well-executed program means a commitment to mentoring every entry-level technician with intentionality and care. You must have the right environment to do this and pause to investigate first. Engage in meaningful conversations with your existing employees to uncover honest insights into the following:

• Do employees feel valued by you and the business?
• Does your shop’s culture support retention and growth through mentoring? If not, why?
• Are there technicians on your team who are ready and willing to mentor entry-level hires?

If your current staff is disengaged, expecting new hires — especially entry-level technicians — to be enthusiastic is unrealistic. Addressing any existing issues before introducing mentees or apprentices into your shop is crucial.

To foster buy-in from your team, hold discussions where employees can share their vision for a training program as well as their career aspirations. Get their ideas for how they would mentor an entry-level technician. Listen genuinely to their feedback — this demonstrates your commitment to their growth and builds a strong culture where everyone is excited to bring in a mentee or apprentice and help them grow by participating in their mentorship. 

Once a clear direction is established for your current team members, recruits will be inspired by your structured approach to their development.

3. Create measurable and customized career pathways

A well-structured career pathway is a critical tool for attracting and retaining recruits, especially in mentoring or apprenticeship programs, and streamlines advancement within your organization and their career. This pathway should be clearly defined and measurable, containing three core components:

1. The path itself: Define the ultimate goal, such as reaching an A-Tech role. This goal should be aspirational yet achievable, motivating mentees and apprentices to see the long-term potential in their career.
2. Step-by-step progression: Clearly outline the progression from Entry-Level Technician to C-Tech, B-Tech, and finally A-Tech. Each step should have a defined timeline, objectives, and skill-building opportunities to ensure continuous growth.
3. Written objectives: Each step on the path should have specific, measurable goals, such as certifications to acquire, skills to master, training to complete, mentorship milestones, and rewards for achievement. This structured approach ensures mentees and mentors are aligned on expectations and outcomes.

Whether you document this career pathway using paper, a spreadsheet, or a digital mentoring management system like Mentor Mentee, clarity is key. Mentees and apprentices should have a transparent roadmap for their development, while mentor technicians should know exactly what milestones they’re helping each entry-level technician reach.

Tracking progress is equally important. Each mentee or apprentice should be able to monitor their growth, providing a sense of accomplishment and awareness of their standing. This tracking can be done manually or with professional mentoring management systems like Mentor Mentee, which can enhance visibility and structure.

When team members, both new and existing, see a clear path to career advancement, their engagement and motivation increase. By offering a structured career pathway and tools for tracking progress, you’re fostering growth and showing recruits that you care about their future. This approach can be a powerful differentiator in recruiting and retaining top talent.

The overall Goal

Take your time building your technician mentoring or apprentice program before launching. Assess the current state of your workforce and engage with current employees to identify areas for improvement. Aim to create custom career pathways aligning business objectives and technician aspirations.

Once you’re ready, take the leap and get started. You may encounter challenges initially, but persistence and commitment will pay off in the long run. By investing in your team through a mentorship program, you address the technician shortage and cultivate a thriving, motivated workforce where the entire team can rally around an industry-changing initiative. 

About the Author and Mentor Mentee

Mentor Mentee is the first software-as-a-service (SaaS) product dedicated to providing technical mentoring for automotive businesses. The platform enables organizations to implement process-focused technical mentoring, helping technicians develop their skills and advance their careers. Mentor Mentee’s focus on automotive, heavy-duty/diesel, and collision industries has set it apart as a leader in the technical mentoring space.