Page 202 - Retaining Top Employees

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190 Retaining Top Employees

The Benefits of Mentoring and Coaching Programs

We’ll define each type of program (mentoring, coaching, and
another––associated––called a “buddy program”) in just a
moment. But first we should outline the benefits to your key
employees of such programs, using a mentoring program as an
example.
These programs can help increase retention in three ways:
Among the mentors: If you appoint top employees as men-
tors, they may stay longer with the organization for one or more
of the following reasons:
• They have a stronger sense of personal and career
development.
• They experience a greater sense of satisfaction and fulfill-
ment.
• Their sense of responsibility is heightened.
• They feel a desire to complete what they’ve begun and to
remain with strong mentoring relationships that have
formed.
• They feel a greater sense of bonding with the organization
as the mentors see their efforts make a positive effect in
the lives and careers of other employees.
• The mentors feel a sense of responsibility and commit-
ment to their protégés.

Protégé A person who is Among the protégés:
being mentored or Employees who are being
coached.Also known as well mentored may stay
mentoree” and mentee. If none of longer with the organiza-
these terms excites you,you can just tion for one or more of the
stick with “employee” or “program
following reasons:
participant” (if you have a formal
mentoring or coaching program). • The protégés have a
Alternatively,you can coin your own stronger sense of per-
phrase. One of my recent clients sonal and career devel-
came up with the word “mentégé” to
opment.
describe the mentored participants in
• The protégés’ assess-
her program.
ment of the organization