Mentoring is a tool to grow employees and accelerate their career development. Companies that offer mentorship programs enjoy many benefits, including retaining top talent, increasing company loyalty and keeping employees engaged. Overall company productivity is also improved when mentorship programs exist.
Employees who are mentored gain critical company knowledge, learn new skills and receive feedback on their career growth and goals, which help them to succeed in their positions. Senior staff members who mentor prosper from the experience, too. Researchers found that their work productivity increases, they have less stress and they feel revitalized in their careers.
Benefits are achieved only if the mentorship program has a strong structure and committed participants, so follow these guidelines to create a successful initiative:
Define the Goal and Structure
To make sure the mentorship program flourishes, it is important to have a strong program goal. Whether it is to help new hires acclimate faster or to cultivate potential manager candidates, one focus will help the program triumph.
Establish an end date as well. More people will participate if there is a specific time frame, and an end date gives a new set of employees an opportunity to experience the process.
Facilitating and Participation
A good mentorship program has a designated facilitator, often called the Mentoring Program Manager (MPM). The MPM creates the mentoring program and works to align the initiative with company goals. The point person sets clear expectations for both the mentors and mentees, which include the time commitment and level of engagement needed from all participants.
Ensuring all staff members are involved in some way or are aware of the program will help the initiative obtain good results. High-level executives should partake in the process—either to offer suggestions to the program facilitator or to serve as mentors themselves. Their participation will help others see the program’s value.
Mentees, Mentors and Managers
Specify criteria for those being mentored. Mentee candidates will help define the qualities needed for mentors. In addition to having excellent communications skills and a strong ability to relate with others, experts suggest that mentors should be at least two levels above the mentee. This requirement guarantees that they can offer great company information while understanding their mentees’ roles. This format eliminates competition for jobs or promotions as well.
Managers provide information similar to what mentors offer, but they have different objectives and job requirements when working with their employees. Managers want employees to grow and perform to help company productivity, and unlike mentors, managers can assign projects, conduct performance reviews and recommend raises or promotions.
Companies should avoid staff members mentoring people they directly manage because they act as key decision makers for their employees. Mentees might feel as though they cannot freely talk about their frustrations and weaknesses with their managers. Mentors who are not managers provide employees with a safe environment to discuss various topics.
Follow Up, Evaluation and Results
Facilitators should make a great effort in following up with participants throughout the process. Encouraging open communication and constant feedback will help the MPM get a gauge on the program’s progress.
Because it might take months to years to see direct results, patience is required when launching a mentorship program. Making sure you get feedback from participants is important when measuring its effectiveness. Surveys and interviews help evaluate success, and final results received will help your company determine if the program was a good investment and if there are improvements needed for a future initiative.
For more information or tips on successful mentorship programs, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.