Mentoring & Employee Satisfaction
College graduates represent the future of any great company. Yet they also represent serious risk, as college graduates tend to be the most likely employees to leave within a few years of starting at ...
Introduction
College graduates represent the future of any great company. Yet they also represent serious risk, as college graduates tend to be the most likely employees to leave within a few years of starting at an organization. This lack of loyalty is due to a variety of different factors, but the main idea is that young employees – as valuable as they may be – also represent some considerable losses every time one of them leaves for another company.
Improving Young Employee Loyalty
Companies that want to hire younger employees should look for ways to improve their satisfaction and ultimately their loyalty. If a company can improve the loyalty of young employees, they can turn those individuals into tremendous assets down the line. One of the better ways to do this may be with a mentoring program – using management and executives to train and mold these younger employees and take them under their wing throughout their early employment. Some of the benefits include: Expectation of Growth Young employees often leave because they feel they are unlikely to advance in the company or ultimately receive the compensation they deserve. When mentored, they are far more likely to feel that the company holds a future for them, thus improving their loyalty and making it less likely they will leave. Shared Responsibility The mentor’s job is to ensure that the employee is thriving. Thus the pressure of succeeding is no longer just on the employee. Should the employee struggle, it is the mentor’s fault as well, and helping to take the pressure off of the employee will go a long way toward making sure they are satisfied and loyal. Someone On Their Side It’s not uncommon for younger employees to feel (whether fairly or unfairly) victimized. Having a mentor would put someone on their side at all times, and if they need someone to turn to when they are dissatisfied with their job, they will have someone that can stand up for them and ensure that they are being cared for.
Other Benefits
There is also the potential for an employee to feel like he/she “owes” the company for the time they spent training them. The mentoring itself also does not have to be mandatory. Young employees can apply for them. The employees that seek out a mentor are going to be the employees that are most likely to be open to the idea of staying with the company long term. This allows the company to spot the potential long term employees faster, and use their resources accordingly. Regardless, it is clear that satisfaction can greatly increase for any young employee that takes part in a mentoring program. While it may not be feasible at all organizations, a mentorship program is something that some companies should strongly consider as a way of increasing entry level job satisfaction.
Key Takeaways
- Introduction
- Improving Young Employee Loyalty
- Other Benefits
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