A mentor is one of any organization’s greatest resources. He or she fulfills that crucial role of helping newer associates & team members learn about their new role – and their new organization. But this vital mentor-mentee relationship goes well beyond the initial first few days on the new job. In fact, it’s a relationship that can last throughout the respective careers of both participants.
Having a committed mentor is a key factor to improving employee engagement - and we know that good engagement means employees will stay longer and their contributions increase.
Consider this research from Forbes Magazine...
- Millennials planning to stay with their employer for more than five years are twice as likely to have a mentor (68%) than not (32%).
- Among millennials planning to leave their employer within two years, only 61% were happy about with the mentoring they received.
- Deloitte’s 2016 Human Capital Trends report found that 85% of executives surveyed rated engagement as an important or very important priority for their business.
Key Learning Points
- Planning for a successful discussion
- Setting goals
- Identifying career paths
- Establishing development needs