Mentoring Can Reduce Staff Turnover

Staff turnover is one of the important reasons many firms have adopted mentoring programs, according to Practical Accountant. Mentoring programs equip management to help staff to flourish. They recognize that growth of staff is management’s responsibility. 

Some firms assign mentors to staff members. Others allow staff to choose their mentors. 

Mentors typically go through training programs to learn how to listen, build trust, and identify personality types. Mentors should be caring, socially adept, and goal-oriented. 

Mentors and their charges should have compatible personalities. They usually work in different areas of the firm. 

Meetings between mentors and their charges vary in frequency and time—from monthly to quarterly, and from one hour to protracted lunch periods. 

Objectives of mentor programs include:

• Improving communication

• Assisting with career path achievement

• Reducing turnover

• Helping new staff feel comfortable

• Developing skills in such areas as management, leadership, and business development

Discussions at mentoring sessions include:

• Technical skills

• Specialty (niche) skills

• Community and professional involvement

• Productivity

• Communicating with clients

• Reviews of engagement effectiveness

• Setting personal goals

• Personal matters

Mentors also learn from the process. They become more effective managers, and they keep current with issues important to young professionals in the firm. 

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