—- ** FOR NEW STUDENTS ** —————————————- ———-

1. 🔊 What industry do you work in and what is your role?
2. 🔊 What are your responses in your role / position?
3. 🔊 Can you describe to the function of your workplace / company?
4. 🔊 How many departments, how many offices. National or International?
5. 🔊 What is the Minimum requirements for employment ie Education or Experience?
6. 🔊 How many opportunities are there to ‘move up the ladder’?
7. 🔊 What is the process for changing job roles ie Interview? Test?

——————————————————– ———————————————–

🔊 General discussion about your workweek:

1. 🔊 Current projects? Deadlines? Opportunities?
2. 🔊 Anything of interest happening?

——————————————————– ———————————————-

Today’s article 

https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/04/17/how-to-build-an-effective-employee-mentoring-program/#114f65622e57

 

Article;

1. 🔊 Employee mentoring programs can enable you to get more from your most valuable resource, your employees. Further developing the talent you already have through mentoring could lead to a variety of business benefits, including company growth, increased innovation and higher profits. On the flip side, it also proves to employees that their employer values them and wants to invest in their potential future with the business. In fact, millennials planning to stay with their employer for more than five years are twice as likely to have a mentor than not, according to The 2016 Deloitte Millennial Survey.
2. 🔊 Along with improved retention rates, I’ve found that mentoring programs within businesses can increase employee job satisfaction levels and boost productivity. After successfully building and implementing a mentoring program at my company, a tech and digital marketing staffing agency, here’s what I learned about making it work for your business.

🔊 What Does A Successful Employee Mentoring Program Look Like?

1. 🔊 It’s best to find inspiration from ongoing programs with similar goals at the enterprise level to understand how to develop a successful employee mentoring program. For example, according to an older Fast Company article, Intel’s employee mentoring program is built around the goal of knowledge transfer.
2. 🔊 According to Deloitte’s website, the company focuses on building a leadership talent pipeline — as evidenced by its employee mentoring program, entitled the Emerging Leaders Development Program. The mentee is assigned a mentor for at least two years who helps them focus on how to further their career.
3. 🔊 At my firm, we’ve recently doubled down on our people-centric culture to improve retention and employee satisfaction levels and drive business growth. A big part of redefining our culture was implementing an employee mentoring program to help build the bridge between our recent trainee graduates and senior leaders. We did this by supporting mentees in reaching their full potential, faster, through targeted one-on-one, peer-to-peer mentoring, coaching and development. With feedback provided directly from the field through various committees and surveys, we clearly defined the requirements of mentors, incentives for mentees and the frequency of mentor-mentee meetings, along with monthly and quarterly group discussions and check-ins on progress.
4. 🔊 We’ve seen a lot of success with the program since launching in early 2018. Almost 50% of our sales and recruiting teams became mentees, with 31% of them graduating from the program and 28% of mentors receiving promotions by the end of the year. We also saw improved retention rates that were driven in part by the mentoring program and our focus on an employee-centric culture.

🔊 How To Build An Effective Employee Mentoring Program

1. 🔊 Now that you know why it’s crucial to implement an effective mentoring program within your business and the results it can produce, here’s how to make sure you do it right.
2. 🔊 Define the purpose of the program. First things first: what is the objective for your mentoring program? This will determine the structure you need to produce the results you’re after. What works for some teams might not work best for others. We developed a program for the sales side of the business initially. When we found success there, we then developed a similar but tailored program to