How to Create Mentoring Relationships That Really Work

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What’s the number one thing your company can do to attract the best and brightest up-and-coming talent? Provide them with opportunities to learn and grow.

But what about keeping them once they join your organization?

More and more, companies are discovering that an effective mentoring program is one of the most powerful ways to build loyalty. According to Deloitte’s 2016 Millennial Survey, millennial employees who intend to stay with their organization for more than five years are twice as likely to have a mentor (68%) than not (32%).

But it’s not as simple as setting up a mentoring program. Whether or not a mentor pair is successful is highly dependent on the effectiveness of the mentor-mentee match.

So, how do you make a good match?

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No More Snoozers: How to Lead an Effective Meeting

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In Verizon Conferencing’s “Meetings in America” study, 91% of meeting attendees admitted to daydreaming during meetings. Nearly 40% of the respondents said they’ve taken a nap during a meeting. Are people sleeping through your meetings?

With attention at a premium in today’s world, keeping people engaged, even when they’re sitting right in front of you, is one of the biggest challenges you face when leading a meeting. If they’re not literally asleep, your participants might be texting, checking their emails or just generally tuned out. Telling people to put away their phones isn’t the answer. Making your meetings more effective is.

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Embracing Entrepreneurial Thinking for Greater Employee Engagement

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Are Millennials the most entrepreneurial generation ever? The jury’s still out, but one thing’s for sure: The Millennial generation’s interest and desire for entrepreneurial opportunities, along with an increasingly disruptive and fast-paced business climate, have sparked new conversations in organizations of all sizes about the importance of an entrepreneurial mindset.

All this attention focused on the need for employees to be more entrepreneurial echoes a lot of what we’ve heard for years about the importance of innovation. It plays out in a similar way, too. Executives say they want it. They recognize the benefits to the business. They talk about it in meetings. They put it in the values. They make it part of the employee value proposition. And then…not much changes.

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Will Work for Meaning: Engaging and Retaining Talent

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By most accounts, the Millennial generation is the most exhaustively studied and researched generation of all time. Organizations obsess and scrutinize the data to see what the implications are for business and the future of the workforce. What do Millennials want? What motivates them? How can we keep them—and keep them engaged?

Making sweeping, generalized statements about any large group of people is an easy trap to fall into, and that’s often the case with the way statistics about Millennial turnover and retention rates are interpreted. According to Deloitte’s Millennial Survey 2016, 44% are willing to leave their current employer for a new organization or to do something different within the next two years. Two in three expect to leave by 2020.

The oversimplified, boiled-down conclusion: This is a group of perennial job-hoppers who don’t have any real allegiance to their companies. But dig a little deeper, and you might find that the bigger story here is that many companies aren’t giving Millennials much reason to stay. And the issue may not be so neatly tied to a single generation.

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What Motivates People? Look for Clues in How They Think (VIDEO)

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In today’s business world, where the large majority of the work is knowledge work, each day can be different and challenging in its own way. Constant change means that most employees are dealing with simultaneous projects, shifting priorities, complex problems, lots of demands, and a never-ending stream of disruptions and distractions.

It’s not just a challenge to stay focused in this environment; it’s hard to stay motivated and engaged. In fact, recent research by Bersin by Deloitte attributes low employee engagement levels to the overwhelmed employee.

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Improve Employee Satisfaction by Rethinking the Workplace Experience

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HR is in the midst of a reinvention. Again.

From its early years as a “Personnel” function, HR has evolved in emphasis with the times through industrial psychology, organization dynamics, compliance and legal, and working hand in hand with finance. In other words, it’s been all over the place.

In Whole Brain® Thinking terms, though, the function has been pretty consistent. The focus traditionally has been heavily on the green, B-quadrant aspects of processes, structure, contingency planning and “rules,” combined with some red, C-quadrant employee engagement activities.

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5 Employee Engagement Questions Every Leader Should Be Asking

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A few months ago, Josh Bersin proclaimed that, after all the years of corporate handwringing over the war for talent, the battle is finally over. But before you exhale and move on to the next issue, it should also be noted that he declared talent the winner. 

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