4 Mistakes To Avoid When Creating a Mentorship Program
An actionable guide on how to avoid them
The impact of formal mentorship programs within organizations is undeniable when it comes to employee retention, career development and community building. In a five year study of 1000 employees by Gartner, they reported that:
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“25% of employees who enrolled in a mentoring program had a salary-grade change, compared to only 5% of workers who did not participate”
The same study showed that mentees are promoted five times more often than those not in a mentoring program and also,
"retention rates were higher for both mentees (22% more) and mentors (20% more)"
than for employees who did not participate in a mentoring program. When done effectively and efficiently, you are able to create meaningful opportunities for employee engagement and illuminate career paths for your employees, demonstrating commitment to their long-term professional development and supporting retention and growth of top talent.
When done correctly, you can limit your administrative burden and prevent exhausting internal resources without sacrificing the impact of your mentorship program. From EnPoint’s experience working and implementing mentorship programs, with our clients, we’ve uncovered the 4 most common mistakes employers frequently make when it comes to their programs.
We’re revealing these 4 mistakes in our tell-all white paper & also how to avoid them. Sign up to download our white paper today and start planning your high impact, results-driven, low burden mentorship program.
