6 Executive Search Firm Mentoring Objectives

July 4, 2012 by  Filed under: Management 

With the strain being put on most organizations as a result of the stumbling economy and chaotic business market, businesses are working harder than ever to hold themselves together. As a company’s success and shortcomings all begin and end with that organization’s employees, and given the fact that a happy staff is a successful staff, the answer seems clear that employee happiness and success should be striven for at all cost. However, the answer to this issue is a fairly simple one, being a matter of continued training and education.

These factors, while an easy enough solution, and one that can have outstanding benefits, can be handled even more effectively than many realize, through the effective implementation of an employee mentoring program. To be most effective, such a program should not simply be seen as one more necessary tool in the workings of the organization, but rather, for optimal efficacy, should become an integrated and integral part of the company’s culture. Executive search firms have identified six key objectives which should be addressed to help businesses establish a strong mentoring program and culture.

1. To begin with, the company’s business goals, such as issues of diversification or the push for better business practices, should be identified so that the mentoring program being initiated can be organized around these objectives in order to help achieve them.

2. Also, consideration should be given to why quality employees have left in the past, so that this program can seek to perhaps address and cure these issues and improve employee retention efforts to help prevent such unnecessary losses in the future.

3. The need for constant stimulation in the workplace has frequently been identified as one of the key factors in employee happiness and success rates, and a good mentoring program should strive to meet these goals, keeping an organization’s employees from becoming stagnant, bored, and unsatisfied in their jobs.

4. One of the most elementary benefits and objectives of a successful mentoring program is the betterment of an organization’s employees. Not only do these continued training and educational methods bring added value to the employees themselves, but in turn brings additional value to the company.

5. To achieve its maximum potential, a well-developed mentoring program should extend to all of a business’ employees alike, from upper management on down, as the value and overall benefits of these opportunities do not apply to any one particular aspect of a company, but to the entire organization.

6. In the end, the ultimate goal in developing and implementing a mentoring program is to save the company all the time and money which is expended in the typical executive search firms and hiring process, through drastically improving employee retention rates as a result of increased employee job satisfaction.

For such a mentoring program to be as successful and effective as possible in permeating a company’s corporate culture, it will need to be applied company-wide and come with the full support of the upper management and executives, whose backing will lend the program a sense of importance and value in the eyes of the other employees.

” Maurice Gilbert founded Conselium in 2001 and serves as the Managing Partner. Conselium is an Executive Search Firm that offers a more personalized executive search solution for companies in search of Compliance, Regulatory Counsel and Audit professionals. For more information please email Maurice at maurice@conselium.com or visit the website at http://www.conselium.com “

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