If workplace dissatisfaction within healthcare was high before Covid-19, then the pandemic to has take it to levels never seen before. As another winter peak begins to slow, many healthcare professionals will once again be considering their positions, having to make difficult career decisions. But could the answer to retaining your staff be right under your nose? Could mentorship provide the boost your team need in 2022?
When we think about the times we have struggled most in the workplace, the likelihood is that an intervention from a colleague may have helped solve the issue. We all to through phases of experiencing a lack of motivation and confidence at work, often feeling alone in our career journeys. But mentorship is one option we have in reducing workplace anxiety, complacency and in-turn, staff turnover. Ensuring your staff each individually have someone to provide support, guidance and feedback is crucial to both them and your staff retention.
Here at Marsh Farmer we regularly discuss these issues with candidates of all levels, from those struggling with their first career step to senior healthcare professionals. However a common thread which tends to cause these struggles is employee loneliness, with individuals feeling isolated and frustrated, leading them to consider alternative employers.
During these conversations it becomes clear that an inspiring and engaging mentor would have been of huge benefit to them both personally and professionally. In order to ensure you create the correct mentor to mentee, here are four factors you may wish to consider:
The right match
The success of the new relationship is likely to depend upon a good personality fit. In order for both parties to benefit, they should feel inspired by and interested in each others professional lives. This vested interest will encourage the openness which is the key to success.
What’s the focus?
During these early meetings, it’ll be beneficial to both parties to discuss the end goals. Where does the mentee want to be in two years? What are their long-term career goals? Also, what’s in it for the mentor – don’t forget there are two parties growing here. This goal setting will provide direction and aims for the partnership to work towards, together.
Flexible yet structured
Especially in the early stages of the relationship, momentum will be key. In order for the relationship to process, initial meetings need to take place on a regular basis – at a set time and location where possible. However, flexibility is also key, as issues can arise at any time throughout the working day which the mentee may wish to discuss. It’s a fine balance here. If things become too structured, then both parties are likely to be become disinterested and ultimately disengaged.
Don’t worry, we’re not suggesting setting KPIs which are shared via an Excel spreadsheet here. But where you have set goals, it’s important to stop and reflect on your progress every now and again. This honest considering will allow strategic thinking and communication, in turn increasing competence and confidence.
If you’re looking for support to creating these structured relationships, contact us for more advice.