A city's mentoring program randomly pairs every employee. Retention in a few hard-to-keep roles has not moved. How should HR evaluate and redesign it?
Select an answer to reveal the explanation.
Short Explanation
Random pairing for everyone is a mixer, not a retention design. Mentoring needs skilled mentors, goals, and a reason to be in the room. Point it at the roles that are actually walking out.
Full Explanation
Mentoring as an engagement and retention strategy requires design quality: capable mentors, goals, and focus on roles with a retention problem. Universal random pairing is theater; it spreads effort without addressing why people leave. Opt-in targeted at those roles converts the program into a lever. Dashboard completeness, pairing people who already have networks, or replacing mentoring with a pep talk does not create that design.