HLB Mann Judd recently surveyed its staff to learn more about their employee experience. We are proud to share that employee loyalty has improved by 39 per cent compared to last year; and employee satisfaction is well above the industry average. Of those that responded, 89 per cent expressed they are proud to work for the firm.
The top reasons why staff love working at HLB remained unchanged from past surveys, with “opportunity for learning and career development” and “relationships and culture,” being two of the top three attributes.
This year’s survey included an opportunity for staff to give a ‘shoutout’ to a person or team who made a difference. A key theme arising from the feedback was the value of mentorship. Staff highlighted how others in the firm had advocated for them, provided guidance and support, or just simply made the office a better place to be every day.
So, what exactly does mentoring mean?
Mentoring plays a crucial role in the growth of any organisation. It is more than just sharing knowledge; it’s about passing on wisdom.
In a recent HLB International Women Advancement Report, a mentor was defined as someone who provides non-evaluative feedback, counsels you through your career challenges, and offers personal advice based on their experience.
HLB has mentor programs in place, and with that in mind, it is always good to review and re-evaluate the benefits of mentorship and the different roles of a mentor and mentee.
What to look for in a mentor
Mentors demonstrate many great qualities that help foster trust and encourage learning and development. While every mentor/mentee relationship will differ, there are a few key attributes to consider:
- Career experience gained from their own professional journey.
- Active listening skills, enabling the mentee to ask questions or hear out any observations or concerns.
- Strong communication skills, whether to convey ideas, provide constructive feedback or simply use the right words to motivate and inspire.
- The ability to empathise and honestly walk in a mentee’s shoes.
- Availability, accessibility and a commitment to the mentee’s growth.
Lastly, a mentor should be a role model. At HLB, our mentors live our values (being Valuable, Accessible, Supportive and Trustworthy), and lead by example every day.
How you can get the most from a mentor
A mentor/mentee relationship is a two-way street. For those who are embarking on their career and seeking to foster a relationship with a mentor, it is important to consider the following actions to maximise your professional and personal growth:
- Identify and communicate your goals so that the mentor understands what you are seeking from the relationship and how best they can use their time to help you.
- Ask lots of questions. A good discussion with your mentor will provide insight into their own experiences or challenges which may help you in your career.
- Be proactive and don’t wait for the mentor to take action as it is usually the responsibility of the mentee to structure and drive any catch-ups.
- While it’s important for your mentor to be open and receptive, it is also the same for the mentee. Take onboard any constructive criticism and use it as an opportunity to grow and improve.
- Express gratitude and acknowledge your mentor’s time and support.
- Demonstrate patience and give the relationship time to grow and evolve. This is a long-term initiative.
Lastly, value the relationship. A mentor (who may be in your office or outside) may be able to introduce you to other professionals, resources or opportunities. At HLB, our mentoring program ensures that you have an opportunity to network and interact with other business divisions, partners and leaders in the office and across the global network.
As we wrap up for the year, we would like to thank our staff for their hard work and dedication to clients and to each other. Our people are the heart and soul of HLB, and we appreciate everything you do.
We look forward to working together in 2025!
About our annual staff survey
We consider feedback from both our clients and staff to be critical to our success. Every year, our firms survey staff in Australia, New Zealand and Fiji. The network’s anonymous survey is conducted by Client Culture, an independent client and employee experience management advisory firm. The survey starts by asking a simple question:
How likely are you to recommend HLB Mann Judd as a great place to work to others?
This exercise helps us to gather valuable insights based on staff level and business division. The responses help us learn more about the employee experience at HLB Mann Judd and identify areas for improvement.
In 2024 we were recognised by Client Culture as a “Great Place to Work.”
