Skip to main content

< Back to News Page

Why Mentor Mentee is Tailor-Made for Technicians

Mentor Mentee

October 2, 2023

FacebookXLinkedIn

If you’re in the automotive, collision, or diesel sectors, you understand our unique challenges in skill development and retention. Here at Mentor Mentee, we get it, too. And that’s precisely why our platform is designed to cater to the needs of technicians in these fields. Allow us to break it down for you.

The Skill Gap Problem
Our industries are grappling with a talent gap that’s more like a chasm. It’s not just about the scarcity of skilled technicians but also about the rapidly evolving technology that makes yesterday’s knowledge obsolete. We’ve engineered Mentor Mentee to directly address this issue, offering dynamic, up-to-date training and assessment tools.

Complexity Meets Hands-On Training
Automotive work isn’t something you can master via YouTube tutorials. The complexity of the machinery requires hands-on training. Our mentoring platform enhances the apprenticeship model, allowing mentors to upload custom task lists for mentees, track repetitions, and log skill mastery in real time.

Soft Skills Aren’t Soft Options
Hard skills might get you in the door, but soft skills keep you in the room. These industries aren’t just about turning wrenches; they’re about problem-solving, teamwork, and effective communication. That’s why our proprietary educational courses don’t just focus on technical know-how; they also cover these indispensable soft skills.

Customization is Key
No two shops are alike. The skills and workflows differ in a high-end auto dealership or a heavy-duty diesel repair shop. Mentor Mentee allows you to customize your training plans, ensuring that mentors and mentees focus on what’s most relevant to their specific environment.

Culture Matters
You can have a state-of-the-art facility with top-notch techs, but you’re fighting a losing battle if the culture is toxic. We recognize the importance of workplace culture, and our assessments for managers, mentors, and mentees are designed to establish and nurture a positive culture that enhances productivity and reduces turnover.

Data-Driven Success
In industries increasingly reliant on data for everything from diagnostics to customer relations, it’s only fitting that your training and mentoring program should be data-driven, too. Mentor Mentee offers real-time analytics that enables managers to measure the success of their mentoring programs and make data-informed decisions.

Conclusion
The unique requirements and challenges of the automotive, collision, and diesel sectors require a specialized approach, and that’s precisely what Mentor Mentee offers. Our platform is built with your needs, from skill-specific training to culture-based assessments.

If you’re ready to drive your team’s potential to the next level, Mentor Mentee is the co-pilot you’ve been waiting for.

 

Analyzing TechForce Foundation’s 2023 Technician Report

FacebookXLinkedIn

< Back to News Page

The Importance of Incentives and Rewards in Technical Mentoring Programs

Mentor Mentee

September 25, 2023

FacebookXLinkedIn

The role of a mentor in a technical field isn’t just to transfer knowledge—it’s to inspire, guide, and, crucially, to invest time and effort in the mentee’s professional growth. However, that investment often comes at a cost, especially in settings like automotive dealerships, collision centers, and heavy-duty diesel companies – especially where mentors are compensated on a flat-rate system.

In flat-rate scenarios, mentors essentially “lose” billable time they could otherwise be using to complete orders and earn income. They invest their time and skills into someone else, often without immediate financial return. This is where the importance of a well-structured incentives and rewards program comes into play. It’s a two-way street: mentors contribute their time and expertise, and they receive something of tangible value in return.

Mentor Mentee, a SAAS platform explicitly designed to support new automotive technicians, takes this challenge head-on. Beyond just facilitating the mentor-mentee relationship, the platform has proprietary assessments to ensure that the culture, manager, mentors, and mentees are aligned. It also provides soft-skill-based educational courses to enhance knowledge for each role. But perhaps most significantly, it enables tracking a technician’s skill development through custom task lists.

These task lists serve as a competency tracker, allowing mentors and managers to measure a mentee’s progress quantifiably. Each logged repetition on the task list brings the mentee one step closer to mastering the skills necessary to be a competent technician. Progress can be directly tied to pay raises, serving as a tangible benefit for the mentee and justifying the mentor’s time investment.

 

For mentors, an incentives program could provide them with a supplemental pay structure based on their mentees’ progress, effectively offsetting the lost billable time and turning the mentoring process into a financially rewarding experience. This creates a win-win scenario: Mentors are more motivated to invest quality time, and mentees have a structured pathway toward professional growth and higher pay.

Examples of common incentive programs:

• Skill Milestone Bonuses: Offer a bonus to mentors and mentees when the mentee achieves specific skills or completes tasks from the competency tracker.
• Tool Allowance: Provide a stipend for mentors and mentees to upgrade their toolkits or purchase specialized tools, fostering a sense of investment in their work.
• Certification Reimbursement: Cover the cost of relevant industry certifications for mentors who guide a set number of mentees to competency and for mentees who achieve those milestones.
• Paid Workshops/Seminars: Offer to cover the costs of attending industry workshops or seminars. Mentors can go to advanced sessions, while mentees can attend beginner workshops.
• Job Rotation Experience: Allow mentors to work a day in a managerial role or let mentees shadow a senior technician, offering a real-world experience different from their daily tasks.
• ‘Mentor of the Month’ Recognition: Create a monthly award recognizing outstanding mentors, complete with a small cash prize or gift card to their favorite restaurant or store.
• Team Building Experiences: Sponsor off-site team-building activities exclusively for mentors and mentees, such as go-karting, escape rooms, or a simple barbecue.
• Professional Development Fund: Create a fund that mentors and mentees can tap into for purchasing books, online courses, or other educational materials related to their field.
• Exclusive Merchandise: Design custom-branded apparel like T-shirts, caps, or jackets that are only available to mentors and mentees who reach certain milestones.
• Time Off Credits: For every set number of hours spent mentoring, offer mentors extra paid time off, which can also be a relaxation reward.

In conclusion, a well-designed incentives and rewards program is essential for the success of any technical mentoring initiative. It compensates mentors for their valuable time and provides a clear pathway for mentees to advance in their careers. Mentor Mentee’s platform uniquely tackles these challenges, making it an invaluable tool for automotive and technical industries looking to improve employee retention and skill development.

FacebookXLinkedIn

< Back to News Page

“Young People Just Don’t Want to Work”: Debunking Myths and Their Impact on the Workplace

Mentor Mentee

September 19, 2023

FacebookXLinkedIn

 

The narrative that “young people just don’t want to work” has been floating around for years, gaining traction in various sectors, including the automotive, collision, and diesel industries. This stereotype can significantly, and often underestimate, impact the workplace, shaping how decision-makers strategize for employee retention and growth. Here’s why it’s crucial to bust this myth and foster a more inclusive work environment.

 

Stereotypes and Stigmas

This age-old stereotype creates a hostile atmosphere that breeds mistrust between generations. For prospective younger hires, entering an environment already tainted by such preconceptions can be daunting. It discourages young talent from considering careers in skilled trades, widening the skills gap and making talent acquisition more challenging for employers.

 

A Barrier to Mentorship

Mentorship is invaluable in industries that require specialized skills and technical understanding. The belief that young people are lazy or unmotivated can deter experienced technicians from taking on mentor roles. Why invest time in someone perceived as disinterested? This sentiment compromises the transfer of essential knowledge and skills between generations, hindering overall growth and innovation.

 

Misguided Management Strategies

When decision-makers buy into the notion that young people are work-averse, it shapes their strategies, often for the worse. Focusing only on retaining older workers while neglecting new talent can lead to an unbalanced and unsustainable workforce. This approach overlooks the critical value that young, tech-savvy individuals bring to a rapidly evolving industry.

 

Missing the Real Issues

Labeling young workers as lazy obscures their real challenges, such as the need for flexible work arrangements, mental health support, or more meaningful work experiences. The failure to address these legitimate needs results in high turnover rates and poor employee engagement, which is wrongly attributed to the workers’ alleged lack of work ethic.

 

The Need for Data-Driven Insights

Where platforms like Mentor Mentee come into play, by leveraging proprietary assessments, managers can gain actionable insights into what each generation brings, how they prefer to work, and what motivates them. This data-driven approach helps bust myths and paves the way for more effective management strategies, including targeted training programs and mentorship initiatives tailored for various age groups.

 

Time for a Reality Check

The idea that “young people don’t want to work” is not just outdated; it’s damaging. It impedes the potential for cross-generational knowledge sharing, contributes to poor management decisions, and detracts from the real issues. Challenging these stereotypes opens doors to more effective mentorship, better talent management, and a more harmonious, productive workplace.

 

In the end, each generation has unique strengths and limitations. Recognizing this diversity and leveraging it for collective growth is the way forward. Platforms like Mentor Mentee are potent tools in this endeavor, facilitating a data-driven, stereotype-free approach to workforce management.

 

FacebookXLinkedIn

< Back to News Page

Streamlining Success: Mentor Mentee’s New Pricing Model

Mentor Mentee

September 19, 2023

FacebookXLinkedIn

Exciting news—on October 1, 2023, Mentor Mentee is shifting to a streamlined pricing model, all in a bid to supercharge your mentoring programs.

Customers with active accounts created before October 1, 2023, will not be affected and can activate additional licenses at a discounted rate.

Why the change?

It’s simple. We’ve analyzed the data, crunched the numbers, and discovered that locations with three or more mentees have a higher success rate. Plus, we’re axing the activation fee per location, saving you $199. Here’s the breakdown.

The Power of Three or More

Let’s talk about why locations with three or more mentees are thriving.

1. It creates a conducive environment for shared learning experiences. When you have multiple mentees, there’s an added layer of peer-to-peer interaction (and healthy competition) that enhances the educational journey – building a support network among mentees, adding an extra layer to the learning ecosystem.

2. It promotes a culture of mentorship within the location. The presence of multiple mentees encourages mentors to continuously refine their approach, adopting best practices and tailoring their mentorship style. This ripple effect leads to more effective management and mentorship practices.

3. Having more mentees creates economies of scale. The resources, time, and effort spent on a mentoring program are better justified when more individuals benefit. More mentees mean a more vibrant, dynamic learning environment that raises the bar for everyone involved.

Goodbye, Activation Fee!

Another significant change we’re implementing is eliminating the $199 activation fee per location. We want to remove as many barriers as possible for your locations to hit the ground running. This upfront saving means you can allocate resources to other critical areas that contribute to the success of your mentoring program, such as additional training materials or even celebratory events that boost team morale.

Why This Matters for You

These changes aren’t just numbers and dollar signs; they translate to immediate, real-world benefits:
1. Better ROI: More mentees and no activation fee mean your investment in our mentoring program yields even greater returns.
2. Ease of Implementation: Without the activation fee, getting higher-ups’ buy-in and kickstart your program without financial hiccups is easier.
3. Enhanced Learning: A bigger mentee pool promotes a richer learning experience, making it a win-win for everyone involved.
4. Simplified Budgeting: A streamlined pricing model means less time spent on financial logistics and more focus on what really matters—the development and retention of new automotive technicians.

Wrapping Up

Mentor Mentee is committed to ensuring that your mentoring programs are efficient and effective. By shifting to a streamlined pricing model that encourages locations to have three or more mentees and eliminates the activation fee, we’re doubling down on our promise to bring you unmatched value and success. Mark your calendars for October 1, when a new chapter in your mentoring journey begins.

And as always, we’re here to ensure the journey is as rewarding as possible. Contact us at info@mentormente.com or (888) 800-9250 with any questions.

FacebookXLinkedIn

< Back to News Page

Finding the Opportunity Inside a Labor Crisis: Why In-House Training is the Future for Automotive Technicians

Mentor Mentee

September 14, 2023

FacebookXLinkedIn

The labor market is tight, especially for skilled technicians in the automotive sector. The demand far outpaces the supply, leaving dealerships, collision centers, and heavy-duty diesel companies grappling with empty bays and incomplete jobs. What we’re facing isn’t just a talent shortage; it’s a labor crisis. But as the saying goes, “In every crisis lies opportunity.

 

Employers often rely on career and technical schools to churn out fully trained technicians, ready to take on any task from day one. But let’s face it—that’s a pipe dream. Fresh grads might have the theoretical knowledge, but they often lack the hands-on experience and workplace nuances crucial for immediate productivity.

 

So, what’s the workaround? Develop an in-house training program for new technicians. And here’s why it’s a win-win situation.

 

Investing in Future Talent

Bringing new technicians up to speed internally allows you to cultivate talent that aligns with your company’s culture and operational standards. This way, you get a technician trained in the skills you need and foster a sense of belonging and ownership among new employees, which is a significant factor in retaining them.

 

Adaptability and Continuous Learning

An in-house training program is flexible. You can adjust the curriculum to match the specific needs of your workplace. This adaptability is essential as technologies evolve, making it easier for your technicians to adapt and grow with the industry.

The Role of Mentorship

An integral part of an effective in-house training program is mentorship. Pairing a new technician (mentee) with an experienced one (mentor) allows for real-time learning and adjustments. A mentor can provide immediate feedback and tailor their teaching to the mentee’s needs, something a generalized technical course can’t offer.

 

Why Mentor Mentee is Your Best Bet

Mentor Mentee takes your in-house training game to the next level. We don’t just pair mentors and mentees; we provide proprietary assessments for culture fits, managerial roles, mentors, and mentees to ensure compatibility and growth. Our platform also offers soft-skill educational courses to enhance interpersonal capabilities for every position within your organization.

We help you structure task lists customized for your mentees. These lists help mentees log repetitions, making them more adept at their jobs over time. It’s a practical, data-driven approach to learning that ensures your technicians are competent, efficient, and reliable.

 

So, when you’re staring at the challenges of a labor crisis, remember that crisis breeds innovation. Investing in in-house training tools like Mentor Mentee solves immediate staffing challenges and prepares you for a more sustainable, adaptable, and skill-rich future.

FacebookXLinkedIn

< Back to News Page

The Crucial Role of Custom Task Lists in Developing Technicians

Mentor Mentee

August 30, 2023

FacebookXLinkedIn

In the ever-evolving world of automotive technology, nurturing new technicians’ skill competency is vital. Developing these skills requires a targeted approach, and this is where custom task lists come into play. This approach is essential, and Mentor Mentee’s platform perfectly fits the bill.

The Necessity of Custom Task Lists
A custom task list serves as a roadmap for the mentee’s development. It outlines specific tasks and repetitions a new technician must complete to attain competence in the required skills. This approach offers several key benefits:

  1. Structured Learning Path: It helps the mentee to focus on critical areas, systematically developing skills and knowledge.
  2. Personalization: Customization allows the task list to align with the mentee’s individual needs and learning pace, providing a tailored experience.
  3. Performance Tracking: The task list clearly tracks progress and identifies areas that may require additional focus or support.

Mentor Mentee’s Innovative Approach
Mentor Mentee, with its specialized platform for automotive technicians, provides a seamless way to implement and monitor custom task lists. Here’s what makes it an indispensable tool:

  1. Easy Tracking: Mentor Mentee enables mentees to log repetitions, allowing managers and mentors to monitor progress closely.
  2. Compatibility with Existing Structures: It offers flexibility in uploading custom task lists, ensuring alignment with an organization’s specific requirements.
  3. Partnership with ASE: Recognizing that not all employers may have a custom task list, Mentor Mentee has partnered with ASE (Automotive Service Excellence) to provide a standardized task list. This collaboration ensures that quality and industry standards are maintained, even when a custom solution isn’t available.
  4. Focus on Competency: Through meticulous tracking and alignment with industry best practices, Mentor Mentee ensures that the focus remains on true skill competency, not merely task completion.

Building a Bridge to Success
A custom task list is more than a set of instructions; it’s a strategic blueprint that guides a new technician’s journey from novice to proficient. It ensures that learning is structured, targeted, and in sync with industry demands.
Mentor Mentee’s platform serves as a bridge to success in this journey. With its custom task list feature, partnership with ASE, and emphasis on genuine skill development, it is an ideal ally for automotive dealerships, collision centers, and heavy-duty diesel companies aiming to foster the next generation of skilled technicians.

Conclusion
In a field that relies heavily on precision and skill, a custom task list is not a mere convenience but a necessity. With Mentor Mentee’s innovative approach, automotive professionals have a powerful tool to guide, monitor, and ensure the successful development of new technicians. The collaboration with ASE further amplifies this, offering a solution that meets diverse needs and drives success in the automotive industry.

FacebookXLinkedIn

< Back to News Page

Building A Strong Technician Career Path

Mentor Mentee

August 29, 2023

FacebookXLinkedIn

As the automotive industry continues to evolve, creating a robust career path for technicians is crucial to ensure the growth and success of your workforce. Building a comprehensive technician career path benefits the individual technicians and enhances the overall performance of your dealership or collision center. To help you get started, here’s a checklist of essential elements to consider when crafting a technician’s career path:

  1. Clear Progression Levels: Define distinct career stages with clear criteria for advancement, which gives technicians a tangible goal to strive for and motivates them to improve their skills.
  2. Customized Training Plans: Develop tailored training programs that address the specific needs of your technicians. Incorporate both technical skills and soft skills to create well-rounded professionals.
  3. Technical Mentoring: Implement a structured mentorship program for guidance and knowledge sharing, accelerating skill development and fostering a sense of belonging within the organization.
  4. Performance Assessments: Regularly assess technicians’ performance using quantitative and qualitative measures, enabling you to identify strengths, areas for improvement, and potential future leaders.
  5. Continual Learning Opportunities: Offer ongoing educational courses that update technicians on the latest automotive technologies and trends. This investment in learning boosts confidence and job satisfaction.
  6. Competency-based Task Lists: Create detailed task lists that outline the skills and competencies required at each career stage, which provides technicians with a roadmap to success and allows them to track their progress.
  7. Recognition and Rewards: Establish a system to acknowledge and reward achievements. Recognition boosts morale and reinforces the value of career progression.
  8. Cross-Training Possibilities: Encourage technicians to broaden their skills by providing cross-training opportunities in different dealership or center areas.

Remember, a well-designed career path not only attracts and retains top talent but also elevates your organization’s overall standard of technical expertise.

 

Related: “A Tale of Two Techs: Why Having a Mentor Isn’t Just Fluff“

FacebookXLinkedIn

< Back to News Page

Technical Mentoring vs. Traditional Employer Mentoring: What’s the Difference?

Mentor Mentee

August 23, 2023

FacebookXLinkedIn

11217781 – mechanics at work

In today’s rapidly evolving workforce, mentoring is crucial in ensuring employees’ success. Though traditional employer mentoring and technical mentoring share common goals, they differ significantly in their approach and content. Understanding these differences helps select the right mentoring platform for the burgeoning automotive industry.

1. Focus Area

  •  Traditional Employer Mentoring: This approach centers around general career development, often involving guidance in leadership, communication, and teamwork. It’s more of an all-rounder development tactic.
  • Technical Mentoring: This targets specific skill development required in a particular industry. For instance, the automotive sector imparts hands-on knowledge about mechanical tasks, troubleshooting, and technology use.

2. Mentoring Relationship

  • Traditional: The relationship is often more hierarchical, where a senior guides a junior.
  • Technical: Technical mentoring often involves peer-to-peer mentoring, where experience and specialization determine the roles rather than just hierarchical positions.

3. Customization

  • Traditional: It’s usually a one-size-fits-all program where personalization is rare.
  • Technical: There’s a high degree of customization depending on the specific skills and requirements of the industry.

4. Assessment & Tracking

  • Traditional: General feedback is often used, with no specialized assessment tools to gauge progress.
  • Technical: Technical mentoring platforms like Mentor Mentee offer proprietary assessments tailored to the field, ensuring proper progress tracking.

5. Integration with Industry Requirements

  • Traditional: Often lacks integration with current industry standards and needs.
  • Technical: Designed with industry requirements, ensuring the mentees are ready for real-world challenges

 

Mentor Mentee: The Choice for Automotive Technicians
For automotive technicians, the traditional mentoring approach might fall short in addressing specific skill development, customization, and industry integration. That’s where Mentor Mentee comes into play.

 

Mentor Mentee is a specialized SAAS platform for newly hired automotive techs. Unlike traditional employer mentoring programs, Mentor Mentee doesn’t just provide generic guidance but focuses on the unique requirements of the automotive technician field.

 

Here’s why Mentor Mentee stands out:
• Proprietary Assessments: Tailored assessments for culture, managers, mentors, and mentees to ensure proper alignment and growth.
• Custom Task Lists: Personalized tracking of skill development, allowing mentees to log repetitions on their path to competency.
• Soft Skill-Based Educational Courses: Enhances overall development by complementing technical and essential soft skills.
• Industry Alignment: Designed with the specific needs of the automotive technician industry, ensuring that the mentees can meet real-world challenges.

 

Conclusion
While traditional employer mentoring has its place, the specialized demands of industries like automotive repair and collision require a more focused approach. Through platforms like Mentor Mentee, technical mentoring ensures mentors and mentees have the right tools, assessments, and guidance tailored to their industry. Focusing on specific skill development, industry alignment, and personalized feedback from the mentor to the mentee fosters a future where competence and retention go hand in hand.

FacebookXLinkedIn

< Back to News Page

Why Most Employer Mentorship Programs Fail: A Comprehensive Analysis of Key Factors and Best Practices

Ryan Weber

April 30, 2023

FacebookXLinkedIn

Mentorship programs are a popular tool for employers looking to develop and retain talent. However, despite their popularity, many mentorship programs fail to achieve their intended outcomes. In this blog post, we will explore the key factors contributing to employer mentorship programs’ failure and discuss best practices for designing and implementing successful programs.

Key Factors Contributing to Failure

  1. Lack of Clear Goals and Objectives: Many mentorship programs fail because they lack clear goals and objectives. It can be challenging to measure success without a clear understanding of what the program is trying to achieve.
  2. Inadequate Matching: Pairing mentors and mentees with incompatible personalities, backgrounds, or goals can hinder the success of a mentorship program.
  3. Lack of Support and Resources: Mentorship programs can be challenging to implement effectively without adequate support and resources, including access to training, coaching, and resources for both mentors and mentees.
  4. Insufficient Accountability: Failing to hold mentors and mentees accountable for meeting program objectives and goals can result in a lack of engagement and poor outcomes.

Best Practices for Successful Programs

  1. Clearly Defined Goals and Objectives: Successful mentorship programs clearly define their goals and objectives, including how to measure success.
  2. Careful Matching: Mentors and mentees should be carefully matched based on compatible personalities, backgrounds, and goals.
  3. Adequate Support and Resources: Mentorship programs should provide sufficient support, including training, coaching, and resources for mentors and mentees.
  4. Accountability: Mentorship programs should hold mentors and mentees accountable for meeting program objectives and goals.

Conclusion

Employer mentorship programs can be highly effective tools for developing and retaining talent. However, they are unlikely to achieve their intended outcomes without clear goals and objectives, careful matching, adequate support and resources, and accountability. By following best practices and carefully designing and implementing mentorship programs, employers can ensure they achieve their intended outcomes and provide value to their employees.

 

End-of-Year Checklist for Automotive Technicians and Mentors

FacebookXLinkedIn

< Back to News Page

Mentorship Programs in Automotive Industry: How They Help Retain Skilled Workers

Marc Brune

May 1, 2023

FacebookXLinkedIn

Retaining skilled workers is crucial for success in the automotive industry. Mentorship programs can support skilled workers by providing professional development opportunities, building strong relationships, and increasing employee engagement. This blog post will explore how mentorship programs help keep skilled workers in the automotive industry by citing three sources and relevant real-world examples.

Professional Development Opportunities
According to a report by Deloitte, 83% of employees who receive regular mentoring are more likely to stay with their organization. Mentorship programs provide professional development opportunities that enable employees to build new skills and knowledge, leading to increased job satisfaction and improved performance, which, in turn, can lead to higher retention rates. For example, Nissan’s Global Talent Management System includes a mentorship program that enables employees to connect with mentors across the organization. This program has resulted in improved employee engagement and increased retention rates.

Strong Relationships
A report by Harvard Business Review found that mentorship programs can help build strong relationships between employees and their mentors, leading to increased engagement and loyalty. Employees who feel connected to their mentors are more likely to feel valued and invested in the organization. For example, Ford Motor Company has a formal mentorship program that pairs high-potential employees with senior leaders. This program has resulted in increased engagement and retention rates among participating employees.

Increased Employee Engagement
A report by Gallup found that employee engagement is a crucial driver of retention in the automotive industry. Engaged employees are likelier to feel invested in their work and committed to the organization. Mentorship programs can increase employee engagement by providing opportunities for employees to build new skills, receive feedback, and connect with senior leaders. For example, General Motors’s mentorship program pairs high-potential employees with senior leaders. This program has resulted in increased employee engagement and improved retention rates.

Conclusion
Mentorship programs can be highly effective tools in retaining skilled workers in the automotive industry. By providing professional development opportunities, building strong relationships, and increasing employee engagement, mentorship programs can help organizations maintain their skilled workforce. The real-world examples cited in this post demonstrate the positive impact that mentorship programs can have on retention rates in the automotive industry. As such, organizations looking to retain their skilled workforce should consider implementing mentorship programs as part of their talent management strategy.

FacebookXLinkedIn