1.)Today’s Retention Costs for Organizations – Your Business Case 2.) Why employee’s leave? The common factors that affect your retention rate. 3.) Types of Mentoring to Improve Retention Factors and How to Launch This Type Of Program. 4.) Future Retention Trends to Consider

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INCREASE EMPLOYEE RETENTION
through MENTORING

2. © Insala All Rights Reserved
JUDY CORNER
Mentoring Subject Matter Expert
I N S A L A

3. 2 4 5
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31
INSALA improves organization performance
by developing your talent.
We provide solutions to help your employees grow and develop.

4. LinkedIn Group:
Mentoring Thought Leaders’ Club
linkedin.com/company/insala
1300+
Members
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5. AGENDATHE
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BUSINESS CASE
TO IMPROVE
RETENTION1
HOW MENTORING
ADDRESSES
RETENTION2
WHY
EMPLOYEES
LEAVE
3
FUTURE
RETENTION
TRENDS4
LAUNCHING A
MENTORING
PROGRAM
5

6. BUSINESS CASE

7. RETENTION: WHAT YOU COULD
LOSE Total real cost is up to 2x
salary, increasing with job
level*
 Professional & Business
Services is one of the top
industries struggling to retain
employees**
SOURCES
*Kantor, Huffington Post, Feb. 2017
**BLS; Garland, Harvard Business Review, 2017

8. MENTORING FOR
RETENTION

9. MAIN RETENTION
CHALLENGES
 Perceived lack of career
development
 "Bad" managers
 A "better" job

10. HOW MENTORING
ADDRESSES
RETENTION
FACTORS

11. MENTORING FOR RETENTION
1
Addressing Perceived Lack of Career
Development
Solution: Mentoring can help increase perceived
career development opportunities by offering a
program to develop employees.
Examples of how a mentor helps with career
development:
1. Mentor them on skills missing to advance their
career.
2. Introduce the mentee to their network; increase
visibility.
3. Mentor them on challenges in their current role.

12. MENTORING FOR RETENTION2 Addressing “Bad”
Managers
Solution: Mentoring can help develop your
managers with a program focusing on
leadership.
Examples of how a mentor helps with
leadership:
1. Mentor can help develop leadership
competencies.
2. How to navigate through organizational
politics.
3. Provides a safe place to discuss a
challenging situation.

13. ADDITIONAL
RETENTION
FACTORS

14. ADDITIONALRETENTION
FACTORSTOCONSIDER
COMPENSATION5
Better salary, benefits, and rewards increases
retention.
EMOTIONAL FACTORS
Job satisfaction increases retention.
4
SUPPORTIVE HR
ENVIRONMENTIncrease retention through work programs
such as Telework, Work-life balance, & simple
time off policies.
3

15. FUTURE
RETENTION
TRENDS

16. RETENTION: THE PREDICTED
FUTURE
If the economy remains stable, these issues will remain in
the forefront of retention struggles
 Baby Boomer’s exiting with knowledge capital
 Millennials’ culture of job jumping
Reported retention trends of 2017:
• 86% OF NEW HIRES make their decision to leave or
stay within the first 6 months. (Aberdeen Group)
• 89% OF NEW HIRES say they do not have the
optimum level of knowledge and tools necessary to
do their job. (Aberdeen Group)
• ½ OF ALL HOURLY WORKERS leave their new jobs
within the first 120 days. (SHRM)

17. LAUNCHING A
MENTORING PROGRAM
FOR RETENTION

18. • Focus program on career development
• Match by career level (1-2 levels
difference)
• Matching questionnaire needs to include
competencies for career development
and your organization’s objectives.
• Survey job attitudes
• Run reports:
• Average tenure now vs. Pre-program
• Did anyone change job roles?
SPECIALIZEYOURMENTORING
PROGRAMFORRETENTION

19. COMMUNICATE PROGRAM
BUILD MATCHING &
COMMUNICATIONS
QUALIFICATION & ENROLLMENT
PROCESSES
ENROLL & TRAIN MENTORS
SETUP ENROLLMENT
DEFINE BENEFITS &
CREATE MARKETING PLAN
OBJECTIVES & MEASUREMENTS
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2
4
5
3
6
7

20. PROGRAM END: ANALYSIS
MIDPOINT SURVEY (AFTER 3M)
BEGIN MATCHING
MONTHLY WEBINAR / EVENT
EXIT SURVEY (AFTER 6M)
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11
12
13
14
ENROLL & TRAIN MENTEES 8
ONGOING EVALUATION 10

21. CAN HELP!
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PROGRAM MANAGEMENT /
BENCHMARKING
15
MARKETING
PLAN
SET UP
ENROLLMENT
QUALIFICATION
& ENROLLMENT
MATCHING &
COMMUNICATIONS
COMMUNICATE
PROGRAM
ENROLL & TRAIN
MENTEES
ENROLL &
TRAIN
MENTORS
ONGOING
EVALUATION
PROGRAM MGMT
BENCHMARKING
END OF PROGRAM
ANALYSIS
WEBINARS &
EVENTS
OBJECTIVES &
MEASUREMENTS
MATCHING
PROCESS
MIDPOINT
SURVEY
EXIT
SURVEY

22. HERE’S HOW WE CAN HELP YOU DO IT.
At INSALA, we can assist you in launching your program at
your organization so it is much more successful.
PLAN
MORE Workshop
IMPLEMENT
Marketing, Training, Launching, & Facilitating
EVALUATE
Gap Analysis, Benchmarked Data, 360 Analysis
MANAGE
Strategic Account Management, Continued
Education, Goal Attainment
The Global Knowledge Sharing Network - Connecting
Employees Online Through Mentoring
The Global Knowledge Sharing Network - Connecting
Employees Online Through Mentoring

23. The Global
Knowledge
Sharing
Network -
Connecting
Employees
Online Through
Mentoring
@
The Global Knowledge Sharing Network:
Connecting Employees Online Through Mentoring

24. Q&A
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CONTACT US FOR MORE INFORMATION
www.mentoringtalent.com
info@insala.com
US: (817) 355.0939
UK: +44 (0)207.297.5940
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YOUR PRESENTER
Judy Corner
jcorner@insala.com
http://timetrade.com/book/YFDPC