The rewards of having an HHS Mentoring Program are great. While there are many obvious
benefits to mentors and mentees, this program will also be extremely advantageous
to the HHS organization. Current trends and research show that mentoring is essential
to an organization. Thirty-five percent of employees who are not mentored within
12 months of being hired begin to actively seek jobs elsewhere Only 16 percent in
mentoring relationships leave their employer. Thirty percent of women executives
and 47 percent of women of color pointed to "lack of mentoring" as a barrier to
their advancement.
Highlighted below are the benefits to mentees, mentors,
and the organization.
|
Benefits to Mentee
|
Benefits to
Mentor
|
Benefits to Organization
|
|
Assistance in defining realistic professional
goals, paths, strategies, and options
|
Opportunity
to contribute to the success of individuals
and thereby investing in HHS – Leave a Legacy
|
Builds a learning organization that
fosters personal and professional growth through the sharing of information, skills,
culture, and common vision
|
|
Increase opportunity for professional
and personal growth through coaching, feedback, and training opportunities
|
Opportunity
to share expertise with others across
organizational boundaries
|
Development and retention of human
talent through the sharing and leveraging of strategic knowledge and skills throughout
the department
|
|
Receive feedback to support professional
development and growth
|
Opportunity
to enhance leadership skills by developing
others
|
Increase job satisfaction and improve
quality of worklife balance.
|
|
Increase understanding of the HHS
culture, values, and norms
|
Expand professional network by working
with the mentee and participating in Department-wide training and networking events
|
Increase in role modeling with leaders
teaching other leaders which support management and workforce development and succession
planning
|
|
Structured training to address competency
skill gaps
|
Increase understanding of how employee
priorities and capabilities can be leveraged to meet department goals
|
Increase and manage intellectual capital
to achieve departmental goals, initiatives, etc. – Partnering for Excellence
|
Last revised: 12/15/2008
