Corporate grandparenting might be one of the strongest talent management strategies that few have heard of – but that’s about to change.
For Tom Gimbel, founder & CEO of LaSalle Network, a recruiting and staffing firm headquartered in Chicago, corporate grandparenting is a hidden gem that HR leaders should consider if they are looking for ways to boost engagement and build an even stronger company culture.
Gimbel, a talent management expert who speaks frequently with CNBC, the TODAY Show, WSJ, Forbes, Bloomberg and Fox Business, among others, defines corporate grandparenting as when top level managers take responsibility for the cultural mentorship of employees who are not their direct reports.
“The corporate grandparent acts in a similar way to grandparents in real life,” he says. “Their job is to guide the employee and provide a different perspective on ways to help them grow.”
How to make it work
Gimbel is especially convinced the concept works. At LaSalle, two of the firm’s senior executives work together to hold each other accountable to being a grandparent. Each week they identify an employee two levels below them to take to coffee, lunch or dinner, and effectively help the selected employee with career decisions and strategies.