Josephine's Personnel Services, Inc.

[Employee Development] 3 Tips for Creating a Mentorship Program

July 7th, 2015

Mentoring is one of the best ways to boost employee development in the workplace because it helps to not only strengthen social ties and get your team fully acquainted with the company, but creates a more engaged and motivated group of workers, armed with the skills to succeed. Here are 3 tips for creating an employee development program through mentorship that will benefit your workers, and your bottom line.

9967694_l3 Tips for Creating a Mentorship Program for Employee Development

  1. Determine a Need for Mentorship

Mentorship programs work best in offices where there is an established need for them. Creating a plan for employee development, new hire training and providing a place to ask questions can be very beneficial to your company and your team. Does your office have a need for such a program? Here are some problems mentorships can help with: Read the rest of this entry »

Employee Development: 3 Best Training Activities

April 14th, 2015

Employee development is important for keeping a productive and engaged team, but learning and advancement opportunities aren’t usually offered to many American workers. Managers and HR reps frequently feel pushed to find low-cost, effective employee development activities that will benefit the team and the individual. Here are the 3 best training activities to try in your office.

Young woman with headset sitting at the computer

Are you using training activities to develop your team’s skills?

3 Best Training Activities for Employee Development

  1. Employee Mentoring Opportunities

There are two types of mentorship programs, with formal or informal mentors. Formal mentorships usually pair two employees with complementing job skills or specialized areas of expertise and informal partners usually seek each other out with the desire to learn a new skill. While many mentorship programs begin with training a newly hired employee, it’s important to continue the process with all levels of workers to keep a cohesive work culture and encourage continued learning. Read the rest of this entry »

Keep The Good Ones! Management Strategies To Retain And Develop Your Highest Potential Employees

March 15th, 2012

First, let’s define what constitutes a high potential employee.  Generally, they are regarded as the top 3 to 5% of a company, who demonstrate high levels of contribution. And while every organization may have its own addendums to that definition, there is consensus that this group is always in hot demand.

Competitors may be trying to recruit your best managers right now. And research shows that top performing managers are leaving their jobs, even in today’s unstable employment environment.

So why do many companies invest a lot of effort into recruiting these employees, but then do very little by way of talent management and talent development to retain them?

At a time when retaining good talent is so crucial, organizations must make sure they have employee retention and development strategies in place to avoid turnover. Below are 6 different ideas to try.

1. Mentoring.  Corporate environments have started implementing more structured mentoring programs. These can be very powerful for acclimating employees to the corporate culture and values. Mentoring can also be enormously valuable for those high potential employees who thrive on interaction with influential colleagues.

2. High visibility assignments. It’s important that these employees be given challenging opportunities that are outside their comfort zones and keep them highly engaged. You may also want to explore other options such as rotation to a supplier or partner, swapping positions, coaching/mentoring, or other creative talent development solutions that expand a high potential employee’s visibility and depth of experience.

3. Open communication. This may be stating the obvious, but if a high potential employee has a concern or an idea, it’s in your organization’s best interest to listen. You may also want to let them know that you believe they’re high potential, and therefore valuable to the organization. Just don’t make it public about who’s a rising star or you’ll create a culture of winners and losers.

4. Learning and development. Think about other types of learning and employee development opportunities that you could offer, beyond certifications or employee training programs.  Many organizations are coming up with talent management structures that allow one employee to experience many facets of the organization, from sales to marketing to customer service.

5. Measure progress quarterly. Companies measure themselves on a quarterly basis, so do the same with your employees. Especially if you’re exposing high potential employees to mentors, new and high visibility projects, position swapping, etc., and putting them in unfamiliar territory, a proactive quarterly review provides them with more immediate feedback.

6. Alignment.  Align your top performers’ development plans with your company’s strategy so what they do supports the organization’s needs as well as their own.  Determine the best pace for their career development. Give them the time needed to plan their projects, implement them and stay to see the results so they (and you) can evaluate their performance.