Mentorship programs have become an essential staff development tool for businesses of all sizes. A strong mentor-mentee relationship can help new and existing employees learn the ropes from a veteran, while also helping the more seasoned worker see solutions and approaches to company initiatives from a fresh perspective. The purpose of a mentorship program as discussed in this article is to provide an additional source of support during an employee's orientation, but mentorship can also come later in a worker’s time with the company.
A trusted guide
A mentor is a member of your team who teaches or gives help and advice to a less-experienced staff member. Mentors act as a new hire's guide to your workplace and allow newcomers to gain valuable, real-world experience and skills that are difficult to grasp in a classroom setting or workshops.
A company-culture ambassador
The one-on-one quality of the relationship cultivated within mentorship programs can help a new hire integrate quickly into your firm's culture and become a productive member of the staff.
- These pairings supplement your onboarding efforts, helping fill in the gaps.
- Mentors can introduce newcomers to individuals in other work areas and serve as a sounding board for thoughts, ideas and concerns.
- Good mentor-protégé relationships also nurture an inviting culture, demonstrating to newcomers the benefits of an open environment where people are constantly sharing knowledge, generating ideas and are mutually committed to building a successful company.
Mentorship programs benefit both sides
Mentoring is not a one-way street.
- Individuals who become mentors stand to benefit as well.
- Serving as a mentor can help even the most accomplished long-term employee improve his or her management skills.
- In addition, new employees often bring with them fresh perspectives that can benefit a tenured employee.
Who makes the best mentors?
The key to an effective mentorship program is to choose mentors who are temperamentally suited to the task.
- Mentors are not supervisors. They typically don't oversee the mentee's day-to-day work performance.
- They don't necessarily need to be your most senior managers. They should, however, be naturally empathetic and enjoy the role of helping, listening and sharing information with others.
- Typically, a mentor who willingly steps up to be part of a mentorship program will be better suited for the role than a worker who has to be persuaded about its value.