It is a sad fact that retirement often means that for many organisations and professions a wealth of knowledge and experience walks out of the door along with the retiree.

When most individuals consider mentoring, they often associate it with career guidance and advice. Traditional mentoring setups commonly match younger staff members with their more seasoned counterparts.

Attracting, developing and retaining great employees is a necessary but expensive process. But what would happen if those employees decide it's time for them to move on either to retirement or a new role?

Have you ever wondered why, no matter what training or policies you put in place, the diversity of your workforce has failed to improve? Perhaps you're already considering using mentoring to help create diversity and inclusion within your organisation. Well, you're not alone...

For employers and organisations with multi-generational workforces now is the time to consider how to build engagement, understanding and productivity across the generations.

The post pandemic work landscape means more people are now working remotely and adapting to the virtual work environment. This is throwing up all manner of new challenges that we need to work through, not least how to successfully onboard and retain new employees.

Over the last few years I have become smart enough to recognise that my teenage children are my go-to sources when it comes to finding out the latest trends in communicating and connecting via social media.

You may have heard of reverse mentoring, and even have a thorough understanding of it, but actually implementing a reverse mentoring programme within a workplace, an association or university can be quite daunting. So, how do you get started?

Are you wondering how to reduce training costs? Wouldn't it be great if there was a more cost-effective way of developing your employees' skills and knowledge that could also save your organisation money? ...all, while still providing high-quality development opportunities.

Human resources programs often talk about the value of mentoring in growing talent in an organisation and being able to solve a number of challenges.

Having a mentor is one of the most important things a person can do to enhance their career and professional life, so it's no surprise that at least 75% of executives have said that mentoring has been vital in their career development.

Today's job seekers will consider several different workplace perks and benefits, not just financial re-numeration, before deciding whether to accept a job or if to stay in a role.

While there is widespread consensus that mentoring is critical to an organisation's long-term success, defining mentoring is now becoming more challenging as it moves away from its traditional form.

A survey by Accountemps, found that 86 percent of CFOs believed that having a mentor is somewhat or very important for career development - yet only 26 percent of workers have a mentor.

You've probably already heard that peer to peer mentoring can be hugely beneficial in an organisation? But, maybe you feel a little overwhelmed as to where to start? Or perhaps you're wondering how to create time to manage it, match people up and make sure that people in your organisation actually participate in the peer mentoring program?

Within any organisation effective staff management is not an easy task. The difficulty can be compounded when trying to manage different generations at the same time.

Over the last 12 months, PLD has continued to see steady growth in the number of organisations implementing mentoring programmes to help support and develop their members. It has certainly provided an important source of support and a mechanism to continue professional development throughout the pandemic.

Employee mentoring programs can enable you to get more from your most valuable resource, your employees. An effective workplace mentoring program could prove to be an important benefit to both existing and prospective employees.

With 2020 rapidly approaching many of us are starting to think about resolutions for the New Year. We probably made resolutions last year, possibly the same ones we are going to make this year...

According to a 2019 survey by Pearson Business School, nearly a fifth of graduates were found to be not "workplace-ready". Just 13% of the 531 employers and HR leaders who took part in the research felt that graduates were ready to hit the ground running after university.

Like me, I'm sure you've often found that doctors, nurses and other healthcare professionals project a certain air of control and confidence.That makes you feel like you're in good hands, doesn't it?