It's definitely understandable that you're frustrated! It doesn't sound like things are running efficiently or according to typical expectations. Here's a breakdown of why this is happening, what's likely going on, and what you can do about it

Why This is a Problem:
Misuse of Your Time

As the supervisor/manager (implied since you hired them), your time is valuable. Being a "gopher" for small parts and explaining basic tasks to a journeyman is inefficient and prevents you from focusing on bigger-picture tasks like planning, problem-solving, and overall project management.

Undermines the Journeyman's Role

A journeyman is supposed to be a skilled and experienced tradesperson who can work independently and problem-solve effectively. Needing you to find tiny parts and explain basic procedures is a red flag.

Apprentice is Not Learning

Apprentices are meant to be learning by observing, assisting, and gradually taking on more responsibility. Staring into space suggests a lack of engagement and a missed opportunity for growth.

Low Morale

Your frustration is contagious. If you're constantly running around and micromanaging, it creates a tense and unproductive work environment.

Likely Causes and What's Going On



Journeyman is Not as Skilled as Expected

It's possible the journeyman either exaggerated their skills during the interview process, has been out of the game for some time and is rusty, or simply isn't as competent as their certification implies. Some people just "test well" but don't perform well in the field.

Journeyman is Lazy or Disorganized

The journeyman may be relying on you out of laziness or because they lack the organizational skills to keep track of parts and materials.

Apprentice is Unmotivated, Bored, or Lacks Direction

The apprentice might be uninterested in the work, unsure of what's expected of them, or feeling overwhelmed. They might lack basic knowledge and feel hesitant to ask questions.

Lack of Clear Roles and Expectations

You might not have clearly defined each person's roles and responsibilities from the outset. They may not understand what's expected of them.

Communication Issues

There may be a lack of clear communication between you, the journeyman, and the apprentice.

Actionable Steps to Take


Have a One-on-One Conversation with the Journeyman



Start with a Positive

"Hey [Journeyman's Name], I wanted to check in and see how things are going."

Be Specific with Your Concerns

"I've noticed that I'm spending a lot of time tracking down small parts and explaining certain procedures. This is taking away from my ability to focus on other responsibilities. As a journeyman, I expected you to be able to handle this. Is there something I can do to help you with this?"

Ask Open-Ended Questions

"Is there something you're struggling with? Are you unsure about the location of materials or specific procedures? Is the work outside of your skillset?"

Set Clear Expectations

"Moving forward, I need you to be more proactive in identifying and obtaining the necessary parts. I expect you to independently understand basic procedures. If you do not know something, please ask!"

Offer Support

"I'm here to support you, but I need you to take ownership of your work. Let's work together to get you to where you can be independent."

Document the Conversation

Keep a record of the date, what was discussed, and any agreed-upon action items.2.

Address the Apprentice's Behavior



Have a One-on-One Conversation with the Apprentice



Start with a Positive

"Hey [Apprentice's Name], how are you finding the work so far?"

Address the Lack of Engagement Directly (But Gently)

"I've noticed you've been quiet and not fully engaged. Is everything alright? Are you finding the work interesting? Is anything bothering you?

Ask About Their Learning

"Are you understanding the tasks? Are you finding you are getting enough out of your apprenticeship? What do you want to get out of it?"

Explain Their Role

"As an apprentice, your role is to learn as much as possible. You can do that by watching the journeyman, asking questions, and offering to help. I expect you to be proactive in seeking out learning opportunities."

Give Them Specific Tasks

"Starting tomorrow, I want you to focus on [Specific task]. Watch the journeyman do it, and then offer to help. Ask questions about why they're doing things a certain way."

Check in Regularly

Make a point of checking in with the apprentice frequently to see how they're progressing and to answer any questions.

Document the Conversation

Keep a record of the date, what was discussed, and any agreed-upon action items.3.

Re-evaluate Roles and Responsibilities



Create Clear Job Descriptions

Review or create detailed job descriptions for both the journeyman and the apprentice. This will help ensure everyone understands their roles and responsibilities.

Hold a Team Meeting

Discuss expectations for teamwork, communication, and problem-solving. Emphasize the importance of the journeyman mentoring the apprentice.4.

Improve Communication



Daily Briefings

Start each day with a brief team meeting to discuss the day's tasks, potential challenges, and any questions or concerns.

Encourage Questions

Create a culture where questions are encouraged and valued. Let them know that asking questions is a sign of learning and engagement.

Provide Regular Feedback

Give both employees regular feedback on their performance, both positive and constructive.5.

Address Skill Gaps (If Necessary)



Training

If the journeyman or apprentice lack specific skills, consider providing training or mentorship to help them develop those skills.6.

Don't Be Afraid to Make Tough Decisions



If Performance Doesn't Improve

If, after implementing these steps, the journeyman's performance doesn't improve, you may need to consider disciplinary action or even termination. Similarly, if the apprentice continues to be disengaged, you may need to re-evaluate their suitability for the apprenticeship.

Important Considerations



Be Professional and Respectful

Approach these conversations with a professional and respectful attitude. Avoid making accusations or assumptions.

Document Everything

Keep detailed records of all conversations, feedback, and performance issues. This will be important if you need to take disciplinary action.*

Be Patient: It may take time for things to improve. Be patient and consistent in your efforts to guide and support your employees.This situation requires you to be a manager and coach. It's about setting clear expectations, providing support, and holding people accountable. Good luck! Let me know how it goes. Flag for review