Mentorship: How to build an effective Mentorship Program to Increase Employee Engagement and Propel Business Goals

Transcription

1 Mentorship: How to build an effective Mentorship Program to Increase Employee Engagement and Propel Business Goals ANGIE VINCENZO, DIRECTOR OF MENTORSHIP PROGRAMS & SHAWN MINTZ, PRESIDENT MENTORCITY WEST TORONTO CHAPTER OF THE HRPA NOVEMBER 8 TH, 2017 WEBINAR

2 Overview Why mentorship programs are critical for your organization's success in changing times -How to create an effective mentorship plan tied to your organizational goals and objectives. -How to foster support for the plan at every level of the organization though selling the program to organizational leaders -About leading technologies that can support excellence in mentorship and enable your program to thrive -How to develop a mentoring culture by incorporating mentorship into your orientation program and performance review programs

3 Why mentoring programs are important to your organization s success in changing times

4 Mentoring Characteristics Mentoring characteristics: Relationship crosses job boundaries- takes place outside a line of manager-employee relationship, agreed upon between the mentor and the mentee A meeting between two people who have an equal willingness to share and learn Is career focused or focuses on professional development that may be outside a mentee s area of work Relationship is personal- a mentor provides both professional and person support Relationship may be initiated by a mentor or created by the organization

5 Mentoring Mentoring- a partnership with both parties play equal roles in the relationship Both mentoring and coaching are tools that help individuals and organizations reach their potential. Though related, they are not the same. A mentor may coach, but a coach is not a mentor. Mentoring is about relationships while coaching is functional. There are some important differences between the two: Mentoring is usually part of a development plan and forms a part of a longer-term professional path, to open doors, share experiences and widen networks. It is less defined that the outcomes specified for coaching. Coaching is usually an intervention designed to assess and improve a particular area (often performance related) and concentrates on specific goals with clear outcomes.

6 Business needs for mentoring Increases employee engagement Decreases employee turnover Transfers knowledge Develops employees competencies and leadership abilities Onboards employees Assists with career development Succession planning Diversity and inclusion

7 Why it works 75% of executives point to mentoring as playing a key role in their success. (ATD) Mentors and mentees were promoted five to six times more often than those not in a mentoring program (Gartner) 72% increase in staff retention rates for mentees and 69% for mentors (Gartner 2006) Managerial productivity increased by 88% when mentoring was involved, versus only a 24% increase with training alone (ATD) 38% of young people and 47% of boomers wished their employers provided more mentoring (Decima Poll, 2011)

8 Creating an effective mentoring program Identify business case and how to track results Embed into culture Have program ambassadors and staff resources Define participants Match making Orientation / training sessions Incentives and recognition Add some structure to your program Two communication plans

9 Selling mentoring to senior management Present current business issue that can be solved through mentoring High employee turnover rates within the first year Identify how the ROI can be measured Cost savings of retaining employees and not onboarding a new employee Discuss investment required such as staff resources and mentoring software Staff members time and the mentoring software cost may be less than the costs of an employee leaving, recruiting a new employee and onboarding them

10 Benefits of using mentoring software Saves time and money as employees can self-select their own mentor vs. using an excel spread sheet to manually match participants Provides employees with structure, resources, tools and reminders throughout their mentoring relationship Collect analytics about employees (e.g. strengths, areas of development, languages, etc.) Track the progress of mentoring relationships (e.g. goals set and achieved, mentoring agreements, program evaluations, etc.)

11 Onboarding employees with mentoring Fast track the onboarding process by connecting mentees to a mentor who can: Discuss the work place culture Provide insights on moving initiatives forward Make introductions to help new employees develop their internal network Answer questions and concerns Trouble shoot any issues that the new employees are facing Creates a greater bond and loyalty to the organization Helps employees to thrive in their new role at a quicker rate

12 How MentorCity Works

13 Mentorship Culture Aligned with Performance Metrics Embed into Mission, Vision & Strategy Linked to business operational goals both short and long term Tangible metrics that meet organizational objectives Learning and Growth- adapt to change, cross cultural learning, inclusive, diversity, ensure adequate skills and motivation

14 West Toronto HRPA Mentorship- How it works The goals of the West Toronto HRPA Mentorship program are to Create a community of practice within the Chapter Facilitate better access to profiling current members of the chapter s skills and abilities Help to build stronger sense of HR community partners Help change behaviours by bridging the gap between personal views and workplace perspectives Share perspectives by presenting views at Chapter meetings that represent individual, group and broader cultural viewpoints

15 West Toronto HRPA Mentorship- How it works The goals of the West Toronto HRPA Mentorship program are to Create a community of practice within the Chapter Facilitate better access to profiling current members of the chapter s skills and abilities Help to build stronger sense of HR community partners Help change behaviours by bridging the gap between personal views and workplace perspectives Share perspectives by presenting views at Chapter meetings that represent individual, group and broader cultural viewpoints

16 Let s do this together! March 7 th, Weston Golf & Country Club Contact MentorshipDirector@hrpwt.com to get mentorship working for you!