New Hire Mentoring For Employee Retention

By Marcus Miller

Wouldn't it be great if you had a Guardian Angel on staff, someone who provided your new employees with wise counsel and guidance on career paths, or on getting them going in the right direction with practical advice on how to approach their workplace.

Wouldn't it be great if that same Guardian Angel improved new hire retention, improved staff loyalty and increased employee productivity. And YES, you can have that Guardian Angel working for you through a Mentoring Program. Mentoring is no longer seen as 'nice to have,' as organizations scramble to find ways to develop and retain their workforce.

For the new employee, a mentor can:

  • Start them off on the right foot, show them the ropes and successfully integrate them

  • Help increase the employee's self-confidence

  • Teach missing skills and impart knowledge and expertise

  • Enhance professional development

  • Provide a conduit for issues

For the mentor,

  • A mentor-protege relationship can function as a two-way street, where the new employee may provide new information and fresh ideas for the mentor

  • Mentors may also receive positive recognition and reinforcement from their proteges, which can add value and satisfaction to their jobs

For the employer, the mentor can:

  • Add to new employees' understanding and perspective of the organization

  • Engender staff loyalty

  • Protect your investment in the recruiting process

To launch and run a successful mentoring program first requires the CEO's enthusiasm and endorsement, otherwise the program will be seen as a 'feel good' process and is less likely to be taken seriously. A well-planned mentor program can change your culture for the better, while a poorly designed one can create more problems than it's worth.

Successful mentoring just doesn't happen. Participation of the mentor works best on a voluntary basis and also, it is ideal to develop a selection of potential mentors so you can match the right profiles. Take the time to consider how a mentor can compliment your new employee's personality, professional experience and future professional development.

Training is an integral part of a successful program. By taking the time to train mentors, you set a clear understanding of expectations and their role. In addition training the mentee will pay off since they will have a similar expectation and understanding of the program. With this approach both sides can manage the relationship.

As a word to the wise, keep the program flexible between formal and informal events. The key benefits are derived from the one-on-one sessions. Too much reporting or bureaucracy will kill it, but at the same time use a structured process. Manage for results and have the program focus on real issues, challenges and specific areas of development. As a final comment, you may want to include the mentor in the employee review process as well in the annual career planning discussions.

Marcus Miller (Marcus.Miller@LEAPJob.com) is the President of LEAPJob (www.LEAPJob.com), a Human Resources Consulting firm focused on improving its clients' capabilities to attract, hire and retain great people. You can reach Marcus at 905.281.3090, Ext. 21.