Tom Themelis at #TorontoHR shares a tactical framework for mentorship programs that will help you retain talent and grow your organization.

1. MENTORINGA Story by Tom Themelis

2. Connect
& Relate

3. QUESTION:
Is there a “growing” perception in your organization that
employees expected to be
promoted?

4. But Your
Culture is
Awesome, Eh!

5. When is my
promotion coming…and
where am I going with my
career at my company?

6. YOU ARE NOT ALONE
This is happening everywhere
and here’s why!

7. Career Opportunity is the
top reason for Voluntary Turnover
74%

8. We Need to Help Employees Focus
on Career Growth not Promotion
Which Culture
Do You Have?

9. MENTORSHIP
The Employee Edition

10. What We Will Cover
1. MentorshipFRAMEWORK
2. Avoiding FAILS
3. Having a STRATEGY
4. Closing THOUGHTS

11. Mentorship
FRAMEWORK

12. QUESTION:
How would you define
Mentorship?

13. Mentorship
• First, and foremost, it is part of career/succession
planning.
• It is a strategic approach to developing, growing & retaining
employees.
• It is a program that should reflect the unique culture of
your organization.
• It is a proven approach that will help drive a growth based
culture.

14. Everyone Benefits
Who Benefits
Mentoree • Providesan importantnetworking contact
• Helps them learn to take better controltheir career
• Increasesself-confidence
• Accessto new resources
Mentor • Helps re-energize their career
• Allows the them to "give back"
• HIPOsneed to be recognized, motivatedand inspired
Organization • Conveysthe organizationis willing to invest in its employees
• Fostersmoreloyal employees
• Can lead to increase retention& productivity
• Promotesa sense of collaborationand harmony within the organization
• Improvesthe employee brand to the outside world

15. Program Framework
RECRUIT
THE PARTICIPANTS
CONNECT
MENTOR &MENTOREE
MENTOR MEASURE
PROGRAM SUCCESS
Onboard&
Train
Kick Off & Buildthe
Relationship
Mentorship
Begins
Impact &
Results
MENTORSHIP PROGRAM FRAMEWORK
Talent Review
HIPO
Emerging
At Risk
Learning Plan
Introduce
Roles
Process
Action Plan
Start
Check In
1:1
Share
ROI- KPI
Recognize
Celebrate
Reinforce

17. Did it stick?

18. Avoiding
FAILS

19. Some reasons it FAILED
• Very little advocacy from the top-down
• Management/employeesare not committedto it
• Lack of consistencyand frequency of communication
• There is no structure/process…noone knows how to play
• Is it too informal?
• Who is accountable for it?
• It’s not linked to the business strategy & needs

20. Biggest
reason programs like this
FAIL

21. CHANGE
MANAGEMENT
STRATGY
we need a

22. ChangeStages Behaviour Change What’sInvolved?
Awareness “I know what this is about and how it affects
me and the organization”
Showthe link to the Business Need
Communication Plan
Advocates from Top Down
Define the Owner
Attain agreement on the program
Desire “I think this is valuable to me and I want to
support /participate, tell me more”
Talent ReviewProcess
Performance Management
1:1 Meetings
Knowledge “I understand howthis works and know how
to participate”
Trainingsessions
Learning/Career Plans
Frequencyof CommunicationPlan
Action “Look at me, I am participating” Pulse Check Ins - monitor progress
Share status updates with company
Reinforce “I know my participation was successful,to me
and to the organization”
Reduction in turnover
Increase in Engagement levels
Celebrate Success – Recognition
Continuous improvement measures
Reinforce programs values
Change Management Strategy

23. Summary
1. We are aware that we are not alone in this journey!
2. We agree that a mentorship program will influence growth!
3. We understand why programs like this fail!
4. We see the value to having a change management strategy!

24. Closing Thoughts

25. the GOOD
the BAD
the UGLY
….it will heighten a culture of growth
…everyone will want to participate
…it will take time

26. Thank You