Unlock Your Team’s Potential

Investing in your team through coaching and mentoring is the most valuable and sustainable talent management practice you can implement in your organization. The range of benefits that can be accrued are staggering and will address many of the organizational challenges that are faced by companies across the world.

Yooniko is a specialized platform that’s been designed and built for coaching and mentoring your employees. We help your employees achieve their individual aspirations, while at the same time ensuring they are aligned with organizational goals, through personalized guidance provided by a network of internal mentors and external coaches.

Organizational Challenges

Like it or not, we all know that a significant part of training dollars are vested in two opposite ends of the spectrum – providing job-related and skills training for fresh and junior employees and high value coaching for senior leadership. Unfortunately, this strategy ignores the needs of a key set of your employees. Those at the middle management level.

The importance of this level of management cannot be overstated. They are the grease that lubricates the operations of any organization. They translate and execute the vision and direction provided by senior leaders through motivating, leading and collaborating with cross-functional team members from across the organization. Never has their importance been greater than at this juncture with the need for leaner, flatter and more responsive managerial practices.

Recruitment and retention are some of the most pressing challenges faced by any organization today. With shorter employment cycles and stepped-up competition for talent, it has become increasingly difficult to attract and retain high caliber employees. The days of employment as a social contract are long gone.

Research indicates that an average employee’s tenure with any company is just over 3 years and they will transition through 12-15 positions through the course of their career. This has huge implications in terms of higher recruitment costs, customized training for quicker ramp-up times and a possible back-lash from customers if attrition levels spin out of control.

A key concern area revolves around harnessing and managing the information that resides within the consciousness of every individual within the company. There are volumes of information pertaining to industry and geography characteristics, key customer relationships and company specific operating procedures that are difficult to capture and document.

The short-term losses that can accrue if this information walks out of the door to competing organizations is inestimable. In today’s information-rich context, it’s a fiduciary responsibility to ensure that this risk is managed and kept to a minimum through a structured format for dissemination of residual knowledge.

Research shows that over 80% of the global workforce is disengaged in their workplace. This indicates a remarkable disconnect between organization goals and individual employee aspirations. How can you bring about a closer alignment between these two seemingly disparate objectives?

When organizations show that they genuinely believe in investing in their people and set them up for success through a structured program that involves coaching, mentoring, skills training and other career development activities like job rotation and personal branding, they will be sure to respond positively. Focusing on employee engagement through career planning and development has a direct impact on morale, productivity, customer responsiveness and satisfaction and growth in revenues and profits.

We all know the old adage –’Employees do not leave companies, they leave managers‘. While it is easy enough to maintain a cohesive work culture when companies are young with less than 50 employees, it becomes a herculean task to define and live a prescribed set of values as the organization scales and grows.

The importance and power of this ‘soft asset’ cannot be dismissed. In an increasingly competitive and globalized marketplace, organization culture can be a strong differentiating factor that leads to creating a strong employer brand, which in turn, leads to attracting and retaining talented professionals. A cohesive organization culture is a fertile ground for growth and collaboration.

Nothing can derail your growth and success faster than having the wrong person staffing an important position during an inflexion point, be it a crisis or an opportunity to scale to the next level of growth. We know that the skills needed as an individual performer is different from what is required when your employees start managing a team. These skill requirements again change when employees transition to leadership roles.

How can you ensure that there are customized programs in place that seamlessly prepares and equips your employees to transition to roles of increased responsibility?

Yooniko Use Cases

Organizations have typically spent a bulk of their training and development dollars on providing job-related skills training to new and junior entrants to the team. At the same time, they have realized that senior leaders require a breadth of skills and capabilities to wrestle with the multiple opportunities and challenges that organizations face in a globally dispersed and competitive market. This has been catered to by high value-high impact coaching being provided to a select group of senior leaders. Unfortunately, this means there has been intermittent or no focus on the development needs of a crucial segment of the employee base, the middle management.

Undoubtedly, there are specific challenges that any organization faces when they try to meet the needs of this group:

  • Since the numbers are relatively large, it is difficult to customize programs to meet differing needs. A one-size-fits-all program, unlike skills training, will not do justice to develop the soft skills required by middle management
  • Given the relative seniority of employees in this group, each with about 12-15 years of experience on average, it’s neither possible nor desirable for a centralized group to direct and monitor the development paths for each individual on the team
  • Organizations across the world realize that hit and run coaching does not work. A developmental intervention for middle management cannot be treated as a course that needs to be attended for a few days every year. The focus needs to be on creating a culture of continuous learning aimed at achieving defined objectives.

Yooniko is a versatile and scalable coaching and mentoring platform that helps your employees find the right mentors, the right curriculum, the right content and enables them to connect and interact with the right community, not just for a favored few but extendable to every individual at every level within the organization.

Every organization has a group of employees who have been singled out based on consistent and exceptional performance. They are the stars in the company and forms the pool that could produce the next generation of leaders. However, their very success could be a threat since competing companies would make it a point to lure away these high performers. Investing in the continued growth and development of this group is a win-win strategy for both, the high potential employees as well as the organization.

Focused coaching and mentoring programs aimed at broadening and sharpening the leaderships skills of high potential employees motivates and empowers them, while the organization benefits from increased retention ratios and a more productive and engaged employee base.

The aim, in this case, is to design a program that would help high potential employees:

  • Connect, interact and gain exposure to senior leaders across different functions within the organization. Not only would they gain different perspectives on the unique complexities of each department, but it would also help provide them with a well-rounded view of how each function complements and collaborates with one another to achieve common objectives.
  • Mentor and coach others across the organization – Observing, learning and doing is still the best learning methodology. Providing opportunities for engaged employees to mentor and lead others is the best way to equip them with the skills they will require once they transition to senior leadership positions.
  • Customize and personalize their developmental goals – Given the unique skills and capabilities presented by each individual in this group, it is imperative that they take ownership for their goals. The focus should be to help them objectively assess their current standing, evolve a specific set of goals they need to work towards and monitor progress over a period of time.

Yooniko is a versatile and scalable coaching and mentoring platform that helps your employees find the right mentors, the right curriculum, the right content and enables them to connect and interact with the right community, not just for a favored few but extendable to every individual at every level within the organization.

While this may seem counter-intuitive, many organizations recognize the need and importance of junior employees mentoring and coaching their more senior counterparts within the organization. This is one of the lesser known benefits of having a diverse and possibly globally distributed employee base. However, this can quickly prove to be a challenge unless there are specific acclimatization programs that are designed to leverage the power of a diverse workforce. Bottom-up mentoring is ideal in situations where older and more established employees and managers need important insights on emerging trends in the market or workplace that would have an impact on their business.

 

There are three distinct converging trends that drives the need for this specialized type of mentoring program:

  • Multi-generational workforce – This is possibly the first time that we have 3 or 4 generations employed in the same organization, from baby boomers to post millennials. Each group exhibits certain unique characteristics and posses values that define their generation. It’s important to recognize the diverse attributes of each generational group.
  • Rate of technology change – Technology innovation and adoption is proceeding at an ever increasing pace. It’s impossible for an individual or a group within the organization to scan and monitor all innovations that may impact the business. Be it social selling or using social media as an effective recruitment and retention tool, there are huge advantages in having younger employees drive the technology strategy of an organization.
  • Globalization and distributed workforce – Possibly, one of the biggest impact has been due to the globalized and distributed nature of a company’s organization today. While a company may be headquartered in one location, its major market and a majority of its workforce may be in a completely different country. Recognizing and respecting the cultural nuances that differs from location to location is an essential skill for continued growth and success.

Yooniko is a versatile and scalable coaching and mentoring platform that helps your employees find the right mentors, the right curriculum, the right content and enables them to connect and interact with the right community, not just for a favored few but extendable to every individual at every level within the organization.

Mentoring can be a powerful tool not merely for attracting fresh talent to the organization but it can also provide a soft landing pad for employees who have been displaced from the organization.

As an in-placement mechanism, potential candidates could be encouraged to interact and engage with employees and managers within the company. It would be an opportunity for them to learn about the values, the culture and the ethos of the organization. Candidates who are first-time employees may also be guided to learn specific skills and capabilities that will help their future job prospects when they join the organization.
All organizations, at some point, are in the unhappy position of terminating a part of their workforce. While this can be a traumatic and stressful period, there is great value, in ensuring that ex-employees are able to quickly gain productive employment in other organizations through out-placement mentoring services. Ex-employees continue to hold the organization in high regards and can be a source of valuable referrals or can be re-absorbed into the company once the economic situation improves.

  • In-placement mentoring can be introduced in the final semester in well regarded academic institutions, so that organizations can be assured of high interest and a greater chance of attracting qualified candidates from these institutions
  • Confidential engagements can also be organized for senior leadership candidates who may not be actively looking for a change from their current assignment. This facility offers a courtship period for both the organization as well as the candidate to assess each other to ensure there is a good fit before they commit to a long-term engagement
  • Out-placement mentoring can be offered to terminated or displaced employees through professional resume writers, executive search consultants and other career guidance coaches who can ensure that ex-employees are able to quickly find meaningful employment opportunities in other organizations

Yooniko is a versatile and scalable coaching and mentoring platform that helps prospective candidates and ex-employees find the right mentors, the right curriculum, the right content and enables them to connect and interact with the right community, not just for a favored few but extendable to every individual at every level within the organization.

There are innumerable occasions when an employee may wish to consult with another employee, either within the same department or from another department on a particular project he is working on. He may need a sounding board for his ideas or to garner fresh perspectives from another functional specialization to ensure he is able to deliver on his commitments.

There could also be situations where he may want to discuss either work related or non-work related challenges with a colleague or peer who can provide him with the guidance or inputs in a non-judgmental environment. Peer-to-peer mentoring can help foster a healthy and collaborative work environment within the entire organization and can also be an invaluable tool to ensure that longer serving employees are able to propagate the values and culture of the organization to fresh joinees.

  • Peer mentoring can be especially important to inculcate as a formal program for onboarding new hires. Making a new employee feel welcome and having a ‘assigned friend’ who can help them quickly navigate their settling-in period is useful, not just from quelling any concerns that new employees may have but also to ensure that they fit-in and become productive as quickly as possible
  • Peer mentoring can also help create a more positive work environment by encouraging bonding and loyalty amongst the team and reducing employee attrition. It fosters a culture where negative issues can be aired and solutions proposed in a non-threatening informal setting
  • Peer mentoring can also be an excellent learning opportunity for high potential employees to develop empathy and other crucial leadership skills, by providing direction and positive encouragement to employees who have been assigned to them. It gives employees an increased sense of responsibility and ownership in the success of the organization.

Yooniko is a versatile and scalable coaching and mentoring platform that helps your employees find the right mentors, the right curriculum, the right content and enables them to connect and interact with the right community, not just for a favored few but extendable to every individual at every level within the organization.

Established and long-serving employees are an asset to any organization. They possess unique insights and knowledge of the industry, operating procedures within the organization and have an intimate knowledge of key customers and other influential external stakeholders. It can be catastrophic for an organization if any of these people leave the company for a competing organization. Years and possibly decades of knowledge can walk out of the door unless there is a conscious program to ensure that this knowledge is passed on to others within the organization.

 

 

Structuring mentoring programs to collect, collate, document and conserve this knowledge for future use is an essential de-risking strategy that all forward-thinking organizations should implement.

  • Greying workforce – This program has special significance for those industries or organizations that have a higher proportion of older employees. As these employees retire, there is a high probability of loss of valuable knowledge that could have an impact on productivity and customer relationships in the short term.
  • Senior Interns program – Many older people are looking to continue contributing to their organization even after retirement. This can be an incredible win-win scenario for both the organization and these employees, through a well structured program that will bridge the gap between retired employees and new joinees.
  • Access to established networks – Apart from the obvious advantages inherent in tapping the specialized knowledge possessed by older employees, an equally compelling proposition is to also harness the connections and social networks that have been built by these employees over many years. This can be an invaluable asset for new employees since networks by their very nature are organic and perishable assets. It takes years and careful cultivation to realize the benefits that could accrue through leveraging the power of these networks and connections.

Yooniko is a versatile and scalable coaching and mentoring platform that helps your employees find the right mentors, the right curriculum, the right content and enables them to connect and interact with the right community, not just for a favored few but extendable to every individual at every level within the organization.

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Learn more about how Yooniko can help your organization retain and attract the best talent.

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