Imagine holding the secret to success and sharing it with only one employee. While that approach may benefit an individual, it does little to expand the success of your team or your business. Much like group therapy, which supports many people at the same time, companies across the country are embracing the benefits of group mentoring.
Group Mentoring in Business: Benefits, Programs and Best Practices
What is group mentoring?
Inspired by the traditional setup of a mentor and a mentee, the group mentoring format provides opportunities for one or more mentors to work with several mentees at once. Members of the groups learn from one another’s experiences and perspectives, expanding the sharing of knowledge and insight. Participants meet regularly and receive valuable career guidance.
While still a relative new concept in corporate settings, a growing number of businesses are learning the distinct advantages of group mentoring. Smaller companies that may not have the resources for individual mentoring might find these peer-based circles more beneficial, and larger companies can use the group approach to expand their current program.
Group mentoring programs offer a scalable alternative
One of the benefits of group mentoring is that it addresses a key problem with traditional mentoring: Leaders who serve as mentors often have limited time. As a generously scalable alternative to the one-on-one approach, it allows mentors to share their experience with the whole team at once, so nobody gets left out.
Advantages—Beyond peer learning and collaboration, group programs build internal connections while expanding access to valuable expertise and diverse viewpoints. Meeting in groups also enhances a sense of community and team dynamics at the office. Employees not only learn from each other, they also learn about each other, often building respect and understanding.
Challenges—Mentees may receive less personalized attention from a mentor whose focus is divided, some may not wish to discuss sensitive issues including salary or workplace conflicts, and a clash of personalities or someone who monopolizes the conversation could derail the group dynamic.
Discover how to establish mentoring in the workplace, encourage goal setting for your teams and build both loyalty and success for your company.
Selecting and training mentors
The approach to mentor selection depends heavily on the organization’s size and structure.
For small businesses (under 50 employees): Leadership teams likely know employees well enough to identify potential mentors directly based on communication skills, genuine interest in others’ development and relevant expertise—not just seniority. Individual conversations about program goals, time commitment and expectations should happen before securing commitments.
For larger companies: Organizations should assign someone to coordinate the program and reach out to potential mentors—mid-to-senior level employees and subject matter experts. The outreach should spell out what the program aims to accomplish, how much time it requires, what mentors will be doing and what support they'll get. From there, responses can be reviewed based on communication skills, history of developing others and availability. Quick interviews can help confirm whether someone's a good fit.
Training matters for everyone. Before kicking things off, mentors need to understand the program's goals and have practical skills: how to facilitate group discussions, give useful feedback, handle sensitive conversations and know when to escalate issues. Even experienced mentors benefit from aligning on how the program works.
Scheduling, promoting and structuring sessions that work
Organizations need to decide how often groups should meet. Monthly is most common as it allows all participants to reflect on discussions from the previous meeting and develop ideas for future sessions. Weekly or biweekly might feel rushed for this type of work.
The program should be promoted internally, highlighting how it can benefit employees. Allow ample time before the first session for questions, feedback and scheduling. Some companies may choose to share an introductory video companywide, while others in more casual environments may find a simple promotional email sufficient.
With the group mentorship program’s goals—and the needs of both mentors and mentees—in mind, you can design a structure that fits their needs. You may opt for a predetermined curriculum with set topics, or choose a more free-flowing mentor-led discussion that evolves naturally through group conversation.
Whatever approach you choose, keep it flexible. Nothing is set in stone, and the program can be refined through honest feedback encouraged after each meeting. Group mentoring works best when it remains fluid and participants stay open-minded.
Managing group dynamics
When developing your group mentoring program, it’s paramount to ensure that participants feel connection, trust and a sense of belonging. To achieve this, mentors must understand group dynamics and know how to manage dominant participants and side conversations that derail focus.
Effective management also involves setting clear goals, ensuring psychological safety, maximizing the advantages of diversity, allowing open communication and building trust in a supportive environment. Maintain consistent check-ins with members, celebrate small wins, and resolve conflicts when they arise.
Being a mentor can be a big responsibility, but it also brings many rewards.
Measuring success
Establish clear metrics aligned with program goals. Common indicators include:
Participation rates and attendance trends
Participant feedback on program value and mentor effectiveness
Progress toward stated development objectives
Retention and promotion rates of program participants compared to non-participants
Whether participants are applying what they learn
Gather feedback through regular surveys of both mentors and mentees. Tracking these metrics over time reveals whether the program is meeting its objectives and where adjustments may be needed.
Moving forward with group mentoring
Working together and sharing ideas in group mentoring programs is beneficial to everyone who participates. This may be a relatively new way of growing your employees and your business, but it offers a scalable approach to employee development that extends beyond traditional high-potential programs.
Success requires thoughtful design around mentor selection, program structure and ongoing evaluation. By investing in these elements, you create a culture of shared learning that drives growth and retention well into the future.
Work with Robert Half to access top talent—and gain resources like leadership webinars, guides and research that can strengthen your mentoring programs.
