Improve training, retention, and productivity within your company by taking workplace socialization to the next level.
With LEAD.bot’s manual matching feature, you can fine-tune the programs that are meant to bring your employees together.
While managers all want their employees to get along, sometimes there are pairs that you know would produce great work together. Managers can leave this up to chance, or they can take fate into their own hands. WIth LEAD.bot automatically scheduling the next meeting, you can introduce your employees to each other and know that their initial connection won’t taper off.
It’s not just for specific pairs, too. Manual matching can have all kinds of benefits and applications. Keep reading to learn more about how LEAD’s manual matching feature can improve your employee engagement!
Mentoring programs for new hires
The benefits of mentoring programs are well documented. According to Guider, 97% of employees who had a mentor thought it was a valuable experience and 87% of mentors and mentees said they felt empowered by their mentoring relationship.
Plus, young people consider mentoring to be hugely important to their work experience, according to the Harvard Business Review. Millennials report that they value career development and learning opportunities in their place of work. In fact, HBR found that millennials specifically look for mentoring partnerships from their superiors.
However, not all mentoring experiences are equal. mentorship programs are most effective when mentors and mentees are well matched. According to Chronus, program participants all bring different strengths, weaknesses, and competencies. Having mentors and mentees both fill out questionnaires is a good way to make sure the matching process is as helpful to everyone involved. If there aren’t enough mentoring resources or to go around, group mentoring might be another option. Plus, with LEAD.bot, it’s easy to create individual or group matches.
Peer mentoring is a little different from the traditional mentoring program in that it relies on two people in similar positions with your organization. Unlike traditional mentoring models where a more experienced team member takes on a protege, peer matches are more about collaboration between the two.
For example, a new-hire buddy system is a great way to introduce your new employees to the workplace. While it can be daunting for new hires to enter a workforce, a buddy who is in the same boat can help ease the first-day anxieties. It’s also a plus that this kind of peer mentoring doesn’t create a huge budget strain on human resources, as there’s no need for an outside trainer.
Other ideas for peer mentoring might be matching two employees from entirely different teams. For example, matching two members from different branches of the company can be a great way for longstanding employees to learn new skills, as they see how other locations operate.
However, with peer mentoring, it’s important to pay attention to who is being matched to whom. For a new hires buddy program, it’s better to match employees in similar departments so they can learn how their specific section works. Furthermore, more veteran employees would benefit from having their match be from a different part of the company, as the established employee already knows how their own team functions.
Speaking of peers, how connected are your executives to your employees?
When employees have the opportunity to talk casually with leadership, employees report feeling greater agency and employee engagement. When employees felt heard by the higher-ups, they became stakeholders in their projects – they weren’t working just because someone told them to, they were working because someone believed they had an important role in the company, which increases a sense of belonging and self-recognition.
Meeting with employees is beneficial for executives as well. As they meet with employees, executives are keeping their fingers on the pulse of their company. They get greater insight into how their company functions as well as its strengths and weaknesses. In one case, an open-door policy helped a CEO improve their retention rates.
When executives meet with their employees, it sends the message that their employees are worth their time and that they are all team members working together. With LEAD.bot’s manual matching feature, you can create an executive matching program, where employees get the opportunity to meet with their higher-ups face-to-face.
How to use LEAD.app
If you haven’t downloaded LEAD yet, start by downloading LEAD.bot for Slack at our website, lead.app. Once LEAD.bot has been introduced to your workspace, access LEAD’s dashboard by clicking on LEAD.bot under the Apps heading in the left sidebar. From there, click the “Advanced Dashboard” button. The Advanced Dashboard will open up a window in your browser, where you can click into “Manual Matching” on the left side of the window. Please note that only administrators and authorized HR members can assign matches.
From this window, users can choose a channel from a dropdown menu to select the pool of people to match from. For example, to implement a mentorship program, we recommend creating a channel for mentors and mentees respectively, and then choose each channel to create your mentor matches.
Users can match pairs or up to eight people in one group, making LEAD.bot adaptable for one-on-one or group matching. Once you have created your matches, LEAD.bot will create a group chat with the matches team members, and you can customize an introductory message to send through the chat.
We recommend suggesting topics or activities for your matches, so they can get to know one another. Check out icebreakers and other virtual get-to-know-you activities here [hyperlink to ice breakers].
If you have any questions about how to use LEAD.bot, manual matching, troubleshooting, going for LEAD Pro, or other inquiries, check out our FAQ at lead.app or contact us at email@example.com.M