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Hi
Ann Rolfe
here with the latest Mentoring News.
The workforce
of today has changed. Most people do not expect to stay in jobs
for longer than 2-5 years. There is strong competition for talent
and in many areas, skills shortages. Young people entering work
are the most educated in history. They are highly mobile. The average
school leaver will have twenty-nine jobs and five career changes
in their work-life. Employers have succeeded in their demands for
a "flexible workers" but flexibility works both ways,
employees want work to suit their lifestyle. Pay and benefits are
not sufficient to keep good people.
There are
alarming statistics on employee engagement. Gallup (see http://gmj.gallup.com/)
reports on world-wide research showing that less than 20% of employees
are actively engaged – highly productive, adding to profitability
and customer satisfaction and likely to stay - but close to 20%
of employees are disengaged, cancelling out these positive effects.
It is likely that the remaining 60% are not committed to the organization
and will leave if something more attractive is available. A third
of employees are actively looking for employment elsewhere and the
growing popularity of websites catering to job-seekers makes it
easy.
Therefore,
attracting and retaining talent is a key issue for most organizations.
Your mentoring program can be designed to:
1. Attract
and retain talented employees;
2. Develop people – those who mentor as well as those mentored;
and
3. Increase the return on your investment in learning and development
and reduce turnover costs.
This
is an extract from Rolfe, A. (2006) How To Design and Run Your Own
Mentoring Program, Mentoring Works. Available now US$57.00 Order
on www.mentoring-works.com
I hope you
have enjoyed this edition of the Mentoring News, you can find some
great free resources and excellent mentoring products at www.mentoring-works.com
Ann Rolfe
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