Mentoring for employer engagement consultants is key to achieving career potential and can enormously contribute to staff retention, sustainable job placements, and performance targets. The results speak for themselves, with consultants who receive coaching showing a 400% increase in performance and a 20% lift in team member retention rates.
According to Prospert’s Rex Eagle, sometimes employer engagement consultants feel anxious or fearful of achieving the expectations of the role, but if you can help them handle their anxiety, it can be a game-changer.
“The sheer workload can be paralysing, but mentoring can provide guidance on how to be more efficient and effective and how to discuss issues with a manager,” says Rex.
With more than 20 years of experience in employer engagement, Rex knows firsthand how effective mentoring can be, transforming consultants who feel overwhelmed and anxious into confident and effective professionals. He believes that one-on-one sessions are key to success, and the first few sessions should focus on setting goals and expectations, using tools and techniques, and practicing new skills.
“Mentoring is a powerful tool to help people reach their full career potential whether you’re a manager or consultant,” says Rex.
“Regular fortnightly sessions are crucial to the success of the mentoring relationship. We check in with the mentees to see their progress and adjust their approach as needed.”
Prospert’s mentoring complements the highly respected ‘Effective Employer Engagement’ program, which has been delivered to more than 10,000 employment services consultants in Australia, New Zealand and the United States.
Rex says it usually takes around four to five sessions to start seeing the positive impact of mentoring.
“Some people are brilliant from the first day, but others may need more support.”
“Mentees are invited to ask three questions at the start of each session. Three questions and three answers can be used to determine how the tools have worked for the individual.”
“This helps to create a trusted relationship and provides a baseline for the conversation as well as tracking progress,” says Rex.
Mentoring sessions usually uncover common themes such as handling calls with frequent negative responses, reconnecting with lapsed employers and navigating attitudes toward long-term unemployed people.
Rex says a point of difference for the mentoring program is the opportunity for managers to support consultants to improve their performance.
“It’s important for managers to stay informed and engaged. This provides the consultant with a sense of support and guidance even when working remotely.”
“Managers should always be in tune with their team’s learning so they’re ready for a conversation. Joint shared learning experiences with both the mentee and the manager can result in a positive outcome,” says Rex.
Mentoring also supports consultants to be confident in having good conversations with employers. Just ask Tom, who was able to transition into his new role at Asuria with the help of mentoring.
“There was a hospitality employer, and I needed three participants to start with them in December. But I was told they wouldn’t start on the roster until the new year. I was disappointed. But Rex said have you gone back and asked why?”
Tom practiced this conservation with Rex during his mentoring session. Once Tom dug a little deeper by asking the employer the right questions, he solved the problem, and the participants started immediately. Mentoring also helped Tom open his eyes to additional opportunities with each employer.
“There could be many more opportunities than they’ve asked you for. They might initially want a factory worker, but who does the admin, who does the cleaning?” says Tom.
Mentoring for employer engagement consultants can profoundly impact their careers, providing guidance and support to overcome challenges and reach their full potential. Empower your career, and unleash your potential with Prospert’s mentoring.