As the director of the Construction Industry Training Council of Colorado (CITC), I’ve spent years watching new apprentices enter this industry, eager to build their future — literally. Apprenticeship has always been a proven pathway to a rewarding, well-paying career without the crushing burden of student loan debt. And yet, even with all the opportunities we offer, our industry still wrestles with an uncomfortable truth: Too many apprentices don’t make it past the first couple of years.

We see the excitement on day one: fresh boots, new tools, big ambitions. But by the end of the first year, 25% of new apprentices have already walked away. By the second year, that number creeps closer to 50%. I’ve been around long enough to know that not everyone is cut out for this work. Construction requires intelligence, creativity, stamina and resilience. But it nags at me that so many give up before they’ve had a chance to succeed.

So what’s going on? Why are we losing them? And more importantly, what can we do about it?

First, let’s be clear about what’s on the table. The construction industry today isn’t the “consolation prize” it used to be billed as. You don’t end up here because you couldn’t hack it in college. Apprenticeship is an affordable, debt-free, earn-while-you-learn pathway to a highly skilled, in-demand career.

Our apprentices don’t just learn to swing a hammer. They master electrical codes, read complex blueprints, calculate loads and engineer solutions on the fly. Many programs like CITC offer college credit through partnerships with community colleges like Emily Griffith — at no additional cost. Translation: You get paid to learn, you graduate with skills and you have transferable credits if you want to pursue further education.

So why in the world are people dropping out?

Here’s the thing: Apprentices aren’t just students. Most of ours are in their mid- to late 20s and early 30s, working full-time, often with families to support, bills to pay and the same life curveballs we all face. Some are raising kids, some are juggling two jobs, some are supporting aging parents or grandparents and a few are even navigating all of this with food insecurities or unstable housing.

And let’s not forget the job itself: Construction is physically demanding, foremen don’t always remember what it’s like to be green and Colorado’s four seasons in one day doesn’t exactly make things easier when most of your work day is outside exposed to the elements.

Add in the financial pressures of today’s economy. The Denver Department of Housing Stability defines “low income” in the Metro area for a single-person household as just under $73,000 a year — and it’s no wonder that first-year apprentices, earning only 50-60% of that benchmark, feel the strain even more.

The added challenge comes when apprentices who struggled throughout their earlier education now find themselves facing those same obstacles again. Many have learning challenges such as dyslexia, auditory processing disorders or ADD/ADHD — obstacles they’re often reluctant to disclose to us and their employers, out of fear it could jeopardize their jobs. Despite our reassurance that support and resources are available, the scars and trauma from past learning experiences can make them hesitant to seek help. 

So how do we get them to stick it out?

Funny enough, I realized part of the answer while talking to my friend about her daughter’s recent move to college.  She was nervous about leaving home and staying in the dorm, but within days, the school had her so busy with orientations, social events and study groups that she didn’t have time to dwell on her fears.

At first, my Gen X brain bristled. Back then, we were the original latchkey kids who were forced to figure things out on our own. Our parents dropped us off at college with a quick “good luck” and said they’d see us at Thanksgiving. There was no coddling and no safety net. But then I realized that today’s approach is actually brilliant. By keeping students busy and connected, they don’t give them space to quit.

Now, I’m not suggesting we have to keep apprentices entertained, but the principle holds: If you want people to stick around, you have to keep them engaged, supported and connected.

That’s where mentorship comes in. Apprentices don’t just need instruction; they need someone in their corner — someone who will check in, ask how they’re doing and remind them that they’re not alone in this.

And no, I don’t mean their journeyman barking orders or the grizzled superintendent who swears he “never missed a single day of class” while trudging uphill in the snow, both ways. (We’ve all heard those stories.) I mean a mentor — a guide, an advocate and a sounding board.

Sometimes, all it takes is a weekly phone call: “How’s class going?” “Are you getting the support you need?” “How are things outside of work?” That small gesture can be the lifeline that keeps someone from walking away.

Let’s initiate CYA — no, not that CYA. I mean, check on your apprentices.

Because here’s the reality: We can have the best training programs, the strongest industry partnerships and the most motivated students. But if we don’t take the time to check in, to listen, to mentor, we’ll keep watching too many of them walk away before they ever reach their potential.

So, here’s my challenge: Assign mentors. Build check-ins into your culture. Make it clear that apprentices are more than just bodies on a jobsite — they’re the future of this industry.

We’re only five weeks into the semester, and that 25% attrition rate is already starting to show. But it doesn’t have to be this way. With intentional support and a little extra effort, we can help more apprentices stay in the game long enough to succeed.

CYA, folks. Check on your apprentices. Their future — and ours — deserves it.