Mentoring Employees - Tom Themelis - #TorontoHR
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The document discusses the importance of mentorship in career development and employee retention, emphasizing that career growth is crucial for reducing voluntary turnover. It outlines a mentorship framework and strategies to ensure successful implementation while avoiding common pitfalls. The key takeaway is that mentorship can enhance workplace culture and employee engagement if effectively managed and aligned with organizational goals.
Mentoring Employees - Tom Themelis - #TorontoHR
- 1. MENTORINGA Story by Tom Themelis
- 3. QUESTION: Is there a “growing” perception in your organization that employees expected to be promoted?
- 4. But Your Culture is Awesome, Eh!
- 5. When is my promotion coming…and where am I going with my career at my company?
- 6. YOU ARE NOT ALONE This is happening everywhere and here’s why!
- 7. Career Opportunity is the top reason for Voluntary Turnover 74%
- 8. We Need to Help Employees Focus on Career Growth not Promotion Which Culture Do You Have?
- 10. What We Will Cover 1. MentorshipFRAMEWORK 2. Avoiding FAILS 3. Having a STRATEGY 4. Closing THOUGHTS
- 12. QUESTION: How would you define Mentorship?
- 13. 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.
- 14. Everyone Benefits Who Benefits Mentoree • Providesan importantnetworking contact • Helps them learn to take better controltheir career • Increasesself-confidence • Accessto new resources Mentor • Helps re-energize their career • Allows the them to "give back" • HIPOsneed to be recognized, motivatedand inspired Organization • Conveysthe organizationis willing to invest in its employees • Fostersmoreloyal employees • Can lead to increase retention& productivity • Promotesa sense of collaborationand harmony within the organization • Improvesthe employee brand to the outside world
- 15. Program Framework RECRUIT THE PARTICIPANTS CONNECT MENTOR &MENTOREE MENTOR MEASURE PROGRAM SUCCESS Onboard& Train Kick Off & Buildthe Relationship Mentorship Begins Impact & Results MENTORSHIP PROGRAM FRAMEWORK Talent Review HIPO Emerging At Risk Learning Plan Introduce Roles Process Action Plan Start Check In 1:1 Share ROI- KPI Recognize Celebrate Reinforce
- 17. Did it stick?
- 18. Avoiding FAILS
- 19. Some reasons it FAILED • Very little advocacy from the top-down • Management/employeesare not committedto it • Lack of consistencyand frequency of communication • There is no structure/process…noone knows how to play • Is it too informal? • Who is accountable for it? • It’s not linked to the business strategy & needs
- 20. Biggest reason programs like this FAIL
- 22. ChangeStages Behaviour Change What’sInvolved? Awareness “I know what this is about and how it affects me and the organization” Showthe link to the Business Need 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 support /participate, tell me more” Talent ReviewProcess Performance Management 1:1 Meetings Knowledge “I understand howthis works and know how to participate” Trainingsessions Learning/Career Plans Frequencyof CommunicationPlan 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 and to the organization” Reduction in turnover Increase in Engagement levels Celebrate Success – Recognition Continuous improvement measures Reinforce programs values Change Management Strategy
- 23. 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!
- 24. Closing Thoughts
- 25. the GOOD the BAD the UGLY ….it will heighten a culture of growth …everyone will want to participate …it will take time
- 26. Thank You