Posts Tagged ‘employee engagement’

With Unemployment Above 9%

October 12, 2011

With unemployment at current levels, why would any manager focus on mentoring?  Why spend money on current employees when they should be happy to have their job?

As an observer of the American business environment, I find myself startled at the short-sightedness of managers who make comments like these.  And yet, I have heard these comments and been stunned to see them written in blogs.

Near as I can figure, the questions must derive from the commenter’s own fear of losing their job.  They are extremely short-sited and not to the benefit of any company that expects to remain in business for more than a few more quarters.

It is well documented that an outstanding manager (or employee) will contribute significantly more than an average employee in the same position to the firm’s bottom line.  Thus, it should be obvious that leveraging your best employees impacts the bottom line in a meaningful way. Today, every manager needs every one of his or her employees to be a better than average employee.  Rather than taking employees for granted (“since there are no jobs out there”), managers should be focused on increasing engagement, efficiency and proficiency at the job.

The impact can be meaningful: BestBuy, for example, has recently shared with observers that a 0.1% increase in average employee satisfaction within a store increases revenues, at that store, by $100,000 per year.

Mentoring is the fastest way to share the perspective and tacit knowledge of the outstanding employees.  Tacit knowledge is the counterpart to classroom learning.  It’s the subtle lessons of experience and observation over time.

When an employee who has been successful in the organization agrees to mentor a less experienced employee and they click – creating a good mentoring experience – the perspective of the successful employee is leveraged and magnified.

Mentor Resources provides software for the administration of formal mentoring programs.  WisdomShare™ is a proprietary algorithm which matches Mentors and Mentees to create a good match, where the pair share personality traits.  Tell us about your company’s mentoring program.  Let us share thoughts on how it might be improved.

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Who is Mentor Resources?

December 22, 2010

Mentor Resources is the second largest provider of mentoring software to Fortune 500 companies, non-profits and universities.  WisdomShare, our web-based application matches Mentors and Mentees, provides how to tools and training and follows up with the participants.  What makes  WisdomShareTM unique is our proprietary matching algorithm which uses job experience, work skills and over a dozen personality characteristics to create a match. 

 A Great Match creates better results from a Mentoring Program – measurable in higher retention, higher employee engagement, lower cost, faster promotions or whatever the goals of your organization’s mentoring program, WisdomShare is one-of-a-kind in delivering matches that work. 

Sharing What Works is our goal and motto.  Based upon a strengths-based learning model, we have built software which improves knowledge sharing, helps corporations reach diversity goals and enhances leadership development programs.

Is your ERG measurably effective?

October 13, 2010

This is a follow up to the blog posted earlier in the week on the evolution of Business Resource Groups (ERGs or BRGs).  They migrate along a recognizable path from an Informal Affinity Group, to a Formal (but still inward-looking) Affinity Group, to an Employee Resource Group (with clear support and resources from the corporation) to the highest level of contribution to the firm, the Resource Business Group.

Business Resource Groups (BRGs) differ from Employee Resource Groups (ERGs) because they have explicit goals which are tied directly to objectives of the business.  Thus, the BRG will have goals for recruiting and business development – which are monitored and regularly reported.

Two partners from Deloitte’s Atlanta office gave a presentation on metrics for evaluating the maturity and effectiveness of ERGs/BRGs.

The full text of this blog has moved to http://www.mentorresources.com/blog/bid/101113/Is-your-ERG-measurably-effective

Mentoring within KPMG

September 23, 2010

If you follow mentoring, you won’t want to miss this three minute interview of  Kathy Hopinkah Hannan, KPMG’s National Managing Partner for Diversity and Corporate Social Responsibility. 

 KPMG has always had a strong mentoring culture and requires Senior Leaders to mentor members of diverse populations.  About a year ago,  KPMG elevated Ms. Hannan from an managing partner in taxation to the newly created National Managing Partner for Diversity.   In this role, this Native American CPA lead’s the firm’s diversity strategy and initiatives, including fostering an environment of inclusion that embraces diversity among KPMG’s partners, employees, vendors and clients, as well as community involvement.

DiversityInc. posted the video.  Ms. Hannan’s enthusiasm comes through as she talks of the cross pollination that occurs when mentoring occurs across multiple Employee Resource Groups.

At Mentor Resources, our focus is how a great match between the mentor and the mentee results in more engagement in the formal program. 

Ms. Hannan hits the same notes while discussing how it is human nature to want to be associated with success and to help others.  KPMG’s mentoring programs tap into this to engage employees.

A structured mentoring program creates an opportunity for employees to consider other perspectives and to feel their viewpoint is valued.  That direct dialog translates into “I am valued” for the mentee.  The mentor usually gains just as much, as they too learn of other perspectives.