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Mentoringemployees Tomthemelis Torontohr 170125212202

This document discusses the importance of mentorship programs in organizations. It begins by defining mentorship as a strategic approach to career planning, development, and employee retention. An effective mentorship program should reflect the unique culture of the organization and drive a growth-based culture. The document then outlines the benefits of mentorship for mentorees, mentors, and the organization. It provides a framework for an effective mentorship program including recruiting participants, connecting mentors and mentorees, implementing the program, and measuring success. Common reasons for mentorship programs to fail are discussed, emphasizing the need for a change management strategy to ensure programs are properly advocated, structured, and linked to business needs. The document concludes by reiterating the

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Ramana
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34 views26 pages

Mentoringemployees Tomthemelis Torontohr 170125212202

This document discusses the importance of mentorship programs in organizations. It begins by defining mentorship as a strategic approach to career planning, development, and employee retention. An effective mentorship program should reflect the unique culture of the organization and drive a growth-based culture. The document then outlines the benefits of mentorship for mentorees, mentors, and the organization. It provides a framework for an effective mentorship program including recruiting participants, connecting mentors and mentorees, implementing the program, and measuring success. Common reasons for mentorship programs to fail are discussed, emphasizing the need for a change management strategy to ensure programs are properly advocated, structured, and linked to business needs. The document concludes by reiterating the

Uploaded by

Ramana
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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MENTORING

A Story by Tom Themelis


Connect
& Relate
QUESTION:
Is there a “growing” perception in your organization that
employees expected to be
promoted?
But Your
Culture is
Awesome, Eh!
When is my
promotion coming…and
where am I going with my
career at my company?
YOU ARE NOT ALONE
This is happening everywhere
and here’s why!
Career Opportunity is the
top reason for Voluntary Turnover

74%
We Need to Help Employees Focus
on Career Growth not Promotion

Which Culture
Do You Have?
MENTORSHIP
The Employee Edition
What We Will Cover
1. Mentorship FRAMEWORK

2. Avoiding FAILS

3. Having a STRATEGY

4. Closing THOUGHTS
Mentorship
FRAMEWORK
QUESTION:
How would you define
Mentorship?
Mentorship
• First, and foremost, it is part of career/succession
planning.

• It is a strategic approach to developing, growing & retaining


employees.

• It is a program that should reflect the unique culture of


your organization.

• It is a proven approach that will help drive a growth based


culture.
Everyone Benefits
Who Benefits
Mentoree • Provides an important networking contact
• Helps them learn to take better control their career
• Increases self-confidence
• Access to new resources
Mentor • Helps re-energize their career
• Allows the them to "give back"
• HIPOs need to be recognized, motivated and inspired
Organization • Conveys the organization is willing to invest in its employees
• Fosters more loyal employees
• Can lead to increase retention & productivity
• Promotes a sense of collaboration and harmony within the organization
• Improves the employee brand to the outside world
Program Framework
RECRUIT CONNECT MENTOR MEASURE
THE PARTICIPANTS MENTOR & MENTOREE PROGRAM SUCCESS

MENTORSHIP PROGRAM FRAMEWORK


Onboard & Kick Off & Build the Mentorship Impact &
Train Relationship Begins Results

Talent Review Introduce Start ROI - KPI


HIPO Roles Check In Recognize
Emerging Process 1:1 Celebrate
At Risk Action Plan Share Reinforce
Learning Plan
Did it stick?
Avoiding
FAILS
Some reasons it FAILED
• Very little advocacy from the top-down

• Management/employees are not committed to it

• Lack of consistency and frequency of communication

• There is no structure/process…no one knows how to play

• Is it too informal?

• Who is accountable for it?

• It’s not linked to the business strategy & needs


Biggest
reason programs like this

FAIL
we need a
CHANGE
MANAGEMENT
STRATGY
Change Management Strategy
Change Stages Behaviour Change What’s Involved?
Awareness “I know what this is about and how it affects Show the link to the Business Need
me and the organization” Communication Plan
Advocates from Top Down
Define the Owner
Attain agreement on the program
Desire “I think this is valuable to me and I want to Talent Review Process
support /participate, tell me more” Performance Management
1:1 Meetings
Knowledge “I understand how this works and know how Training sessions
to participate” Learning /Career Plans
Frequency of Communication Plan
Action “Look at me, I am participating” Pulse Check Ins - monitor progress
Share status updates with company
Reinforce “I know my participation was successful, to me Reduction in turnover
and to the organization” Increase in Engagement levels
Celebrate Success – Recognition
Continuous improvement measures
Reinforce programs values
Summary
1. We are aware that we are not alone in this journey!

2. We agree that a mentorship program will influence growth!

3. We understand why programs like this fail!

4. We see the value to having a change management strategy!


Closing Thoughts
the GOOD
….it will heighten a culture of growth

the BAD
…everyone will want to participate

the UGLY
…it will take time
Thank You

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