Any organization that seeks to maintain its competitiveness must seriously consider the issue of talent development and management, especially as regards a clear problem of our time: Employees, especially those of the new generations, do not usually stay in the companies they work for a long time. This involves a series of expenses in time and in money (especially when it comes to training processes,) and it really represents a problem for a large number of organizations around the world. One of the measures that may be implemented to deal with this problem is mentoring. I will first analyze the problem of human talent retention, and then I will get deeper into what mentoring can do to provide intelligent solutions.
The flight of talent has its origin in the mishandling of human resources which has been made from the management of organizations. The lack of understanding leads to the abandonment of thousands of jobs a year. The reasons for the flight of talent are sometimes ignored by the managers themselves who prefer using imperative leadership methodologies, more typical of the old times, in order to imitate the successes of their predecessors.
Still, it is necessary to understand that the world has evolved since then, and the old models are now historical records for the new generations, which point to circular forms of management, based on internal communication and the promotion of labor well-being. Ignoring the adaptation to the new models of human capital management may lead to a serious problem, which not only impacts the future of the company but, on a large scale, would mean a threat to the global economy itself.
The old forms of leadership are outdated and must give way to the new generations based on communication and mutual understanding between leader and worker. Millennials are the generation that opens the door to change. This generation is providing a continuous evolution to improve this and to adapt to the new forms of management for the coming generation, which is eminently digital. At present, the motivation to work, the fact of achieving a good working weather and the family conciliation are the key aspects to get the workers involved in the corporate culture. The philosophy of work of the present century has its roots in the happiness of employees: A happy worker is a productive worker.
Now, mentoring is a key tool to retain the best-qualified staff of companies. However, even though it has several benefits, it is extremely important that you learn how to use it and implement it correctly. This strategy is related to progression, growth and professional challenges. It consists of a process through which a more experienced person, the mentor, teaches, assists, offers possible paths and contributes to the personal and professional growth of the mentee by investing time, energy, and knowledge. Mentoring, besides being a catalyst for the continuous learning process in the company, shortens the learning curve and is useful for structuring the training that takes place in the workplace. However, it is necessary to know the process well, as the benefits that can be obtained, the objectives that are pursued, and the frequent barriers for an adequate mentoring design.
Read also: Deconstructing the benefits of mentoring: Is it worth it?, by Suzzanne Uhland
Mentoring should be incorporated as part of the development strategy of people within a company and be considered as part of the values of the organization. The same workers can volunteer to mentor the new members of the company, and, during the execution of this plan, the company will be concerned with the professional development of all of them, since the mentors need to study a bit more to teach.
A mentoring program is divided into stages. First, the mentor and mentee’s expectations regarding the learning process are developed, the objectives to be attained are established, and the sessions are planned. Then, the mentor should take the reins of this process and be proactive, by learning everything he/she can from to achieve the goals. To optimize this program, the company must apply it as a tool to retain and capture talent, with the support of the management of the organization, and, in this regard, it is vital to count on enough resources of time and money.
A successful implementation of a mentoring program benefits the company since the staff feels more positive, participatory, and integrated. It usually increases its productivity, performance, and motivation, and promotes an organizational climate. Mentoring builds technical and managerial skills, optimizes the selection and development of new talent, which is recruited with high potential standards and levels of competence, among others. If you implement this mentoring plan, your employees will thank you for the concern you have for them and their loyalty to your company will rise.
The implementation of mentoring is a great effort for the organization; for each mentor and mentee. That is why the results are really stimulating, taking into account the personal and professional growth which is noticed from the beginning.