There are some scary statistics out there about employee engagement, or rather, lack of employee engagement. Some studies suggest that only around 10% of employees are engaged in the workplace. Other studies are slightly more positive, suggesting it’s closer to 20%! Either way, it’s not great for company directors, HR managers and department heads. Don’t worry though, you are not alone in this fight and fortunately, there are several solutions. One such solution to boost employee engagement, productivity and satisfaction are mentoring.
Mentoring is a well-known approach for employee training, career development and growth but it can often be overlooked when it comes to employee engagement. There are perhaps a few reasons why this happens. One such reason is that mentoring is traditionally quick difficult to trace and attribute success to. Because mentoring is, by its very nature, less formal than most training and personal development, the reporting on it is limited and in a lot of cases, non-existent. However, with the advancements of technology and platforms like Pushfar, it does not have to be. Mentoring programmes can now be set up in minutes and once executed can be one of the single biggest ways to increase employee engagement. But why and how?
Mentoring serves as an invaluable resource for millions of employees around the world and it can often act as a way of empowering employees on both sides – be it as a mentor or a mentee. When we are mentored, we feel valued as employees, because we feel that additional resource is being put to our disposal. By having both a manager and a mentor, we feel that we are being professional nurtured and encouraged to succeed. In addition to the encouragement to succeed, we are given a second channel for communication, support and career growth. While a manager is undoubtedly of huge importance, having a mentor can act as a secondary support channel. And with around 50% of all staff leaving their job due to management issues, you may well find that by adding in a mentoring scheme, your staff and employee retention increases too. And it is not just mentees who can benefit from mentoring. Those employees who mentor others are also given a sense of satisfaction, empowerment and responsibility, which can further employee engagement too. There’s a fantastic quote from musician Phil Collins, “in teaching we learn and in learning we teach”. This is, at the heart of mentoring. If your employees can pass and share knowledge, insights and experience, throughout your workforce it will not only help to create a more efficient and skilled workforce, but it will encourage employee engagement.
Furthermore, the great thing about mentoring and being mentored is that the two are not mutually exclusive. A professional, in almost every case, can be both a mentor and a mentee. We all have experience and continue to grow and develop through both teaching and learning. New employees can be mentored by more established professionals. More established professionals can be mentored by more senior or experienced professionals. The cycle can go on and the engagement rates can increase. So, if you aren’t yet offering a mentoring scheme within your organisation, I would highly recommend you explore the options for getting one up and running. The resource required is minimal and the chances are that you will increase employee engagement, productivity and staff retention.