While companies across the U.S. struggle to find and retain talent, West Michigan seems to be onto something.
Michigan as a whole is falling behind other states in terms of retention—a recent report finding the working-age population is projected to shrink by more than 150,000 people by 2030. West Michigan, however, is one area of our state that's been able to see some improvements.
An impressive 86% of Grand Valley State University graduates choose to live and work in Michigan after graduation, with 76% percent making West Michigan their permanent home. These numbers are not an accident or luck—they are the result of intentional, community-wide efforts to create meaningful connections between seasoned professionals and emerging talent.
The reason West Michigan is thriving? Mentorship.
Building Bridges Through Mentorship
As a mentor with the Peter C. Cook Leadership Academy at GVSU since 2010, I've had the incredible privilege of working with and guiding 14 young leaders on their professional journey. One aspect I particularly value about the program is its thoughtful matching process. They truly listen to what the student fellows are seeking in a mentor, ensuring their voices are heard and that the partnerships formed are meaningful and purposeful.
The CLA also provides structure through their comprehensive list of topics, resources, and tools for the mentorship period. This framework has been invaluable, offering a solid foundation for our conversations while maintaining flexibility to address specific needs and interests. In my experience, many of these conversations naturally gravitate toward career development, as my mentees—who are often campus leaders—seek guidance in charting their professional paths forward. I've worked with both undergraduate and graduate students, and it's rewarding to support leaders at various stages of their educational journey.
Mentorship, in my experience, has evolved into true partnerships where learning flows both ways. I've gained valuable insights into what future leaders need and the challenges they face in their development. Beyond our formal sessions, I've had the joy of helping mentees expand their professional networks, secure job opportunities, and connect with community resources. Many of these connections have endured well beyond the official mentorship timeframe, which I believe speaks to how mentorship can create authentic, value-aligned relationships that can help keep talent in our community.
The numbers appear to back this up. Research shows that young professionals who participate in mentorship programs are 68% more likely to stay with their employers long-term. In West Michigan, this translates to stronger company cultures built on knowledge sharing, more robust professional networks that span generations, and increased innovation as fresh perspectives meet experienced insights.
For professionals interested in becoming mentors, several key principles have emerged from West Michigan's success:
- Ask What They Need: Successful mentorships begin by establishing clear goals and making sure the mentee and mentor are clear on what they hope to gain from the experience.
- Think Beyond Career: The most impactful mentoring relationships address both professional development and community integration. Help mentees discover local opportunities for involvement and connection.
- Foster Two-Way Learning: Today's mentorship model isn't about one-way knowledge transfer. Younger professionals bring valuable insights about technology, emerging trends, and fresh perspectives that can benefit seasoned leaders.
- Build Networks, Not Just Relationships: Effective mentors introduce mentees to their professional networks, helping them establish roots in the community that go beyond a single connection.
As West Michigan continues to grow, the role of mentorship becomes increasingly crucial. Organizations looking to establish or enhance mentorship programs can learn from West Michigan's success. The key lies in creating structured opportunities for connection while allowing relationships to develop organically. Programs should be flexible enough to accommodate different communication styles and career stages while maintaining clear objectives and accountability.
The message is clear: In a world where talent is increasingly mobile, meaningful mentorship creates the kind of deep community connections that encourage young professionals to build their careers—and their lives—right here in West Michigan.
Jennifer Maxson is a passionate thought leader in the areas of networking, communication, leadership development, and public speaking. She is a Certified Professional Coach and provides consulting services to clients throughout the United States and abroad, delivering customized individual coaching, executive coaching, and group training for clients. Jennifer was named the 2018 ATHENA Award Recipient and in the past has been honored as one of Grand Rapids Business Journal’s 50 Most Influential Women in West Michigan. Jennifer is a proud Grand Valley Laker, holding a Bachelor’s degree in Public Relations. When she’s not coaching, Jennifer enjoys the outdoors and fishing with her family.
Photo by Julie Balgavy Photography; courtesy of Jennifer Maxson.
