Employee Retention - How having a mentoring program can assist
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Transcript of Employee Retention - How having a mentoring program can assist
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How Mentoring Can Boost Employee
Retention and Your Bottom Line
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1. Current trends resulting in retention challenges
2. ROI of an employee retention strategy
3. Mentoring: An effective retention strategy
4. Tips for creating a mentoring program that supports retention
Agenda
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FROM HERE:
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TO HERE:
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Why do people leave?
How can mentoring help?• Career paths can be guided by mentors – they’ve been there before• Targeted competencies for career path can be developed with
qualified mentors• Mentors can share their professional network to create new career
opportunities for the mentee.
Retention Issue #1: Perceived lack of career development
Harvard Business Review 2016
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Why do people leave?
How mentoring helps:• Managers (mentee) matched with more
experienced managers (mentor).• Competencies to be a good manager are
explored and developed.• Specific managerial issues can be
addressed with the mentor.
Retention Issue #2: People leave managers, not companies
Harvard Business Review 2016
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Why do people leave?
How mentoring helps:• If you fix retention issues regarding career development and managers,
you’re less likely to lose employees to other companies!
Retention Issue #3: Another company has offered a “better” job
Harvard Business Review 2016
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The absence of millennial-company loyalty, engagement, and retention are pressing and important business concerns.
Of millennials surveyed:• 63% are not happy with leadership development opportunities• 2 out of 3 millennials expect to leave their organization by 2020
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Current Trends in Retention
32%
Millennials now occupy the
largest share in the labor market
The Deloitte Millennial Survey 2016
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Why Retention Important Today?
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40% of employers rate retention as more important than five years ago.
• Stronger economy
• Increasing war for talent
• Less skilled workers
Tenure = Appreciating assetTenured employees are an asset – they’re increasingly valuable to an organization
Real cost of turnover is 2x the existing employee’s salary! Factor in:
• Recruitment costs
• Loss of productivity
Turnover impacts your business relationships including your employees, customers, & talent pipeline.
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Deloitte Millennial Survey found that mentoring supports retention initiatives.
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The Deloitte Millennial Survey 2016
Increases tenure
Gained leadership skills
from mentorship
94% satisfied with mentoring
Felt mentors care about their development
Ideal hours/week for mentoring, coaching, and
developing leadership skills.
3.6 hours
Employee Loyalty
Leadership Development
91%
91%
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Research Links
Harvard Business Review: https://hbr.org/2016/09/why-people-quit-their-jobs
Deloitte: http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
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Benefits of Mentoring for your New Hires
• Mentoring from “Day 1” leaves a lasting impression• Reduces time to productivity• Introductions & networking• Help with navigating the culture and politics• On-the-job training is learning while you’re doing it
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Benefits of Mentoring for your Managers• Receive confidential advice for handling sensitive managerial issues
• Focus on specific managerial skills and competencies from other experienced managers
o Communicationo Delegationo Team Management
• Helps develop a successful
managerial style that is part of the company culture
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An employee survey can identify any retention issues to address. Questions can include how people feel about their role, and their intentions in the next two years. Results can help you choose the best types of mentoring programs to address retention. Some mentoring program examples:
• Onboarding• Career development• Leadership• Management development
Note: Know your current turnover rate and why!
Tips for Launching a Mentoring Program for Retention
1. SURVEY
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• Identify – and train – your mentors & mentees from program objectives & survey results.
• Qualifying: The following competencies have to be considered to be a good mentor:
• If career development, do an open program to everyone.
2. IDENTIFY & TRAIN
Tips for Launching a Mentoring Program for Retention
o Willing & able o Adaptability
o Goal Setting o Influencing
o Motivating o Interpersonal
o Leadership o Visionary
o Communication
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3. MATCHINGCreate your matching questionnaire to address retention.
• Why do you need mentoring?a) New hire needing onboardingb) Improve my leadership skillsc) Career developmentd) Etc.
Along with other questions such as:• Experience / Career Level • Skills / Competencies • Department / Location Question
Tips for Launching a Mentoring Program for Retention
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4. GOALS & LAUNCH
Set program goals
Communicate the program
Launch the program
Tips for Launching a Mentoring Program for Retention
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5. RE-SURVEY• After 9 to 12 months, conduct a second employee
survey.• Questions should be identical to the first survey, so
they can be fairly compared.• Compare the results to the first survey to determine
any progress made in retention.
Note: Compare the new turnover rate and reasons to the original survey.
Tips for Launching a Mentoring Program for Retention
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How do I present retention for mentoring to my senior management or board of directors?
• Create business case
• Turnover rate
• Costs to the business.
• How mentoring can help; costs vs. ROI.
• Where is your retention rate the highest? Look at that job particular job.
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Presenting Your Business Case
91%
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• M*O*R*E Workshop
• Consultation for matching criteria
• Training for mentors, mentees, and managers
• Algorithm matching
How Insala Can Help You