Mentoring: An Important Strategy for Employee Retention

Today’s employers are looking for innovative and creative ways to attract and keep talented employees. Traditional recruitment and retention approaches focus on offering attractive pay and benefits packages. Yet, those well-intentioned efforts are falling short. In their ground-breaking work, First, Break All the Rules, Buckingham and Coffman have found that once an employee’s basic financial needs are met, talented employees want more. They want to know how their job impacts the overall good of the organization. They want to feel a part of the organization and they want opportunities to grow and develop their skills.

A successful mentoring relationship will help employees meet these vital developmental needs.

Employed properly, mentors create a safe environment for employees to discover (or rediscover) why their work matters as well as gives them a sense of belonging.

Successful mentors:

  • Share the “big picture” of the organization and why their work matters.
  • Openly discuss the unwritten rules and strategies for overcoming common pitfalls.
  • Help mentorees see things from a different point of view.
  • Consistently ask thought-provoking questions so mentorees can learn through self-discovery.
  • Suggest developmental opportunities that give mentorees a chance to stretch outside their comfort zone.

Why is mentoring an important strategy for employee retention?
Never before has it been so important to attract and retain talented employees. Mentoring fosters important working relationships and gives employees a sense of “belonging.” Employees who feel they “belong” and who have an employer who is interested in their development…will stay longer!

?Adapted from original source: The Training Connection, Inc.

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