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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 the
top reason for Voluntary Turnover
74%
We Need to Help Employees Focus
on Career Growth not Promotion
Which Culture
Do You Have?
MENTORSHIP
The Employee Edition
What We Will Cover
1. MentorshipFRAMEWORK
2. Avoiding FAILS
3. Having a STRATEGY
4. Closing THOUGHTS
Mentorship
FRAMEWORK
QUESTION:
How would you define
Mentorship?
Mentorship
• First, and foremost, it is part of career/succession
planning.
• It is a strategic approach to developing, gr...
Everyone Benefits
Who Benefits
Mentoree • Providesan importantnetworking contact
• Helps them learn to take better control...
Program Framework
RECRUIT
THE PARTICIPANTS
CONNECT
MENTOR &MENTOREE
MENTOR MEASURE
PROGRAM SUCCESS
Onboard&
Train
Kick Off...
Did it stick?
Avoiding
FAILS
Some reasons it FAILED
• Very little advocacy from the top-down
• Management/employeesare not committedto it
• Lack of con...
Biggest
reason programs like this
FAIL
CHANGE
MANAGEMENT
STRATGY
we need a
ChangeStages Behaviour Change What’sInvolved?
Awareness “I know what this is about and how it affects
me and the organizat...
Summary
1. We are aware that we are not alone in this journey!
2. We agree that a mentorship program will influence growth...
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
Mentoring Employees - Tom Themelis - #TorontoHR
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Mentoring Employees - Tom Themelis - #TorontoHR

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Tom Themelis at #TorontoHR shares a tactical framework for mentorship programs that will help you retain talent and grow your organization.

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Mentoring Employees - Tom Themelis - #TorontoHR

  1. 1. MENTORINGA Story by Tom Themelis
  2. 2. Connect & Relate
  3. 3. QUESTION: Is there a “growing” perception in your organization that employees expected to be promoted?
  4. 4. But Your Culture is Awesome, Eh!
  5. 5. When is my promotion coming…and where am I going with my career at my company?
  6. 6. YOU ARE NOT ALONE This is happening everywhere and here’s why!
  7. 7. Career Opportunity is the top reason for Voluntary Turnover 74%
  8. 8. We Need to Help Employees Focus on Career Growth not Promotion Which Culture Do You Have?
  9. 9. MENTORSHIP The Employee Edition
  10. 10. What We Will Cover 1. MentorshipFRAMEWORK 2. Avoiding FAILS 3. Having a STRATEGY 4. Closing THOUGHTS
  11. 11. Mentorship FRAMEWORK
  12. 12. QUESTION: How would you define Mentorship?
  13. 13. 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.
  14. 14. Everyone Benefits Who Benefits Mentoree • Providesan importantnetworking contact • Helps them learn to take better controltheir career • Increasesself-confidence • Accessto new resources Mentor • Helps re-energize their career • Allows the them to "give back" • HIPOsneed to be recognized, motivatedand inspired Organization • Conveysthe organizationis willing to invest in its employees • Fostersmoreloyal employees • Can lead to increase retention& productivity • Promotesa sense of collaborationand harmony within the organization • Improvesthe employee brand to the outside world
  15. 15. Program Framework RECRUIT THE PARTICIPANTS CONNECT MENTOR &MENTOREE MENTOR MEASURE PROGRAM SUCCESS Onboard& Train Kick Off & Buildthe Relationship Mentorship Begins Impact & Results MENTORSHIP PROGRAM FRAMEWORK Talent Review HIPO Emerging At Risk Learning Plan Introduce Roles Process Action Plan Start Check In 1:1 Share ROI- KPI Recognize Celebrate Reinforce
  16. 16. Did it stick?
  17. 17. Avoiding FAILS
  18. 18. Some reasons it FAILED • Very little advocacy from the top-down • Management/employeesare not committedto it • Lack of consistencyand frequency of communication • There is no structure/process…noone knows how to play • Is it too informal? • Who is accountable for it? • It’s not linked to the business strategy & needs
  19. 19. Biggest reason programs like this FAIL
  20. 20. CHANGE MANAGEMENT STRATGY we need a
  21. 21. ChangeStages Behaviour Change What’sInvolved? Awareness “I know what this is about and how it affects me and the organization” Showthe link to the Business Need Communication Plan Advocates from Top Down Define the Owner Attain agreement on the program Desire “I think this is valuable to me and I want to support /participate, tell me more” Talent ReviewProcess Performance Management 1:1 Meetings Knowledge “I understand howthis works and know how to participate” Trainingsessions Learning/Career Plans Frequencyof CommunicationPlan Action “Look at me, I am participating” Pulse Check Ins - monitor progress Share status updates with company Reinforce “I know my participation was successful,to me and to the organization” Reduction in turnover Increase in Engagement levels Celebrate Success – Recognition Continuous improvement measures Reinforce programs values Change Management Strategy
  22. 22. 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!
  23. 23. Closing Thoughts
  24. 24. the GOOD the BAD the UGLY ….it will heighten a culture of growth …everyone will want to participate …it will take time
  25. 25. Thank You

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