MENTORINGA Story by Tom Themelis

Connect & Relate

QUESTION:Is there a “growing” perception in your organization that

employees expected to be

promoted?

But Your Culture is

Awesome, Eh!

When is my promotion coming…and

where am I going with my career at my company?

YOU ARE NOT ALONE

This is happening everywhere

and here’s why!

Career Opportunity is thetop reason for Voluntary Turnover

74%

We Need to Help Employees Focuson Career Growth not Promotion

Which Culture Do You Have?

MENTORSHIPThe Employee Edition

What We Will Cover

1. Mentorship FRAMEWORK

2. Avoiding FAILS

3. Having a STRATEGY

4. Closing THOUGHTS

MentorshipFRAMEWORK

QUESTION:How would you define Mentorship?

Mentorship• First, and foremost, it is part of career/succession

planning.

• It is a strategic approach to developing, growing & retaining

employees.

• It is a program that should reflect the unique culture of

your organization.

• It is a proven approach that will help drive a growth based culture.

Everyone Benefits

Who Benefits

Mentoree • Provides an important networking contact• Helps them learn to take better control their career• Increases self-confidence• Access to new resources

Mentor • Helps re-energize their career• Allows the them to "give back" • HIPOs need to be recognized, motivated and inspired

Organization • Conveys the organization is willing to invest in its employees• Fosters more loyal employees • Can lead to increase retention & productivity• Promotes a sense of collaboration and harmony within the organization• Improves the employee brand to the outside world

Program Framework

RECRUITTHE PARTICIPANTS

CONNECTMENTOR & MENTOREE

MENTOR MEASUREPROGRAM SUCCESS

Onboard & Train

Kick Off & Build the Relationship

MentorshipBegins

Impact & Results

MENTORSHIP PROGRAM FRAMEWORK

Talent ReviewHIPO

EmergingAt Risk

Learning Plan

IntroduceRoles

ProcessAction Plan

StartCheck In

1:1Share

ROI - KPIRecognize CelebrateReinforce

Did it stick?

AvoidingFAILS

Some reasons it FAILED

• Very little advocacy from the top-down

• Management/employees are not committed to it

• Lack of consistency and frequency of communication

• There is no structure/process…no one knows how to play

• Is it too informal?

• Who is accountable for it?

• It’s not linked to the business strategy & needs

Biggestreason programs like this

FAIL

CHANGE MANAGEMENT STRATGY

we need a

Change Stages Behaviour Change What’s Involved?

Awareness “I know what this is about and how it affects me and the organization”

Show the link to the Business NeedCommunication PlanAdvocates from Top DownDefine the OwnerAttain agreement on the program

Desire “I think this is valuable to me and I want to support /participate, tell me more”

Talent Review ProcessPerformance Management1:1 Meetings

Knowledge “I understand how this works and know how to participate”

Training sessionsLearning /Career PlansFrequency of Communication Plan

Action “Look at me, I am participating” Pulse Check Ins - monitor progressShare status updates with company

Reinforce “I know my participation was successful, to me and to the organization”

Reduction in turnoverIncrease in Engagement levelsCelebrate Success – RecognitionContinuous improvement measuresReinforce programs values

Change Management Strategy

Summary

1. We are aware that we are not alone in this journey!

2. We agree that a mentorship program will influence growth!

3. We understand why programs like this fail!

4. We see the value to having a change management strategy!

Closing Thoughts

the GOOD

the BAD

the UGLY

….it will heighten a culture of growth

…everyone will want to participate

…it will take time

Thank You