If you're looking for ways to attract talent to your company, you're probably already wondering how other companies do it - and how to stand out from the competition. Or perhaps you've recently lost some talent?

Generation Z are the 16-24 year olds who are now entering the workforce – and they are not happy. Results from the surveys on workplace happiness platform, Engaging Works, have shown...

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.

As the work environment continues to evolve, the importance of skill development in the workplace without sacrificing performance is becoming increasingly evident for organisations such as yours.

Recently, I revisited a fascinating piece penned by Simon Reichwald from Connectr, published in The HR Director. This article resonates with our own experiences, given our many years of supplying the software necessary to facilitate various mentoring programs. Below, I highlight some of the crucial insights that were detailed in the article.

A mentoring program in the workplace can be a valuable asset for both current and potential employees. Mentoring can be the crucial factor that separates career advancement from stagnation, as shown by research.

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?

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.

One of the standout legacies of the Covid pandemic has been the way it has revolutionised the workplace. Overnight, organisations had to gear up to home and distance working in a way that would have been unimaginable 12 months earlier.

It is clear that mentoring has benefits for both men and women in the workplace. Why then aren't more women involved in mentoring roles, either as mentors or mentees, especially when there are clear advantages to it?

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.

Being in the company of a role model, a wiser head who can guide you through a period of transition, can be very powerful. That is the power of a mentor...