7 Tips to improve your corporate mentoring program
7 Tips To Improve Your Corporate Mentoring Program Corporate ...
Read moreThe Workforce in Transition
The workforce is in a period of drastic transition that isn’t going away anytime soon. This makes the subject of institutional knowledge transfer even more timely and necessary to discuss.
Bear in mind that all employees – not just Gen Y/Millennials segment – are staying with their organizations for shorter and shorter periods of time. Add to this the fact that employees are also taking career development opportunities when and where they become available – even if that’s outside of their current organization. Now that the economy is in a recovery, they can afford more and more to do so.
It’s not enough for just HR to understand the generational differences – but don’t get us wrong, it’s definitely very important for HR to understand and champion methods to overcome those differences. But those methods are by necessity going to have to be team efforts, meaning that all employees from all generations must be able to communicate with and learn from each other.
In a recent study , when asked to indicate the top two primary objectives of their mentoring programs, respondents indicated that “Institutional knowledge sharing or transfer” was the third most frequent objective, at 30.8% of respondents. Taking first and second place as top objectives, unsurprisingly, were “leadership or high potential development” and “skill development”. (Stay tuned for the release of the full survey report at the end of this quarter.)
So while growth and effectiveness take top priority – once again, not surprising in a recovering economy – preservation of institutional knowledge is still a top priority.
But the fact is that they can and should all be working together, and mentoring is an excellent vehicle to make that happen. Why?
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