Mentorship: Get Younger Employees to Stay Longer
The young adults of today—a mix of Millennials and Generation Net—are entering the workforce armed with second-nature skills that many older generations have to struggle to attain. Their unique talents make them attractive to hiring managers, but, while they’re brimming with savvy and innovative spirit, they’re often lacking in the qualities that the majority of workplaces require.
These qualities, commonly called “soft skills” include the ability to think critically, problem solve, communicate, display social graces, and be aware of behavioral norms. Of course, this broad generalization doesn’t apply to everyone in these new generations of workers. However, over and over, employers cite a soft skills deficit as a common reason for why they can’t fill their open positions. Too bad . . . they could be passing over a dull stone that, if they were just willing to polish it, would reveal a brilliant diamond.
But, according to the 2016 Deloitte Millennial Survey, 63% of Millennials say their leadership skills aren’t being fully developed.
What a shame! Because in just a few short years, this emerging workforce will become the dominant one. The behaviors and norms of these digital natives will become the prevailing force in the way businesses run. It’s both exciting and unsettling at the same time.
As Millennials begin to reshape the framework of the current workplace, commit to coaching these new hires so that you can enjoy all of the benefits they bring without having to compromise your needs.
What Is Mentorship?
When you bring in a new team member, assign him or her a seasoned employee to shadow. We commonly see wait staff and bank tellers with trainees at their sides, but rarely think about this approach with other roles. In this case, this mentor will be serving as an example of your company’s standards and expectations, rather than an instructor on how perform job duties.
You want your young hires to conform to your ways and blend seamlessly with your existing parameters. But they won’t entirely—and that’s OK. Challenge your seasoned workers to learn some tricks from emerging generations as well. The even exchange of skills will keep one foot grounded in the safe zone while the other steps into the future.
What Are the Benefits of Mentorship?
Increased education and learning, developed leadership and management skills, increased job satisfaction, longer tenure—these are just a few of the benefits to the employee. When you actively invest in their growth, they’ll have more positive opinions of your organization, which means they’re more likely to stay.
And when they stay, they benefit you, the employer with greater productivity (i.e. fewer mistakes), reduced turnover, increased loyalty, and referrals for open positions.
Remember: your entire staff, including you, will be serving as models as well. The way you conduct yourselves in meetings, the style of communication you use in email, and even your choice of attire. The precedents you set in those formative weeks will set the tone.
A mentorship program will help younger employees grow in their roles with confidence. But, don’t stop there. Our employee recognition and incentive programs increase the chance of success by maintaining a constant flow of communication, feedback, and appreciation.
Contact us today to learn more about points-based performance programs, on-the-spot recognition, and comprehensive solutions to improve mentor-to-employee interactions.