Corporate Mentoring Program Tips Management Mentors sends a monthly newsletter with tips and ideas on creating, managing and sustaining your corporate and employee mentoring programs.  Topics vary each month and many issues include specific tips for mentors, mentorees or program managers.  Sign-up now to begin receiving these valuable tips, you may unsubscribe at any time. Sign-Up For Valuable Emailed Mentoring Tips Email: Management Mentors values your privacy and we will never sell or share your information. Past topics:  Will Your Newest Hire Be Here Six Months From Now? The Best Mentoring Solutions Have FIVE Key Phases Will Your Newest Hire Be Here Six Months From Now? You're excited about your latest hire. She's well educated, articulate, and full of energy. But after a few months, you notice she hasn't lived up to your expectations. You try talking to her, but before you get too far, you need to take a call. Still, you hope she got something out of the conversation. More months go by. Then, you walk in one morning and find her resignation on your desk. What happened? Did your new hire fail you, or did you fail your new hire? The answer is neither. Retaining employees is more complicated than that. While many businesses have processes in place for recruiting, hiring, initial training, and reviewing, smart businesses recognize the need for employee mentoring, which can often spell the difference between an employee who flourishes and one who flounders. Mentoring solutions are strategic business initiatives. Like any initiative, you need to make sure you get yours right. If you want your mentoring solutions to be successful, keep these key components in mind: FOCUS: Know what you want your mentoring solutions program to do specifically for your company. CLEAR CRITERIA: You have an employee handbook, so it makes sense that your mentoring program has guidelines too. CLEAR PROCESS: Figuring out the best way mentoring solutions will work for your business is one of the first steps to success. MATCHMAKING: Successful mentoring solutions have strong program managers who monitor matches and ensure that mentors and mentorees work well together. TRAINING: From the program manager, to the mentors, to the mentorees, everyone receives training. Opportunities for supplemental training also exist. STRONG PROGRAM MANAGER: He or she is the liaison to upper management and new employees. Words such as dedicated, enthusiastic, and motivated describe this person. SOFTWARE SUPPORT & ONLINE HELP: Mentoring takes time, but not every task involved with it should. Streamline through solid software support and online help. Learn More About Why Mentoring Works>> The best mentoring solutions have FIVE key phases Design — This includes identifying an effective program manager, clear program purpose, achievable goals, practical guidelines, and the appropriate mentoring model. Implementation — Implementing your program involves internal marketing and ensuring that the mentor-mentoree matchmaking process is clear, systemized, and fair. Training — No one walks in knowing how to be a mentor or mentoree. Through ongoing instruction, your program members will get the most out of their experience, and your company will benefit from their success. Evaluation — Just as you measure results within your company, evaluating your mentoring program is important. Have goals been met? Are the matches working? Support — From program-manager manuals to tips on mentor-mentoree communication, the best mentoring solutions will offer a wide range of support and resources—in print and online. Remember, a mentoring solution is a strategic business initiative. Strong mentoring allows you to attract, develop, and retain your talent. The choice is yours: continue to lose top recruits – possibly to a competitor! – or mentor them and watch them exceed your expectations. Contact Management Mentors now to learn more about how we can help you retain employees through mentoring.  Email us or call 617-789-4622 (just outside of Boston, Massachusetts).