Want to enhance your HR department’s status, save on budget and simultaneously create happy staff? The answer may lie in one concept: Mentoring.
With the advent of new software technologies as well as a philosophical shift in how employees can be valued for their long-term contributions, the idea of mentoring is gaining traction in both the for-profit and nonprofit worlds.
It’s an idea whose time may have come, in a big way.
Struggling to find time for live scheduling in mentorship when your calendar is already packed? You’re not alone. Here’s the thing: 51% of highly successful mentors meet with their mentees at least once a week. Organizations excelling at mentor scheduling see higher employee engagement and accelerated skill development. Yet on-site
Your skill-based mentor matching strategy might be undermining your whole mentorship program. Job titles and seniority levels don’t reflect capabilities, yet many organizations still use them as main matching criteria. Skills-based mentoring is the quickest way to involve employees in taking ownership of their development. Competency-based mentorship matching changes this.
Do you feel stuck in your current role? You’re not alone. Dissatisfaction with current positions and skill gaps are common challenges professionals face during career transitions. So what is a career mentor, and why does it matter? A career mentor is someone who guides you through the complexities of switching
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