TREN
Executive committee and senior leadership · Leadership meeting · 20 min

Mentoring program proposal

A 90-day pilot, a measurable goal and three requests.

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The problem, in business terms

  • Retention: new managers leave in their first year
  • Readiness: successors for critical roles are slow to get ready
  • Knowledge: experience walks out with the people who leave
  • Cost: every exit means hiring costs and lost productivity

We already track these numbers; the program ties directly to them.

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A one-sentence goal

"Reduce first-year attrition among new store managers."

This is an example; we'll swap in our own indicator.

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What does mentoring solve?

  • Experienced people's knowledge stays in the organization
  • New managers don't spend their first year alone
  • Successors get ready for their roles faster
  • Mentees report higher career satisfaction (Allen et al., 2004)
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Pilot: one group of 20–30

  1. The group with the most impact on the target number
  2. A unit whose managers back the program
  3. A similar comparison group that doesn't take part

Starting small lets us see mistakes while they're small.

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Proposed format

Element Proposal
Format One-to-one, two sessions a month
Mentor Volunteer, no reporting line
Preparation 3-hour mentor workshop
Matching Written rules, a reason for every pair
Length 90 days, follow-up at month 6
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90-day timeline

When Step
Days 0–3 Invitation, profile, matching
Day 7 First sessions
Day 45 Midpoint and participation report
Day 90 Closing and leadership report
Month 12 Business result comparison
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What we ask of leadership

  1. Time: about two hours a month per mentor
  2. Sponsor: a committee member who owns the program
  3. Budget: platform, workshop and participant time
  4. Visibility: a short message at launch and close
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We'll measure at four levels

Level Indicator When
Participation Share of pairs meeting monthly Monthly
Learning Goal progress Midpoint, close
Behavior 360 change Start and end
Business result Retention, promotion After 12 months

We'll take the baseline before the program starts.

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The cost logic

  1. Exits per year = group × annual attrition rate
  2. Cost of one exit = yearly cost per person × loss rate
  3. Exits prevented = exits per year × expected reduction
  4. Savings = exits prevented × cost of one exit

ROI = (savings − program cost) ÷ program cost.

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Assumptions are written down

Assumption Example value
Pilot group 30 people
Annual attrition 20%, 6 people a year
Expected reduction From 6 people to 4
Loss rate From our own HR data
Program cost Fee + participant time

Values are examples. A calculation that leaves out time loses trust.

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Preparation makes the difference

87% of trained mentors changed at least one behavior, versus 42% in the control group.

Pfund et al., randomized study of 283 mentors (WCER, 2014).

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Risks and safeguards

Risk Safeguard
No time Dates in the calendar up front
Unprepared mentors Workshop required before matching
Poor fit No-fault rematching
No visible impact Baseline, comparison group

4 in 10 people with a mentor struggle to find time (ATD, 2019).

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The decision we ask for today

  1. Approve the 90-day pilot
  2. Name a sponsor from the committee
  3. Approve budget and mentor time
  4. Put the day-45 interim report in the calendar
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Sources

  • Allen et al., 2004 — career outcomes of mentoring, meta-analysis
  • Pfund et al. (WCER), 2014 — effect of mentor training on behavior
  • ATD (TD Magazine), 2019 — finding time with a mentor
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Let's launch the pilot together

Let's decide today, so the first pairs start within two weeks.

mentor360.com.tr

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