Aug 28, 2023
Divorce remains one of the most prominent issues in our society. While rates have technically declined since 2000, roughly one in two marriages still end in divorce. Second marriages stand an even slimmer chance, with a 63% failure rate; and third marriages have the worst chance of success at 73%.
Take an inventory of your closest friends and family, and chances are that you know several couples who have divorced. Many issues contribute to this problem, with lack of communication cited as the number one culprit behind it. Infidelity comes in second, with 60% citing it as their reason for splitting. And domestic abuse is next, with 24% claiming it ended their marriage. 
Many demographics play a part as well. For instance, those living below the poverty line have a higher chance of divorce versus college-educated couples, who are more likely to stay married. With that said, while divorce can impact anyone at any age, recent studies show the average age is mid-40s, the time when most people are at the peak of their career. And when you look at religious communities, there isn’t a single one that’s immune, though evangelical Protestants factor most prominently into these unfortunate statistics.
With so many effected by divorce, it’s crucial to understand how it can impact the workplace. Recent data confirms that divorce-related stress costs employers $300 billion per year. For example, the average employee loses 168 hours of worktime in the first year following a failed marriage. And it only makes sense that those going through the process are prone to being distracted, unfocused, and unmotivated, resulting in diminished productivity.
In one recent study, nearly 44% of those going through a divorce admitted that it had negatively impacted their work. Think about it. They can make more mistakes on the job. They can cause issues with colleagues and be prone to being more sensitive than normal. They can also take multiple sick and personal days to attend court custody cases and meetings with lawyers. In short, things can quickly go downhill for employees ending their marriages, and the result can be catastrophic financially, personally, and professionally.
As leaders, we know the converse is just as true: When our people are happy with their lives outside the workplace, they do better on the job, contributing at a higher level, prospering their organization, and impacting their communities in a positive manner. Yet we can only impact our corporate environment, not anyone’s individual homelife.
So what is the solution? Can we do anything to support those employees headed for divorce?
My research says yes.
Most organizations already provide health benefits for employees. High-performing employers offer their workers not only health but wellness benefits, which can be related to fitness, smoking cessation, diet coaching, and more. They also maintain Employee Assistance Plans (EAPs), which typically offer therapy for employees and family members concerning relationship issues or ailments connected to depression, anxiety, grief, and loss. Some may include couples therapy as well, but some do not.
Offering great employee assistance programs can yield lower turnover rates, higher levels of job satisfaction, decreased absenteeism, and an overall happier and healthier work environment.
Recently, I had the opportunity to spend time with good friends Dean Brior and Jeff Kime. Dean is a successful CEO, business owner, and entrepreneur who has successfully led hundreds of employees. As such, he has witnessed the toll divorce takes on people, not just at home but in the workplace.
Currently, Jeff is the Executive Director and Dean is director of development for The Marriage Hub.
Founded in 2004 by Dr. Bruce McCracken, The Marriage Hub seeks to provide biblically based marriage-building experiences for couples of all ages and stages. Their bold vision is to see divorce eradicated from our society by helping couples repair broken relationships so they can lead happy and fulfilled lives both inside and outside the workplace.
Mark: Jeff, it’s great meeting with you today, brother. I am excited to share with our readers what you’re doing. My first question is simple. How does divorce affect the workplace, and why should human resource professionals sound the alarm bells?
Jeff: Rosemary Frank, a certified divorce financial analyst, reported that divorce impacts the entire workplace in four major areas. The first is a loss of concentration when the employee is going through the divorce personally. This hits 40% in the first year, and slowly drops to 10% all the way in year four following the divorce.
The second is disrupted coworkers. We’re all social creatures, so if someone is hurting, we listen to their story [and] try to console them, resulting in those employees suffering a drop in productivity. It peaks at 4% in the first year, which continues for up to five years.
The third is that the employee going through the divorce misses workdays. Those days can be due to child custody hearings, meetings with attorneys, having to deal with childcare that was typically shared with a spouse – you name it. The average employee misses 9% of their workdays when going through a divorce.
The final area is an increase in usage of health benefits, which as we all know, ends up costing the employer in the long run. Added stress – needing to add kids to health plans, etc. – typically increases health-related expenditures by 10.4% while going through a divorce.
Adding all of these factors together, Rosemary Frank concluded the average business owner ends up paying an additional $85,934 in lost revenue for a business when one of their employees goes through a divorce. And if the person is in management, it could go even higher!
Mark: There are many great counseling programs out there, yet many couples never take advantage of them. What do you think makes The Marriage Hub unique and so successful?
Jeff: Mark, the typical couple going through marital challenges looks at counseling or their church as their first line of response. The challenge is that while both of those are potentially helpful options for a couple, it’s not the most effective option for a couple going through marital crisis. They need more than a one-hour session every other week with a counselor; they need more than the training a pastor has received in handling these specialized situations. And that’s where The Marriage Hub comes in.
We offer 20+ hours in a three-day Marriage Intensive Retreat for these couples in crisis. We then offer a 15-week follow-up course after the intensive. The national success rate of counselors working with a couple in crisis is only 25%, and the average couple flames out after two and a half sessions. It’s not enough, whereas here at The Marriage Hub, we’ve maintained an 85% success rate working with couples in crisis by giving them the time and personal care they need to navigate these challenging times – all performed by one of our highly trained coaches.
Mark: Dean, What have you personally witnessed in your years of experience as a leader in the workplace? Any specific examples regarding employees and the toll that divorce has taken on productivity, etc.?
Dean: Unfortunately, what Rosemary says rings true. I’ve seen this countless times: someone who was a business rockstar loses their mojo during a divorce. It’s not that the person is bad; it’s just the emotional landslide a divorce creates. That causes them to lose their focus and fail to perform at the same level they normally did.
Mark: Why do you believe The Marriage Hub can become a critical component of organizations’ human resources department?
Dean: When the HR department hears about challenges going on in an employee’s life, when they start to notice things going sideways and sit down to chat about job performance or any other concerning issues they see at work, they often learn that it’s challenges at home that are causing these work difficulties. Here at The Marriage Hub, we can become a resource to help those struggling employees. As the employee’s marriage is transformed, so is their entire countenance and ability to perform their job the way God intended for them.
Mark: How have you seen, firsthand, The Marriage Hub make a lasting impact on employees’ workplace efforts and personal relationships outside the workplace?
Dean: One example is a couple who had come to our program when on the brink of divorce. The lady was a key employee at a local business, and her employer had heard about our program. He called us up and said he wanted to pay for the entire program for her and her husband. Over the course of the weekend, the transformation was not only profound in their marriage, but for eternity as well! The wife came to saving faith in Jesus Christ, and their family is now stronger than ever.
Mark: What might you say to an HR professional who is skeptical about the program and does not see a need for such a thing in the workplace?
Dean: I’d encourage them to reach out to other HR friends to see whether the data I shared earlier plays out in the real world. I think they’ll quickly realize that taking care of the whole person – including their marriage – is one of the greatest ways to build their business. Business is run by people, and people in a good place emotionally, socially, and spiritually make the best businesses and communities.
Mark: Lastly, what inspired you to get involved with The Marriage Hub? Can you share any personal stories with us?
Dean: Nancy and I have been married for 46 years. Our first six years were tough, as we were married in college and had to grow up together. We would have benefited from a ministry such as The Marriage Hub back then. We have celebrated many marriages through the years and seen our share of divorces happen. Most of those divorces did not have a resource like The Marriage Hub. Our mission is to see the ministry grow to the point where any couple in need can call us and get help.
Mark: Thank you, Dean. My hope and prayer are that more organizations will see the need for programs such as The Marriage Hub, and that, ultimately, marriages will be restored. In the words of Oswald Chambers when discussing the Sermon on the Mount, “The knowledge of our own poverty is what brings us to the proper place where Jesus Christ accomplishes His work.” When we recognize our shortcomings and surrender to Christ, great things can take place. The workplace should be joyful. The joy and passion we bring to the workplace should be a reflection of what we experience in our personal lives, an ultimate reflection of our lives, as well as a great setting to share the gospel with others. I am grateful to you, Dean, for your work and pray that we see miraculous things in the days ahead.
___________
Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.
Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.
Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Nov 3, 2021
The Association for Biblical Higher Education (ABHE) Annual Meeting
February 16-18, 2022 | Rosen Plaza Hotel, Orlando, Florida
In HIS Name HR, in conjunction with ABHE, is excited to announce the 2022 Annual Meeting presentation topics.
Emerging HR Practices Post Pandemic
Post Covid-19, our campuses are settling into a new reality. Some of how we conducted business during the pandemic has persisted and become normalized. Learn how HR must adapt to support a new normal.
- Recognize the importance of establishing work patterns that promote student engagement instead of what may be easy or convenient for the employee
- Understand how to build team cohesiveness when not all employees can be F2F
- Identify how policies and procedures must be added or changed to reflect current practices
- Learn how to manage a distributed workforce
Learn More Here
Visit us- Booth 322 – ABHE Annual Meeting!
About The Speaker
Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving. Follow Mark here: Facebook, Twitter and LinkedIn.
In His Name HR helps organizations build high-performance human resource programs. E-mail us here.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Aug 16, 2021
Join us in Orlando Florida
The Association for Biblical Higher Education (ABHE)
Academic Officers Leadership Development Conference
On-Site and Virtual Options Available
November 1-2, 2021
Navigating the CAO/HR Relationship
Presenter: Mark Griffin, President and Founder — In His Name HR, Lancaster (PA)
Overview: One of the most critical relationships within higher education is between the CAO and the HR office. Learn from a seasoned human resource officer about strategies you can use to ensure a strong professional relationship that contributes to organizational success. Explore . . .
- The key issues that the CAO and the HR office share including employee recruitment, interviewing, hiring, firing, Title IX, employee evaluation, and the impact of labor law
- Strategies that help build a strong relationship between the CAO and the HR office
- The pitfalls to avoid in leading the faculty from an HR perspective
- The value of a robust faculty evaluation process and how it contributes to professional growth and excellence in the classroom
Register Here
About The Speaker
Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.
Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.
Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.
In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Aug 3, 2021
Join us in Orlando Florida
The Association for Biblical Higher Education (ABHE)
Presidents Leadership Development Conference
On-Site and Virtual Options Available
October 11-12, 2021
One of the more significant tensions on your campus revolves around the role of your HR department. Do they represent the interests of the institution or are they advocates for employees? Consider how a proper understanding of the HR department’s role within the institution leads towards a healthy management of complex personnel tensions, including . . .
- An ideological approach for your HR department that contributes to a healthy understanding of the HR department role
- The full spectrum of what an HR department is legally and ethically bound to manage
- Key personality and professional HR leader traits conducive to a healthy context for complex and tension-filled conversations
- Techniques that you can use to foster a positive relationship with your HR department
Register Here
About The Speaker
Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.
Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.
Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.
In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Nov 8, 2020
The Association for Biblical Higher Education (ABHE) Annual Meeting
February 17–19, 2021 | Rosen Plaza Hotel, Orlando, Florida
Oversight of Institutional Payroll and Employee Benefits
Overview: Regardless of the exigencies of the pandemic or other crises, all employees expect payroll and other vital employee benefits to happen on schedule and without mistakes. This makes oversight of payroll and employee benefits a top priority of smart CFO’s. How do distinguished CFO’s effectively manage both payroll and employee benefits? What are systems and best practices to consider? What are reasonable benefits to provide? Walk through the labyrinth of related issues with an expert in HR policies and practices, including:
- Knowing best practices for cost effective and efficient payroll services
- Reviewing the pros and cons of various employee benefit packages
- Managing an effective employee benefits system
Basic Principles of Conflict Resolution & HR Effectiveness
Overview: Perhaps it’s inevitable. Where there are people, there will be differences of opinion that can lead to conflict. Blessed are the peacemakers! The CAO carries a unique weight for HR effectiveness as typically the leader of the largest group of institutional staff. Explore key principles for effective HR leadership and conflict resolution that are vital when conflicts arise, including:
- Unpacking the nature of personnel conflicts and administrative response
- Understanding the principles of conflict resolution
- Initiating exemplary practices for HR effectiveness and conflict prevention
Prudent Response to a Title IX Investigation
Overview: A growing list of institutions are reporting their hazardous journey through a US federal Title IX investigation. What are we learning about this audit and investigation process? How do smart institutions prepare for this most unfortunate circumstance? Consider the wise counsel from an ABHE partner and HR expert to give you as president much better insight into both the nature of this investigation and practical steps to prepare, including:
- News from the emerging stories of Title IX investigation – the good, bad and ugly
- Understanding the focus and the likely outcomes of an investigation
- Prudent counsel for practical preparations that can make a big difference
In HIS Name HR, in conjunction with ABHE, is excited to announce the 2021 Annual Meeting presentation topics.
Learn More Here
Visit us- Booth 322 – ABHE Annual Meeting!
About The Speaker
Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.
Mark received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.
Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.
In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Jul 28, 2020
Join us in Orlando Florida
The Association for Biblical Higher Education (ABHE)
Financial Officers Conference
On-Site and Virtual Options Available
November 5-6, 2020
Employee Relations & Regulations During Crisis
Presenter: Mark Griffin, CEO – In His Name, HR
Overview: For the HR issues of many ABHE institutions, the buck stops at the CFO’s desk. During a crisis, this demands a new level of employee care and understanding. What are the options, implications and regulations for employees? How can an institution best adjust the payroll part of their budget while honoring their staff? Consider:
- Reviewing the range for employee relations — termination, furlough, etc. — options
- Understanding the impact of communications and process — respect & honor
- Knowing the risks and rewards of government payroll assistance — opportunities
- Planning well and minimizing surprises — thinking ahead
Register Here
About The Speaker
Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.
Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.
Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.
In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Jan 21, 2020
The Association for Biblical Higher Education (ABHE) Annual Meeting
February 12–14, 2020 | Rosen Plaza Hotel, Orlando, Florida
Read The Press Release Here
In HIS Name HR, in conjunction with ABHE, is excited to announce the 2020 Annual Meeting presentation topics.
Presentation One
How to Develop a More Effective Employee Search Process
It’s no secret that your higher education institution wants to succeed. It should come as no surprise that your employees also want to succeed! Naturally, there’s often a strong, positive relationship between the two—when employees succeed, so do the institutions they serve.
A key question: How can organizations most effectively find, train, motivate, and encourage employees’ success?
Primary Topics Covered
- Marketing your institution in today’s difficult labor market
- What makes employers attractive?
- Where do institutions find the best employees?
- What are the three most important steps of an effective hiring process?
This presentation helps prepare not only those in HR but also anyone who might have an effect on hiring in your organization. The presentation is highly interactive (including table exercises) and gives participants the opportunity to collaborate with other organizations and professionals.
Presentation Two
The Art of Employee Evaluation and Transition/Separation
Here, we examine the concept of a high-performance review process, and how your institution can optimize performance levels through an effective and enjoyable employee review process—a process that your employees will enthusiastically embrace and enjoy instead of dread.
We also discuss performance improvement plans that transition underperforming employees either to more suitable roles or out of the organization, and how to separate employees with grace.
Primary Topics Covered
- Taking steps – simple, impactful, and timely – to make the process gracefully effective
- Executing a comprehensive communication plan to all employees
- Avoiding the common pitfalls in other organizations
- Setting expectations
- Employee policy manuals
- Codes of conduct
- Counseling and disciplinary procedures
- Terminations
- Labor law overview
The training is highly interactive (including table exercises) and gives participants the opportunity to collaborate with other organizations and professionals.
Learn More Here
Visit us- Booth 119 – ABHE Annual Meeting!
About The Speaker
Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.
Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.
Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.
In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Jul 16, 2019
If your organization is having an identity crisis. You may be the last to know. The clues aren’t usually obvious, but you may sense something is wrong.
Do you spot any of these patterns emerging?
- More and more employees are leaving
- Quality and/or performance is trending downward
- Your organization is missing deadlines
- Your clients or customers are complaining more
- It’s getting harder and harder to find good talent
These issues are not random blips on the landscape. They reveal deeper problems, those below the surface. Greater attention to structure and organization may be needed, but there is a core issue at stake: Organizational Identity.
An identity crisis may happen for a number of reasons. Some reasons are inevitable. Some are regrettable. But, many times an identity crisis starts from what are, initially, positive changes. What is positive at first, like growth or increased capabilities, can morph into quagmire without attention. This drag causes confusion and does not just hinder your workers but will inevitably affect your customers and outside contacts, too.
An identity crisis will likely coincide with these circumstances:
- A change in key management, ownership, or structure
- A new technology replacing an old way of doing things
- Expansion into a new territory or demographic
- Offering new services
- Expansion and increased public visibility
- New or changing partnerships, associations, or clients
Organizations, if they last long enough, experience seasons where renovating identity is crucial. This is a good thing. What your organization stands for or why it exists may seem obvious to you, but it needs routine upkeep to ensure everyone shares a cohesive vision. Creating and cementing your organization’s Mission, Vision, and Values are essential to new and continued success.
Organizational Identity answers the questions:
- Who are we?
- Why do we exist?
- How do we share that vision beyond ourselves?
Core values and identity should be found together—in a partnership with owners and employees. It should be built from the ground up to forge something solid and genuine. Identity can never be reduced to platitudes or window dressing. It shouldn’t stop at a new logo and updated policies. It must be the foundational way that your group functions, together and with the outside world
Organizations like charity: Water, Starbucks, and The Coca-Cola Company, for example, have all crystallized their organizational identity for us. But, more important, they have all reinvented or re-clarified themselves as times have changed and found continued success. With some effort or outside expertise, you can usher in higher performance for your organization, too.
So, what problems have you seen that were evident of an identity crisis? Help us and our community of readers to learn from your experiences
Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience. Follow In HIS Name HR on Facebook, Twitter and LinkedIn.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources, Kingdom Company Building
Feb 11, 2019
ABHE Annual Meeting
February 20-22, 2019 | Rosen Plaza Hotel, Orlando Florida
While never preferred, conflict seems a part of most every organization. What are prudent principles for peacemaking? What do expert HR leaders understand that makes resolution positive and developmental? Participants will learn from a veteran consultant:
- Principles for positive conflict resolution
- Insights gained from experience and research.
- Warnings to heed and mistakes to avoid
Learn More Here
Visit us- Booth 119 – ABHE Annual Meeting!
About the Speaker
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.
As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.
Mark and his wife Gail have two adult children, and and attend LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras, Nicaragua and the Dominican Republic.
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Jan 7, 2019
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
Do You Mentor Your Employees?
There are many factors that affect employee motivation and performance in the workplace. Although often overlooked, mentoring is one such factor. Mentored employees are employees who feel valued. As such, a mentorship program in your workplace is vital to employee happiness. In fact, workplace mentorship could be the catalyst you need to help your employees drive high performance.
What Is Workplace Mentoring?
Workplace mentoring is an organized learning partnership with employees. It involves sharing information, insights, knowledge, and experiences. The aim? To increase productivity and employee value.
All successful organizations have one trait in common—great leaders. But it doesn’t end there. To build a sustainable success, leaders must share their knowledge and values with employees. Mentoring is an effective way to pass on this knowledge.
Mentoring shouldn’t be restricted only to new employees. Even tenured employees often need guidance. The personalized leadership provided by a mentoring program can yield great rewards.
Why Is Workplace Mentoring Important?
Mentorship is vital to the culture of large enterprises and small organizations alike. A study conducted by the Chronus Corporationshows that mentorship programs are popular with Fortune 500 companies. In fact, about 71% of these companies offer organized mentorship programs. Another study, among Millennials, reveals that more than 79%think mentoring is crucial to attaining their career goals. But what benefits can you derive from having a mentorship program in your workplace?
Training Employees
To get the best results from your employees, there is no doubt you need to train them well. But the training doesn’t have to be through crash courses or organized seminars. Some of the most valuable knowledge we pick up as humans comes through informal settings.
A mentorship program provides the training avenue employees need. It’s through mentoring that employees gain or update the knowledge needed to perform at work.
Infusing Leadership Skills
Leadership is one of those skills that can’t always be learned effectively in a classroom. A mentoring program, however, is a great avenue through which employees can pick up invaluable skills. This can prove to be of great benefit to the organization in the long run, as a new generation of leaders is already saddled to handle the reins. Transitions can therefore be smoother and retirement gaps easier to fill.
Reducing Attrition
From a managerial perspective, reduced attrition is the most important benefit of a mentorship program. A potential for growth and development is one of the major motivational factors that ensure employees stick with an organization.
A mentorship program gives employees a necessary sense of belonging. Employees in a mentorship program believe they have a great potential for career progression, which helps them experience their work as rewarding and keeps them contentedly right where they are.
Putting a Mentorship Program in Place
So, think about this again: Do you mentor your employees? If your answer is no, or your yes carries a tinge of uncertainty, you have yet to maximize the productivity of your employees. Organize a mentorship program today. Get your HR department involved, develop a brilliant program, and watch as you achieve results you didn’t think were possible.
___________________________
In HIS Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR.
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
