Employee Turnover: Unconscious Bias and Mentoring

Without structure for mentoring, we generally assume that mentoring relationships are naturally occurring. And the reality is they are, but we tend to mentor younger versions of ourselves because of our unconscious bias. 

Having a structured mentoring program addresses many of the key reasons that employees stay engaged with their work and cause them to want to stay. Knowing that they’re supported, knowing that someone at work cares about their development and that they are being developed in some form or fashion are key reasons that keep people wanting to stay and remain engaged.

If an employee feels like they’re stagnant in their growth, that’s when they start to wonder if they should look for other opportunities, and mentoring is a key part of that development strategy. Or if it’s not, it should be because it allows you to meet people where they are, really show that you’re investing the time in getting to know them, and giving them feedback that allows them to continue to grow and develop in a meaningful way.  

In the last year, companies have really started to realize that diversity, equity, and inclusion are not just something that falls under the category of a nice thing to do, but that it’s critical. To ensure that a business has a culture that attracts the very best candidates from a very wide variety of diverse perspectives, in order to continue to feel the growth and propel organizations well into the future, it is a must.