Mentoring is an important part of a successful skill building program. As a management tool, it is one of the most
effective ways to transfer organisational knowledge as well as job-specific skills.
Unlike more traditional supervisory management, mentoring creates a climate of support, guidance, and teaching that boosts employee engagement and productivity. At the same time, mentorship builds invaluable bonds of trust and loyalty and encourages professional development. It’s a smart investment in your business’ most important asset: Human Capital.
Research shows that mentorship is more appealing than management for the Millennial Generation, people now in their 20s and early 30s, who will make up 40% of the workforce by 2020. According to data gathered by the Intelligence Group (publishers of the youth-focused research quarterly Cassandra Report), 88% of Millennial’s prefer a collaborative work culture to a competitive one, and 79% would prefer that their managers serve as mentors rather than bosses. Mentorship is an effective training tool for workers of any age. But these numbers also indicate that it’s going to be the preferred approach for the next
generation. To attract the best talent of today and tomorrow, we believe smart employers will increasingly integrate mentorship into their organisations.
At WPC an important factor of our effective mentoring is building relationships on open communication, honesty and trust. We get to know our employees, clients and Industry Partners and work with them to deliver positive outcomes.
After an employee has experienced the introduction to their new workplace (orientation), they are visited by a WPC Group Industry Mentor on day one, then again by the end of their first fortnight. A third visit is conducted by the end of the first month, then bi-monthly for the duration of their training contract. Each of these site visits is conducted with the Apprentice/Trainee and Workplace Supervisor/Manager. The early stages of anyone’s employment is a time of increased risk to dropout, adjustment, change, culture and possible injury.
Our aim is to minimise risk wherever possible.
One on one visits are conducted with the Apprentice/Trainee, and Supervisor/Manager. We do this to ensure all parties know they have WPC Group’s ongoing support. This approach is reflected in our high retention and completion rates.