LEAD Awards 2018: Interview with Jessica Jones, Conductix-Wampfler

A Great Program for Mentors and Mentees

  Category: Best Mentoring Program
  LEAD AWARD RANK: 18
 
  Company: Conductix-Wampfler
  Program: Mentoring Matters
  Program Director: Jessica Jones
  Visit: www.conductix.us

 
Our editorial team interviewed Jessica Jones from Conductix-Wampfler at the LEAD2018 Awards this past February. Here are some excerpts from the exclusive interview.
 
What is the overall objective of your program?
The first purpose of the program is to provide a trusted resource for new employees to serve Mentees in the following capacities:
 

 
A secondary purpose of this program is to provide Mentors to those in the company that are identified as High Potential Employee’s and would like to learn and grow. Mentees have identified a career path they would like to pursue but need some development opportunities to achieve these goals.
 

Who do you impact with your program?
Regardless of the purpose of the mentorship, whether they are a new employee or high potential employee, the Mentors are selected based on the position the Mentee has, personality and skills that we feel the Mentee will benefit most from learning. Once selected, both the Mentor and Mentee are given training to help them be successful including online learning, scheduled coaching and feedback sessions three times throughout the one-year mentorship as well as a checklist of suggestions to ensure consistency.
 
Mentors and Mentees meet weekly for 12 weeks and then monthly (or as needed) for 9 months. Mentors also provide feedback to Supervisors to help improve job satisfaction, address training needs as well as give performance information if applicable.
 
What are the lessons you’ve learned this year from facilitating your program?
Participants really appreciate the program! Most Mentee’s have given nothing but very positive reviews of the program. Participants feel that the program gets them up-to-speed quicker in their positions, helps them network with those most important relationships within the company and helps them feel more comfortable and part of the team. It’s never easy to leave the comfort of an existing position or organization, so having a trusted resource from the first week of work to get them started and involved is appreciated!
 
For those that are mentored to grow within the company, they too have had positive comments. Many of these participants have secured a new position within the company. For those that haven’t, they are growing and developing their skills and very happy to have the opportunity. 
 
How do you measure the return on investment and success of the program?
Conductix has a 7% turnover, which is much lower than the average manufacturing industry turnover of 15% or higher. We have also been able to make smarter decisions for new hires that aren’t a good fit for the company. We would much rather put them in another position that is better suited or worst case scenario, terminate and minimize lost costs. Lastly, the program has provided invaluable information back to supervisors and human resources to help build stronger training programs. These improved programs help new employees learn quicker resulting in safer employees, increased capacity and product as well as better safety records as a company.
 
For those that are being mentored to grow within the company, this too has had positive effects. We have been able to promote within the company on a regular basis due to the information and growth employees experience through mentoring. We get to keep and grow great talent instead of losing them. The tenured employee’s knowledge that we retain is also very critical to the success of the company as well.
 
What lies ahead for the program and how will it continue to succeed?
Conductix-Wampfler plans to sustain and grow the Mentor Program by continuing to add training to Mentors to ensure they are providing the very most to Mentees, specifically addressing how to coach and give feedback. Lastly, like all successfully programs, we will continue to take the suggestions and feedback from current participants and implement changes as we see fit.