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Mentoring Programs Can Help Recruit and Retain Employees

The headlines around the Great Resignation have forced business leaders to shift their retention strategy. 

As employers look at cost-effective ways to engage and retain their teams and recruit new team members, mentoring programs are a proven solution. The benefits provide employees with a space for empathy, structured feedback from company leaders, and increase their visibility for special projects and promotions. 

Meanwhile, leaders are given coaching experience and understanding to better help grow the leadership pipeline.

Recruits are looking for companies that will invest in their ongoing success from day one.  Meaningful connections, particularly in remote/hybrid workplaces, can be difficult to create without mentoring programs. 

For companies that offer mentoring, expanding the program to include diversity, equity, inclusion, and belonging (DEIB) elements will highlight untapped strengths within the organization while showing employees their value and preparing them for leadership roles. 

Mentoring momentum

Mentor opportunities can be cascaded throughout the organization. The access connects employees at different levels across identities and interests and strengthens the organization as a whole. 

Use of the organization’s intranet or a world-class mentoring system, allows employees to quickly search and match to mentors.  Mentoring relationships can be for a quick question, or ongoing. 

More mentors are needed at all levels

While the most common image of mentoring is a top-down approach, in which company leaders work to help entry-level or more junior employees, there’s also value in peer mentoring. Those one-on-one connections give new employees a feeling of being welcomed into the company, and it gives the mentor a chance to strengthen their leadership skills and in turn, strengthen the company.

New hires thrive when you roll out the mentoring welcome mat

It’s important for new employees to connect quickly and feel that company’s leadership is approachable and accessible. Through group mentoring programs, new employees get to know several leaders, and one leader isn’t shouldering the entire experience.  

For example, companies can incorprate breakfasts with the C-suite in small groups of new hires or monthly mentor meet-up gatherings.

Accelerate mentoring momentum to improve bottom line

Some firms resist investing in mentoring program software because they assume it costs too much.  Looking at the time it takes from HR to manually manage the mentoring system or the cost of turnover, might prove the return on investment is a no-brainer.

If you’re interested in a mentoring software system that harnesses the power of artificial intelligence to connect interests and experiences and suggests mentor-mentee matches, we can help introduce you to our referral partner.

The more connections employees make – with peers and with leaders – the more ownership they feel with the company, and the less likely they are to consider leaving. For more assistance launching a DEIB mentoring program, contact us for a strategy session.

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