At the end of October, I had the opportunity to join the Magnet Live Event (MNL) as a panelist to talk about the “talent pipeline” and how mentorship and employer marketing support that. MNL was a unique event designed to challenge the traditional format of “educational or informative” summits. The focus was on generating meaningful new connections among leaders and innovators shaping the future of work. I met so many inspiring individuals who were doing just that.
From the funky settings in coffee shops and galleries in the Toronto Distillery District and its unconventional ‘non-boardroom’ vibe, Magnet Network Live truly stood out. The event sparked authentic, meaningful conversations with people who had been strangers just minutes earlier! You can check out Magnet’s full event recap right here.
As I reflect on the question, “Where do we go from here?” I believe we all share a responsibility to create spaces within our own corners of the world—our communities, sectors, and industries—to share what we’ve learned and explore ways to contribute to the evolution of the future of work.
My co-panelist, Darian Kovacs, CEO of Jelly Academy, summed up the event beautifully when he said, “It was as if Magnet, the organization, came alive. With the technology they used, the way they connected people, the way they celebrated the diversity of our country, and the fact that all of us still have more questions than answers when it comes to education and the future.” It’s no surprise that we got along so well!
Below, you’ll find the key questions and insights from our discussion; it was an action-packed and mutually inspiring conversation with audience insights too. Given we were contained to the 20-minute slot on that day, I’ve taken this space to elaborate and unpack a few of things we couldn’t during that time. As I found myself saying many times during and after MNL, our time together was a start to more, more sharing, more conversations, more pondering, more trying different things, more collaborating, more learning, etc. So here’s to more.
What are the key elements that make mentorship effective in developing talent and driving long-term employee retention?
Effective mentorship programs are those that are meaningful for all parties involved—mentors, mentees, and the organization. Achieving this requires intentional design and a strong understanding of the "why" behind the program.
When working with clients, we always recommend starting with clarity on objectives. Why does the organization want to implement mentorship? What do participants hope to gain? When these "whys" are clear, they serve as the guiding star for decisions around design, implementation, and resourcing.
It’s also critical to recognize that mentorship isn’t a one-size-fits-all solution. Organizations that successfully use mentorship as part of their talent development and retention strategy tend to:
Design WITH their people, not FOR them. Co-create programs to ensure they resonate with participants.
Keep the program manageable. Don’t overcomplicate or aim for perfection in the first iteration. Start small, focus on getting the basics right, and build on feedback to refine and expand.
Set participants up for success. Provide a structure or framework to get participants started, training, resources, and regular check-ins to ensure mentors and mentees feel supported.
Mentorship works best within organizations that already have a positive culture. As one SME People and Culture leader shared with me recently during an employer discovery session, mentorship isn’t a “fix” for deeper cultural issues. Instead, it’s a cost-effective tool that amplifies an already solid foundation.
It’s also worth noting that while retention patterns have evolved post-pandemic, organizations that focus on retaining the right people—those who align with their values and goals—are seeing encouraging trends. These organizations are both employee- and client-centric, creating cultures where employees want to stay and thrive.
How can organizations integrate marketing strategies and mentorship programs to build a cohesive approach to talent development?
Organizations aiming to build a cohesive approach to talent development should view every touchpoint with their people—candidates, employees, and alumni—as part of a continuous experience. Drawing from my time in HR (before it was more commonly known as “people and culture - a great shift!), it's clear that the most successful organizations recognize the importance of their people from the first interaction to the last. These individuals become your best ambassadors (or detractors), and nurturing this relationship requires intentionality.
Candidate Experience is Key
Whether recruiting employees, students for programs, or participants for community initiatives, placing the candidate experience and their journey with you at the heart of your strategy is essential. From communication clarity to fostering a welcoming and engaging process, how you treat candidates shapes their perception of your organization.
Start Early and Play to Your Strengths
Many organizations underestimate how early they need to engage with potential talent. While large organizations like banks often excel in early outreach, smaller organizations can feel stretched thin. The key is to identify your unique strengths and values, then build strategies around those. Rather than trying to do everything, focus on where you can make the greatest impact.
Partnering for Impact
Not all organizations have the resources to create their own mentorship or community involvement programs—and they don’t have to. Partnering with established programs like NPOWER or WaveMakers can yield significant benefits. These collaborations demonstrate commitment, spread your reputation through action, and amplify your reach without overstretching resources.
Ultimately, think of employee development not just as something for the benefit of your employees (and the organization) but also for the benefit of your employer brand and recruitment of new employees. Participating in and/or offering mentorship programs that connect current employees to future employees offers a dual advantage: strengthening your talent pipeline and reinforcing your brand as a people-centered organization. Your actions, authenticity, and intentionality will set the tone for long-term success.
In your experience, how can mentorship be scaled effectively across an organization to benefit both employees and leaders alike?
Scaling mentorship effectively requires flexibility and alignment with organizational goals and culture. he most successful programs don’t force everyone into a single mold.
For example:
Employee Resource Groups (ERGs) often pursue mentorship goals in ways tailored to their unique audiences rather than only offering a “blanket”, one size fits all mentorship program to all employees.
Smaller organizations might take a different approach to scaling bringing mentorship to their people either by leveraging peer to peer models and/or leveraging external programs/ or professional associations to support their employees’ mentorship practice and journey.
Mid-size but mostly remote organizations likely need to consider a blend of informal and structured mentorship offerings to ensure inclusion.
In general to scale effectively:
Make sure you’ve taken care of the basics - see question and answer #1 above.
Ensure mentorship (and employee development) has a champion - ideally at both your senior leadership and grassroots.
Continue to listen to your people: what are they telling you they need? Has it changed from when you started?
Consider if your administrative capacity can be sustained; if not make adjustments to the program offering before amping up the volume.
Segment programs by need. Not all mentorship relationships serve the same purpose, so it’s okay to have multiple mentorship tracks (e.g., leadership development, peer support, skill-building).
Provide the right tools and support. Offer training for mentors and mentees, create clear guidelines, and provide resources for success.
Iterate based on feedback. Continue to, test, learn, and grow.
When done well, mentorship becomes a multi-benefit tool that supports employee engagement, development and retention, and provides a bridge for alignment across the organization.
We’d love to hear your experiences. How is your organization attracting, developing, and retaining top talent effectively? Have mentorship programs played a role in your strategy, or are you exploring new ways to engage and grow your people? Shoot me an email with your thoughts, concerns or interests: Chantal@enpoint.ca
If you found these insights helpful, share this blog with your network to inspire meaningful discussions about mentorship and talent development. Together, we can learn from each other and create workplaces where everyone thrives! If you are interested in getting the inside scoop on mentorship tactics, tips and tricks, sign up for our quarterly newsletter, Mentorship Insider.
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