In leadership, it is crucial that you help your employees develop their skills and reach their full potential. If you want your team to progress and improve in their jobs, a mentorship program is a fantastic way to do just that. Here are tips on making a mentorship program a part of normal company operations.
Why You Should Start a Mentoring Program
An employee mentorship program can benefit your organization in numerous ways. It can be the beginning of positive outcomes, and it can address organizational needs such as:
- Leadership development
- Successful onboarding of new employees
- Knowledge transfer from retiring employees
- Employee retention
- Better customer service
Compared to formal training and development programs, mentorship is a bargain. Mentorship offers a personalized experience with meaningful conversation and feedback. For you, mentoring will keep your business running even if team members are not present.
Selecting the Mentors
Keep in mind that not everyone wants to be a mentor, so do not force the role upon a manager or an employee. Listening to a team member who has the mentor title forced on them is not a pleasant experience! Do not limit the mentorship program to high-level personnel and encourage volunteers. Seek employees who display enthusiasm toward the program and helping others grow. Once you have established the program, you might be surprised to see how many people want to join in.
Who Do You Mentor?
Seek volunteers for mentoring, but do not be surprised if you get more than you can accommodate. It may be helpful to select employees who are highly rated or take people from a single department. Any method of selection works if the process is a fair one. Do not show favoritism during this selection process.
Make Sure Your Employees Understand the Program
Your employees must understand mentorship before they participate in the program. They need to understand what being a mentor or mentee involves. It would help if you educated your team about the goals of the mentorship program. Decide if the program is for preparing employees for specific jobs in the future or if it is to help your employees attain their own goals. Above all, the program should show your employees that you support and respect them.
Set Some Guidelines
Are your mentors and mentees going to meet once a week? Once a month? The answer will depend upon the goals of your organization, and of the pair who are working together. Confidentiality is critical, and the pair must trust each other. You can address possible feelings of discomfort by assigning two mentees to every mentor. Hold meetings in public places such as the cafeteria, a restaurant or a conference room. Provide training so that all team members are aware of sexual harassment.
Starting a mentorship program is challenging. However, once the program is running, you will find it to be an excellent benefit to your employees and your organization. If it is employees you are seeking, check out PrideStaff.
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