Keeping and Supporting Young Talent

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The workforce is changing. Millennials are no longer the “new” talent, they are THE talent, making up the largest generation in the workplace today. In addition, a recent study shows that 61 million Gen Zers (people born after 1996) are about to enter the workforce.

That means the talent pool is getting younger and it’s time for us to keep up. Keeping and supporting young talent means understanding exactly what they want in a career.

keeping-and-supporting-young-talent

Here are some tips for attracting and retaining young talent:

Find Ways to Add Value

While higher wages are an obvious place to add value for young employees, there are many ways to incentivize them beyond their paycheck. According to a recent study, approximately 20% of Millennials say they cannot afford their healthcare expenses and 46% of Gen Z say their main financial concern is student debt. Get creative with how you’re driving value for these younger generations. Offer better healthcare discounts or start a debt reimbursement program. Better yet, explore what an Employee Discount Program can do for you and your employees.

Offer Opportunities for Collaboration

While Millennials were coming of age with technology, Gen Z has become even more entrenched in social media and constant communication. Due to this change in atmosphere, collaboration is a key motivator for these younger employees. Surprisingly, however, they prefer in-person interactions over the phone, email or even texting when collaborating with co-workers.

Give Them Mentors, Not Managers

Micromanagement is the new smoking. Ok, ok, we made that up. But what we do know is that these younger generations are seeking out thriving relationships between their leaders. Mentorship is a hot topic among this crowd and that is only bound to increase as they take the workforce by storm. Maybe there’s a reason why 70% of multi-national companies are replacing their annual reviews in favor of performance management. Young talent wants specific feedback on their performance, and they don’t want to wait a year to receive it. In fact, studies show Millennials are receiving reviews either daily (19%), weekly (24%), or regularly (23%) versus the traditional annual format (3%).

Create a Culture That Matters

According to Gallup, Millennials turnover costs the U.S. economy $30.5 billion annually. Whoa. We’ve learned a lot from the Millennial workplace and there are many trends that are sure to stay. Flexible hours are considered one of the biggest perks for these employees. They also want a job that is willing to support their career development. They actually want to find a job and stay there, which is great news! As we previously discussed, regular reviews are a great way to focus on career progression and support. In addition to reviews, makes ure you also find time to recognize their efforts, whether it’s through a formal program or as simple as a thank-you note. These few efforts can make a huge difference for your retention as you create a culture that truly matters to your employees.

As we begin to wrap up another year, it will be interesting to see how Gen Z continues to shape our workforce well into 2019. How is your business working to keep and support your young talent?

Starting the Conversation

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World Mental Health Day was yesterday, which makes this the perfect time to start the conversation in your workplace about mental health.

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What is Mental Health?

Before we can begin the conversation about mental health, let’s dive into understanding mental health and the stigma surrounding it. At a general level, mental health can be defined as “our emotional, psychological, and social well-being.” It directly relates to how we think, feel, and behave. Most common of the mental health conditions are anxiety, mood, and schizophrenia disorders, according to Medical News Today. Mental health problems, which can be diagnosed at any point in our lives, have the ability to affect every aspect of your life, but especially in the workplace. According to the World Health Organization, we spend one-third of our adult life at work, which can be a source of happiness and satisfaction, but also stress and anxiety at times. In fact, a quarter of Americans say work can be the root of their mental health issues.

So, Why the Stigma?

Despite 25% of Americans suffering from a mental illness due to work, eight of 10 report that “shame and stigma prevent them from seeking treatment,” according to the National Alliance on Mental Illness. Largely derived from the fact that there is a widespread lack of education regarding mental health and mental illnesses, it is often assumed that someone affected by a mental illness is merely being “irresponsible, lazy, or dangerous.” People fear disclosing any details about their illnesses because these qualities could become associated with them. In turn, this could open the door for colleagues and management to view them as incompetent employees.

One of the most important ways we can break down the negative stigma surrounding mental health is to talk about it. At times, it might feel awkward or inappropriate, but there are some great ways to beat the stigma and make a difference for mental health, without becoming too intrusive. Try these helpful tips when discussing mental health with coworkers, employees and yourself.

Talking to … Yourself

Perhaps the most important person in this conversation is yourself. You can only begin to feel secure talking about this subject once you have analyzed your own personal mental health. If you, like 20% of adults today, suffer from a mental health condition, reach out to the resources you feel will help the most. Sometimes it’s a coworker or boss, sometimes it’s a family member or friend, and sometimes it’s someone completely out of your personal circle, such as a mental health counselor.

Don’t feel guilty or ashamed of how you’re feeling, but do try to seek out assistance. Whatever you choose is perfectly acceptable as long as it aids you in finding the help you need. Our mental health goes beyond mental illness, and everyone can take steps to preserve their mental health. Sleep, health, and exercise are all vital elements to a healthy mind and body. Pay attention to what your body and mind are telling you before you reach out to others.

Talking to … Employees

According to the Fortune.com, approximately 43.8 million adults in America experience mental illnesses in a year. However, only 41% of those adults have received the help they needed! Often the aforementioned negative stigma pervades many workplaces. Leaders in the workplace can break down these walls by helping employees feel comfortable approaching them with this information, especially if they believe it is negatively impacting their work. That being said, the best thing you can do for your employees is to educate yourself. Learn about the resources available, how to appropriately discuss them, and extra steps you can take to ensure the best mental health for your employees. Reinforce with each employee that it is a judgment-free zone if and when they choose to discuss their mental health.

Talking to … Coworkers

Maybe you don’t have the status in your workspace to completely implement new mental health resource programs, but that doesn’t mean you can’t have an effect throughout the office. Encourage fellow coworkers to participate in any educational programs available to them. If these don’t exist, there are still options! Suggest activities both in and outside of the office that can help foster a strong relationship among co-workers. This camaraderie will ensure they have support if they ever need to speak to someone. In fact, studies show that having friends at work can improve employee happiness and morale.

In addition, take the time to recognize your colleagues when they’ve done some great work. Some companies offer a designated program for this (like PerkSpot’s Rewards & Recognition), but if yours doesn’t, something as simple as a handwritten note or e-card sending your appreciation could help in boosting someone’s self-esteem and mood!

Beginning the discussion about mental health can be difficult, but it’s absolutely vital to your employees’ overall health and wellness. Not only that, but it can also impact your company’s productivity and employee engagement. Creating an environment that makes your employees feel comfortable and welcome is of the utmost importance. While you can use World Mental Health Day to start the conversation, remember it’s something you should continue to talk about all year long.

Onboarding 101

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It is hiring season here at PerkSpot! We are super excited to bring on some new talent, but with that, comes the challenge of onboarding new employees well and integrating them into our culture.

onboarding-101

As you look to attract, recruit and onboard new talent, here are few tips that we’ve learned along the way.

Before They Start

In order to make the first day/week run as smoothly as possible, it’s important to start this process before day one. Make sure you have sent out all the necessary paperwork for them to complete, think through all the tools they might need (both tech and otherwise), and maybe even implement a little fun. You could have their favorite breakfast waiting for them when they arrive or maybe their favorite snacks to munch on throughout the day. These small gestures go a long way in making your new employee feel welcome.

Day One

All your ducks in a row and now you’re anxious and waiting for your new hire to start! There should always be some flexibility built into your onboarding plan, but it’s important to start with a clear agenda and expectations for your new hire. Their manager should outline a plan for their first 90 days and sit down to walk them through the role and how to be successful. And don’t forget about the big picture! Sometimes we can dive right into the nitty gritty without discussing how their role plays into the overall mission of the business. Discuss how they’ll play a part in making your company successful so they’ll feel empowered to make a difference.

Week One

The first week is a great time to start with a team meeting and key introductions for people they’ll be working with the most. For many of our new hires, we start their first day with a team meeting to discuss what we’re working on currently, schedule job shadowing sessions throughout the week so they can get a feel for each department, and arrange one-on-one time with the key contacts they’ll be working alongside. While knowledge is important, getting to know the people on their team and in the company will ensure that they feel comfortable reaching out when they need help.

Month One

Onboarding doesn’t just begin and end in their first week. Depending on the role, it could take months to truly feel up to speed and comfortable. Make sure you plan a check-in at least after the first 30 days (we rely on weekly check-ins at PerkSpot) to stay in the know on where they’re struggling or excelling. You should have established some expectations on the first day for where they should be at this point, so revisit that plan and make adjustments as needed. You may discover the need for additional training or resources or find that they are able to tackle projects more quickly than anticipated. Either way, this is a great time to course correct and plan for the following months.

What are some tips you’ve found helpful for onboarding? We’d love to hear from you!

The Dos and Don’ts of Great Company Culture

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We all want to create a better place to work. In fact, it’s in our very DNA here at PerkSpot as we stand by the mission to “inspire employees everywhere to love where they work”.

In light of this goal, what can we as managers, human resource officers, or even individual contributors do to make every place a great place to work?

the do and don'ts of great company culture

Here are the Dos and Don’ts of Great Company Culture:

Do Keep Your Values in Check

From planning a meeting to working on an article, it’s vital that your values stay at the forefront of what you do at work. Our values at PerkSpot are “we aim high”, “we stay humble”, “we value people”, and “we have fun”. They are practical and applicable in almost every situation. If your values aren’t serving you and your company in the same way, consider revamping them or find ways to live these out on a daily basis.

Don’t Micromanage

Think you’re not a micromanager? Here are a few signs you might be more than you think:
You’re never quite satisfied with deliverables.
You are often frustrated at the way the work is completed.
You take pride and/or pain in making corrections.
You constantly want to know where your team members are and what they’re working on.
You prefer to be CC’d on emails.

Do Communicate

While you shouldn’t micromanage, it’s still important to communicate clearly with your employees. Need help? Start by explaining the “why”, not just the “what”. It may seem frustrating that you have to spend time explaining why something needs to happen (especially when you’re the boss!).  However, taking an extra five minutes to explain the reasoning behind what you’re doing will not only save you time in the long run but will empower your employees or coworkers to own the task at hand. They’ll produce better work when they feel ownership and responsibility, which is the key to a great culture.

Don’t Think Corporate Jargon Makes You “Cool”

Have you ever been in an interview or a meeting where the person spouted off an endless string of pretentious (and meaningless) words? Corporate jargon is a trap many companies fall into, but in the end, does nothing for company culture. Avoid using buzzwords and say what you mean. This will help you communicate more clearly and also seem more approachable to prospective employees.

Do Keep Learning

One of the marks of a great company culture is one that fosters an environment of learning and professional development. After all, we never stop learning and growing and that’s exactly why we go to work in the first place! The best place to start is with yourself: grab a book, take a class, and encourage others to go with you. Hunger for growth is contagious.

Don’t Try to Be an Expert at Everything

Just like there is a little bit of micromanager in all of us, there is also a desire to be an expert at everything. This type of drive can be great when it comes to wanting to learn and grow. However, we can often overdo it by trying to be the very best at everything. It’s important to recognize and depend on your team to provide their expertise and to try to hone your skills in your area. We aren’t saying you can’t always get better at excel, even as a creative, or take a painting class as an accountant. Learning opposite skills is great, but thinking you’ll be the very best at everything is just plain wrong. Not only that, but it can cause tension when others are not given the opportunity to also show their strengths.

These are just a few tips to make your company culture stand out. What ways are you making your office a better place to work? Leave us a note in the comments!

Implementing a Culture of Recognition

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Everyone needs recognition. From a young age, we crave the attention and respect of those around us, especially those we hold in high regard. Of course, this force of nature translates to our workplaces as we seek recognition and value from our careers.

A common misconception is that all employees want is more money. But while 89% of bosses believe employees quit for more money, the truth is that only 12% of employees actually leave for more money. What employees really want? You guessed it – Recognition.

implementing-a-culture-of-recognition

Although it may seem fundamental, many companies are already facing challenges when it comes to recognition. There is no one-size fits all approach, but there are many tips that may help when it comes to implementing a culture of recognition in your office.

Make Recognition Part of the Big Picture

An easy way to make sure your recognition program is effective is to align the program with your core values. In fact, an SHRM report found that recognition programs aligned with these values reported a 70% ROI. By aligning recognition with core values, you’ll help employees see how their work contributes to the big picture. They’ll be more motivated to work hard when they understand how their contributions impact the organization. Especially for organizations that are undergoing large changes or growth, this type of recognition becomes even more crucial as employees long for security and clarity on how their work is valued.

Make Recognition Timely

Have you ever received a thank you note a year after a wedding or significant event? Chances are it didn’t mean much to you and may have even irritated you because of its tardiness. By the same token, recognition should be timely. 47% of employees said they’d like to receive rewards spontaneously. We aren’t saying to throw out your birthday celebrations or annual awards, but consider other ways to recognize and reward employees on-the-spot.

(Oh hey, did we mention PerkSpot does this?)

Make Recognition Appropriate

A handwritten note, a quick email or a literal pat on the back can go a long way. But, they don’t always work in every situation. Someone who has just completed a lengthy project probably deserves more recognition than an employee who helped out on a quick assignment. Make sure your channels and rewards for recognition are aligned with the achievements themselves so that employees continue to feel valued and appreciated.

Make Recognition Easy

No manager wants to jump through hoops to recognize their employees. Better yet, what about peer-to-peer recognition? Formalizing a recognition program is a great way to implement a culture of recognition, but it should be painless. Make it simple for managers or employees to recognize and reward each other. Using PerkSpot’s recognition program, we make it simple for recognizers to send rewards in just 2 minutes.

As you move towards implementing a culture of recognition in your workplace, use these tips to ensure your program is a success. Make sure your program is easy to use and tied to your core values, make your rewards appropriate, and make your recognition timely.

Want to get started? We’ll help formulate a program that’s right for you! Click here to learn more.

4 Office Perks You Need This Fall

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The pumpkin spice lattes have come out to play, which means fall is right around the corner! As the leaves change and the days start getting shorter, it’s time to rethink our office life. Here are 4 office perks you need this fall.

office perks for fall

Back to School Perks

As we enter back-to-school season, now is a great time to evaluate if student loan perks for your employees. A recent World at Work survey stated that only 4% of employers offer some form of student loan repayment. As times change, this a great way to incentivize employees to not only choose to work at your business, but to stay there for the long haul. The ROI is proven. Companies like Cigna found that every $1 put into the program saved $1.29 in talent management and recruiting costs.

Bus Perks

Warm weather means less time driving as employees pick alternative transport for their daily commute. But as the seasons change, we see fewer employees biking or walking to work, which means commuter perks couldn’t be more timely. By opting into this benefit, employees can save up to 40% on commuting costs in a year. Offering these benefits is a small, easy way to make life a little easier for your employees.

Baby Perks

Is it just us or are the office babies more prominent this time of year? We recently celebrated a baby shower for 3 of our employees (10% of our workforce) who are expecting in the upcoming months. Studies show it’s not just a PerkSpot thing. The most popular month for babies is in September, according to a TIME magazine report. If that’s true, then when could be better to burst out the baby perks? Extended maternity leave, paternity leave benefits, and in-office daycare are just a few ways to keep your workforce parents engaged.

Budget Perks

Consumer Reports says September and October are the best time to buy big-ticket items for your home, like mattresses and appliances. Lucky for your employees, they can save money on these items through their PerkSpot employee discount program and get the best bang for their buck. Since 78% of employees currently live paycheck to paycheck, this perk can go a long way for your employees.

As we enter fall, consider these options in making your office a better place to work. Want to get started with an employee discount program? Get in touch!

6 Everyday Employee Engagement Tips

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Today’s world of HR focuses a lot of time, effort and money on fancy employee engagement systems. While obviously it’s important to develop a clear strategy and invest in your employees, there are also simple ways to focus on employee engagement right now.

everyday employee engagement tips

Here are six everyday employee engagement tips:

Revise Your Onboarding Strategy

Employee engagement starts on day one. Maybe you work in a small company (like PerkSpot!) that doesn’t have a full-blown onboarding program for new hires. For many employees, stepping foot into a new office can feel like stepping out of a plane into a foreign country. Be sure to include them in team activities, cross-departmental meetings, and explain any concepts that may be unique to your business or brand. This will ensure they feel included and as a result, engaged!

Listen and Respond

This is a complete no-brainer, but so many times we go through the motions without stopping to take a moment to listen to our employees. Think about the last time you had a one-on-one with one of your employees. If it’s been over two weeks, it’s time to schedule another. In today’s fast-paced world, it’s super important to keep up with your employees. Whether it’s a five-minute check-in or an hour-long chat at the nearby coffee shop, take time this week to learn how you can serve them a little better.

Talk About Something Other Than Work

As managers or HR officials, it’s often difficult to engage with employees on a more personal level, but when it comes to employee engagement, this might be the missing key. We aren’t telling you to spill your deepest, darkest secrets to your employees, but maybe take a moment this week to ask them about that movie they saw recently or that restaurant they just visited. Spend time getting to know them. You may find yourself understanding more about their work habits as a result and they’ll appreciate your interest.

Recognize Their Efforts

Again, a complete no-brainer when it comes to employee engagement, but why is it that only a third of U.S. employees say they’ve received recognition in the past week? It’s easy to forget to say “thank you” or “job well done”, but it’s so important. Consider ways to recognize your top performers this week and show your appreciation.

With PerkSpot, we make it easy to acknowledge employees with real-time recognition and rewards.

Be Transparent

Do you sit on a board that receives inside information? Are you part of the C-Suite? If you’re privy to info that the rest of the company might not know, consider opportunities to share these insights with your employees. Obviously, some information is sensitive and can’t be shared, but where there are opportunities to be transparent, make sure you are taking advantage. Share different challenges leadership is facing or exciting new directions where the company is looking to grow.

Evaluate Responsibilities

One of the quickest ways for employees to get burnt out or bored is to fill their lives with checklists, not responsibilities. In the chaos of work, it’s easy to get lost in millions of to-dos, without taking time to be strategic. Consider ways your employees can step up and own projects, not just simple tasks. Give them ownership and responsibility and find ways to push them to grow. This will ensure they stay engaged and motivated throughout their career.

What are some ways you’ve found to keep your employees engaged every day?

Shocking Statistics: The State of the Workplace in 2018

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2018 has proven to be an exciting year for employee engagement. As we ramp up our efforts to engage and retain more of our workforce, how are we doing?

shocking-statistics-state-of-the-workplace-2018

Here are a few shocking statistics we think you should know about the state of the workplace in 2018 and a number of ways to combat them:

The Shocking Stat:

80% of workers feel stressed on the job.

The Solution: Implement Professional Development Opportunities

While it may seem counterintuitive to add more to an employee’s plate, 48% of employees say that investing in professional development is one of the highest-impact strategies to combating stress that their company can do. Providing opportunities for employees to learn and grow and investing in them as individuals can do wonders for their overall well-being.

Think this seems obvious? Maybe it is, but only 30% of employees say they have someone who encourages their development at work which could be a reason why we’re seeing 80% of the population pulling out their hair.

If you want to do more to encourage professional development at work, start here.

The Shocking Stat:

Of the 5 billion people on the planet, only 1.4 billion have a good job, and just 16% of those are engaged.

The Solution: Offer Competitive Benefits and Perks

Start by considering what makes a good job in the first place. According to 21% of Millennials, a good work environment is defined as one that offers incentives and perks.  Are your benefits competitive? Do your employees constantly stress about their physical or financial health?

Find ways to ease the burden by offering competitive benefits plans and/or a perks program to help employees stretch their paycheck.

The Shocking Stat:

89% of bosses believe employees quit for more money. The truth? Only 12% of employees actually leave for more money.

The Solution: Empower Leadership

If it’s not salary, what is the problem? Studies show that 75% of employees leave their job because of their boss. This could be because 58% of managers today have not received any form of management training.

Professional development should not be limited to lower level employees. Make sure you’re empowering your management teams to lead well. This means focusing on transparency and mentorship among your leaders and again, creating those opportunities for them to learn and grow as well.

The Shocking Stat:

12% of businesses are happy with their current level of employee engagement.

The Solution: Recognize, Reward, Retain

Although 90% of leaders think an engagement strategy would help, less than 25% actually have one. How can we expect to improve employee engagement without setting a real strategy in place?

One of the biggest ways to impact employee satisfaction and retention is with a simple “job well done”. It’s easy to forget to recognize employees’ achievements, but doing so can make or break employee happiness. In fact, 47% of employees say they would like to receive rewards spontaneously.

Creating strategies to reward and recognize employees, like PerkSpot’s recognition program, means making a difference for your employees and your business.

Want to find more solutions for your employee engagement strategies? Chat with us today about how PerkSpot could change the state of your workforce.

How to Develop and Retain High Potential Employees

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If you’ve ever led a group of employees, you’ve probably had one or two that stood out from the rest. They were eager to take on new projects and were consistently adding value to the team. These employees are known in the HR space as High Potential Employees, or “HiPos”.

high potential employees hipos

If you’re new to management or HR and are looking to provide more for the HiPos in your organization, here are a few tips to develop and retain high potential employees.

Recognize the Difference between Potential and Performance

The first mistake that many organizations make in developing HiPos is forgetting what the “P” really signifies. Replacing the “P” with performance puts the emphasis on the wrong metric. According to Forbes, “performance is what you do, potential is what you could do.” For this reason, it’s important to not just focus on the output you’re getting from employees, but their leadership skills. While an individual may break sales records year over year, they might not necessarily inhibit the traits needed to manage and lead the team (or even want to). It’s important to gauge their potential in order to know exactly where their skills can take them.

Unveil Their Potential for Growth

Once you’ve identified your HiPos, it’s important to let that be known to them. Too often employees feel undervalued because their managers don’t tell them the potential that they see or opportunities for which they are being considered. If you have employees on your team that you plan to invest in for the future, let them know your intentions and how you view them.

Act on What You’ve Said

It’s one thing to let employees know you “see something in them”. It’s another thing to support these words with actions. HiPos should be rewarded with more opportunities and responsibilities. Invest in their training and development and if possible, create a clear path for success. Show them where you see them leading in the future and the skills they need to develop in order to get there. If you can’t provide a mentor for them within the company, find an outside resource. Too often organizations shy away from providing any opportunities outside of their four walls, afraid that candidates will run. However, the opportunities are always there for them to find. It’s much better to show that you are confident in them as an employee and provide those opportunities for them, and in turn, increase their loyalty to your company.

Recognize Achievements and Reward Accordingly

By now you’ve recognized your HiPos and unveiled their potential. You’ve also provided opportunities for training and development through mentorship and increased responsibilities. The last step is crucial in solidifying everything you’ve done thus far. Recognize their achievements and reward them accordingly! These employees are ambitious and driven, but they also need to stay motivated. Consider a formal recognition program to reward them, bump up their pay, or simply write them a note of gratitude. However you choose to recognize and reward your HiPos, make sure it’s meaningful.

HiPos represent the future of your business. Finding ways to support, engage and retain these high potential employees is vital to the success of your company and the future you are creating. How will you encourage your HiPos this week?

Keys to Developing a Mentorship Program

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Employees today crave trust and independence and shake their heads at micro-management. With this new trend comes a greater emphasis on professional development in the workplace. Through a mentorship program, you can provide the guidance many of these employees need and want.

keys to developing a mentorship program perkspot culture

Why Mentoring?

There are a number of ways mentoring can have a positive, lasting impact on your workforce.

  • Mentorship trains new employees or employees stepping into new roles efficiently.
  • Mentorship builds junior employees into leaders.
  • Mentorship provides opportunities for employees to work cross-departmentally, helping them to work more collaboratively and openly.
  • Mentorship contributes to a dynamic company culture.
  • Mentorship improves employee loyalty and satisfaction.

Getting Started

There are a number of benefits that can come from a mentorship program. For that reason, it’s important to identify which of these objectives is the most valuable to you and your business. Perhaps it’s the focus on cross-department collaboration to improve processes. Maybe you’d like to focus on developing junior employees to step into higher roles. Whatever you’re looking to achieve with your program, make sure you define this goal from the start to ensure success.

Not sure of where to start? Try an office survey to poll your employees on where they see the potential for improvement.

Possible Programs

Most of us probably think of one-on-one sessions from a superior to a lower level employee. However, there is more than one way to implement a mentorship program in your office:

  • Group mentoring: one mentor leads multiple mentees.
  • Peer mentoring: people in the same job function mentor one another.
  • Reverse mentoring: junior employee mentors a senior employee (a great initiative for diversity and inclusion efforts)
  • Team mentoring: similar to group mentoring, but with multiple mentors contributing ideas and experience
  • Supervisory: the traditional superior mentor leads junior mentee.

Consider a combination of these different types of mentoring for your workforce. Some of these work better in casual environments and others work better in more structured workplaces. Whatever method you choose, find what works best for your employees. When in doubt, just try it! Your mentorship program should always be evolving, so don’t be afraid to fail.

Market Your Program

Once you’ve established the type(s) of mentorship program you’d like to implement, it’s time to get the word out. Because some people may feel awkward participating, it’s important to cast a clear vision for how the mentoring will work. Make sure leaders in the company are participating and sharing their interest as well. Again, office surveys are a great tool to kick-start the program, whether that means using it to pair people up or even surveying interest in different types of programs.

Collect Feedback

As we said before, mentorship programs should constantly be evolving. Gain feedback after the first month or so and find out where your pain points are. Obviously, no one should feel forced into this relationship and should have a clear way out at any time. There should never be any pressure to participate and if employees aren’t enjoying the process, find out why and make some changes.

It may not be an easy process, but investing in and developing your employees should be a top priority for any business. A mentorship program may be the tool you need to ramp up your employee happiness.